The Blueprint: How To Build Your Recruiter Brand

The BlueprintHow To Build Your Recruiter Brand

Please Allow Me To Introduce Myself.

15.8 m.

Source: US Dept of Commerce

Everyone Hates HR.




30%: Go on a bad blind date.22%: Speak in front of 100 strangers.19%: Spend a day at the DMV.12%: Get a root canal

Your candidates would rather…

…then go through your recruiting process.

60% of the online recruiting

process happens before a

candidate ever directly

contacts an employer.

CEB Insights

Your candidates would rather…

Real Estate Agents.

• 40 hours of classroom training at a “Board approved Real Estate school.”

• 3 certified professional endorsements.

• Completion of Board issued, regulated exam.

• 12 hour classroom recertification course every other year.

• Annual requirement of 6 2 hour Board approved online courses.

• Biannual Board renewal of Real Estate sales license required.

Source: Commonwealth of Massachusetts

Cosmetologists.

• Completion of 6 month Board Certified classroom program.

• Minimum 1200 training hours.• Pass three part written

examination on cosmetology theory, practice and law.

• Sponsorship by state licensed cosmetologist.

• Annual recertification process.Source: Commonwealth of Massachusetts

Recruiting & Talent Acquisition.

Where Do Recruiters Come From?

Source: Echogravity

Can’t Knock the Hustle: Where Do Recruiters Come From?

Source: Echogravity Source: Relink Labs

Run This Town: Where Do Recruiters Go?

Source: Relink Labs

On To The Next One: Is Recruiting A Job or A Career?

Source: Echogravity

The Bukowski Test.

@neotys

How To Build Your Recruiter Brand.

@MattCharney

No HR Buzzwords. Just Plain English.

Recruiters can’t fix a broken culture.

Bu

Recruiters don’t control who gets paid what.

Recruiters can’t influence bad tech decisions.

Recruiters can’t influence bad hiring decision.

The only reputation or brand recruiters control is their own.

Big Pimpin’: The 6 Pillars of Influence.

Reciprocity.

#6.

#1.

\

Source: Glassdoor Source: Glassdoor

51% have buyer’s remorse

due to an inaccurate picture of the job

70% trust online reviews

and ratings as a source of brand info

95% are influenced by reviews

from those inside the company






From those inside the company

No One Actually

Looks Like This

At Work.Stock art is not corporate culture. Unless

your culture sucks.

63% accepted roles the candidate

considered “less than desirable.”

45% said yes to companies the

candidate thought were not “desirable

employers.”

61% of all accepted offers were

considered “not good enough.”

Reciprocity for Recruiters:

• Share resources, advice and expertise – help stakeholders help themselves.

• Networking works both ways. Don’t be a gatekeeper; open doors.• Be reliable, provide recognition and show gratitude.• The only way to increase your visibility is to increase your

involvement.• 6 words to always use: “How can I help?”

6 words to never use: “That’s not my job.”

Commitment &

Consistency.

=

=

Referrals are

400x more

likely to get hired than online applications.

=

#1.

Commitment & Consistency for Recruiters:

• Don’t just know the business of recruiting; know the business.• What your candidates and hiring managers want must always

align.• High touch wins over high tech; personalize when possible.• You’re only as good as your last hire. And your last hire is only

as good as you.• If you say you’re going to do something, do it. • Timelines and deadlines aren’t just suggestions. Meet them, or

meet the consequences.

Social Proof.

Source: Glassdoor Source: Glassdoor


due to an inaccurate picture of the job.








From those inside the company

\

Source: Glassdoor Source: Edelman







Source: Glassdoor Source: Edelman

How To Identify Internal Influence:

• Number of connections.

• Frequency of shared connections.

• Diversity of connections.

• Charting information flow.

Organization

Expertise

Age, Tenure

Social Ties

Geography

Education

Social Proof for Recruiters:

• Social media isn’t a strategy, it’s a tool. • No one can replace you if you can always be yourself.• Know when to engage, when to listen and when to shut

up.• Be chill. Don’t overshare. • Treat your employees with the respect they want and

deserve, and the rest takes care of itself.• Referrals, referrals, referrals. Game recognize game.

Authority.

Source: Talent Board Source: Gallup 2016 Job Seeker Survey

Top Recruiter Concerns

“The simplest

analysis is usually the

correct one.”


Occam’s Razor for Recruiter

Brand.


Will this help me make better hires faster?

Is it in the best interests of the company?

Does data support my decision?

Authority for Recruiters:

• Your employees are more trusted than you are.• Every recruiter should be a career subject matter expert.• Listen to what EEs are saying. Don’t tell them what to say.• Reevaluate and realign hiring manager satisfaction. • Know the business. Know the people. Know the data.• Never be afraid to say, “I don’t know.”

Scarcity.

Recruiting Isn’t Broken.

No One Actually Looks Like This At

Work.

No One Actually Looks Like This At

Work.

Hack #1: INFO, Yo.

• 61% of candidates want employers to respond quickly throughout the process. ▶ 61% of candidates want employers to respond quickly throughout

the process.

▶ Base: All Qualified Job Seekers (n=316)

▶ Q1110 What does a good job search / candidate experience mean to you?







Scarcity for Recruiters:

• Unemployment is down; so are job tenures.• Skilled candidates are still hard to find – and they have choices.• Recruiting won’t be replaced by robots. • Focus on the work that can’t be automated.• Work with the machines, not against them.• ATS = “automate that $#!T.”

Likeability.

Reinventing Your Brand: Never too late..

”A broke man,

approachin’ the

bench with intent to

bury me under the

cell, fingered me as

toast, man.”

-Jay Z, Dope Man

”I like to think Mr.

Carter and I

understand each

other. Nobody who

met us when we

were younger men

would have

expected us to be

where we are

The Bukowski Test.

What more can I say?

Fade to Black.@MattCharney

Matt(at)RecruitingDaily.com

www.recruitingdaily.comwww.mattcharney.com

Facebook.com/recruitingblogs

http://www.mattcharney.com/