4 Things Every Great Recruiter Should be Doing!

Things Every Great Recruiter Should Know. (but typically doesn’t)

Johnny CampbellFounder & CEO, Social Talent

linkedin.com/in/johnnycampbell

@socialtalent @johnnycampbell

We don’t turn people into recruiters, we turn recruiters into better recruiters!

micro-learning platform & recruiting technology

FASTER SMARTER BETTER| |

4

15

19

20282

79

22

6

Potential Candidates Identified

Candidates Contacted

Candidate Responses

Submissions

Invited to Interview

2nd Interview

Offer

Sourcing Funnel

1

4 4

1.

2.

3.

4.

When you run a search, what % of the results do you reach out to?

1.

What is your average LinkedIn response rate?

2.

What % of respondents agree to go forward?

4.3. &

How are you finding talent?

Web Developer

Python

Ruby

London

("ruby" OR "ror" OR "rails" OR "sinatra" OR "padrino" OR "jruby" OR "rspec" OR "capybara" OR"watir" OR "cucumber" OR "passenger" OR "capistrano") AND ("london")

("python" OR "django" OR "IDLE" OR "Py2exe" OR "Pyinstallershell" OR "Cpython" OR "PyPy" OR"IronPython" OR "Jython" OR "Cython" OR "RPython" OR "py3k" OR "pythonic" OR "pythonist" OR"pythonista" OR "pythoneer" OR "python3" OR "python3.0" OR "ipython" OR "pythonanywhere" OR"psyco" OR "PyS60" OR "shed skin" OR "pypi" OR "spam and eggs" OR "spam & eggs" OR"pygame" OR "pyqt" OR "py" OR "pygtk" OR "numpy" OR "matplotlib" OR "biopython" OR "astropy"OR "leap")

("developer" OR "dev" OR "programmer" OR "devops" OR "develop" OR "developing" OR"development" OR "developed" OR "design" OR "designer" OR "desinger" OR "architect" OR"analyst" OR "coder" OR "coding" OR "consultant" OR "contractor" OR "expert" OR "guru" OR"ninja" OR "program" OR "programator" OR "technical lead")

("web" OR "mobile" OR "website" OR "frontend" OR "html" OR "javascript" OR "css" OR "digital"OR "online" OR "e commerce" OR "ecommerce" OR "php" OR "internet" OR "websites" OR "ui"OR "social media")

web

python

ruby

developer

Desktop version is free!

source.socialtalent.co

How are you engaging with them?

How are Recruiters contacting Passive Candidates?

Source: © 2016 Global Recruiting Survey, Social Talent & Alexander Mann Solutions

10%

20%

30%

40%

50%

Don’t have their contact details

Prefer to gauge interest via InMail/Email

Want to avoid pressuring the candidate

Why don’t recruiters use the phone?

0% 25% 50% 75% 100%

6%

6%

2%

11%

9%

10%

8%

17%

43%

51%

51%

45%

20%

22%

22%

21%

22%

11%

17%

6%

Very Low Low Medium High Very High

What response rates are typically achieved?

Connect

There is an exception! Developers

Great Tolerate Hate Don’t have an account

Source: StackOverflow Developer Hiring Landscape 2015

But surely people don’t want to be cold-called at work about a job?

What is the Purpose of your Pitch?

How many interactions does it take to close a Candidate? 4 8

avg2

# of Responses

0

7.5

15

22.5

30

1st 2nd 3rd 4th

Perseverance Pays Off!

(Source: Sara Fleichsman, HP

Seattle)

How many times should you follow up?

What do you say to them?

Use emotion - increases response rate by 10-15% compared to neutral language

E-Mail Body: Emotion

Source: blog.boomerangapp.com

Hey Johnny, I was reading your online profile. Would you be interested in considering a new role? 0.0, true neutral. A little positivity would boost the response rate.

Hey Johnny, I was really impressed with the XYZ project you described on your online profile. Would you be interested in considering a new role? 0.35 positive sentiment. Perfect! It’s easy to add positive sentiment to an email – this is all it takes.

E-Mail Body: Emotion

Hey Johnny, the XYZ project you described on your online profile blew me away dude. Would you be interested in considering a new role?Positive 0.55 sentiment. This will also work better than a neutral email, even if not quite as well as the previous version.

Hey Johnny, the XYZ project you described on your online profile blew me away dude. I am literally so excited to hear more. Would you be interested in considering a new role?Over 0.9 positive sentiment. This email would be about as effective as a neutral email – not bad, really, but not optimal.

E-Mail Body: Emotion

Be brief - but not too brief! 50-125 words is best

E-Mail Body: Be Concise

E-Mail Body: Be Concise

Hey Holly I’m a recruiter friend of Johnny Campbell, whom I believe you shared a dorm room with back in the day!

The experience you detailed with Social Talent on your LinkedIn profile really impressed our Head of Sales and she asked me to reach out to see if you would be open to hearing about how a career with Acme Ltd could take you to the next level.

You’re no doubt busy but would you be free to spend 10 minutes telling me about yourself this evening at 6 or would you prefer some time tomorrow morning?

Jake Jones

100 Words! (2.5 Paragraphs)

? Use questions - e-mails which ask 1-3 questions are 50% more likely to get a response

E-Mail Body: Ask Questions

? Use questions - e-mails which ask 1-3 questions are 50% more likely to get a response

E-Mail Body: Ask Questions

Top Tip - close with one, strong closed question, not related to the job. Provide two clear options for the recipient.

Keep it simple - write e-mails at a 3rd grade reading level (8-9 year old reading standard)

E-Mail Body: Simple is best

Hyunjin Song & Norbert Schwarz, "If It's Hard to Read, It's Hard to Do: Processing Fluency Affects Effort Prediction and Motivation" (October 2008)

readability-score.com

• Cognitive Fluency• Max 1-2 syllables• No acronyms• Simple Fonts

Mornings are for Engaging with

Talent

Reminder from yesterday:

What is the best hour of the day to send an email?

6am

What are you selling them?

What drives people to move jobs?

32%

34%

36%

36%

41%

45%I was concerned about the lack of opportunities for advancement

“Why & How People Change Jobs”, LinkedIn 2015

I was unsatisfied with the leadership of senior management

I was unsatisfied with the work environment/ culture

I wanted more challenging work

I was unsatisfied with the compensation/ benefits

I was unsatisfied with the rewards/ recognition for my contributions

Why did they leave?

39%

42%

47%

47%

54%

59%Strong career path/ more opportunity

“Why & How People Change Jobs”, LinkedIn 2015

Better compensation/ benefits

The work sounded more challenging

Better fit for my skills and interests

More ability to make an impact

I believed in the company's overall direction

What made them join?

Purpose & Drive

Purpose Maximisation

“Seeking our purpose is about finding a direction, not a destination.

Purpose is a verb, not a noun.”

Finding a Direction

1. Personal,

2. Social &

3. Societal

3 Types of Purpose

Learning from these guys

5Whys

bit.ly/teachfirstvideo

TeachFirst (UK)

1. Purpose-Centric Job Ads

2. Purpose-Driven Messaging

3. Purpose-Oriented Employer

Branding

3 Things you can start doing now

1. Purpose-Centric Job Ads

2. Purpose-Driven Messaging

3. Purpose-Oriented Employer

Branding

3 Things you can start doing now

YOU, YOUR, YOURS

4 Things Every Great Recruiter Should Know

1. Where & how to search (95% accuracy)

2. How best to engage with talent (Phone & follow-up)

3. What to say to candidates (Short, 6am emails)

4. How to sell (Purpose)

slideshare.net/socialtalent

We don’t turn people into recruiters, we turn recruiters into better recruiters!

micro-learning platform & recruiting technology

FASTER SMARTER BETTER| |