Rusty LindquistV P O F S T R A T E G I C H R I N S I G H T S

B A M B O O H R

Thad PriceV P O F P R O D U C T

J O B S 2 C A R E E R S

J O I N T H E C O N V E R S AT I O N O N T W I T T E R U S I N G # B A M B O O H R

The World Has Changed

1Recruiting

10 years ago

A changed perspective

Organizational Power

Organizational power goes to the group that deals with the biggest problems

Alfred Marshalleconomist

1

Employment marketing

1Candidate Personas

“A candidate persona is a fictional representation of your ideal hire for a specific role. It is based on as much real data as possible, along with educated guesses about experience, goals, motivations, and concerns.”

-Recruiting Social

1Candidate Personas• What is their demographic (answering: who is this person)?• What inspires and motivates them?• What concerns are they likely to have?• What does their career history likely look like?• What constraints may they be having?• What pains might they be experiencing?• What is their level of seniority?• What do all these things imply about who they are?• What predispositions might they have?• Where do these people hang out?• What type of message do these people respond to?• What type of writing do these people respond to?• What does their typical day look like?• What is the best time of day to reach them?• What do they value most?• Where do they go for information?• What do they care about from an employer?

1Candidate Personas

• Identify the highest-performing recruiting channels• Identify potential ad-placement opportunities• Build a message, and job description that resonates• Communicate in a language they respond to• Build a job description that addresses their pains• Create differentiation for your “product” and “message”• Elicit an emotional response from your candidate• Prepare you to interview for ideal characteristics and

attributes, not just job history and talents

and their results

1

Market Differentiation

1

Employer Brand

1Employer Brand

v

HOW

OUTSIDE-IN (CONVENTIONAL) INSIDE-OUT (REMARKABLE)

WHY

ValuesMissionBeliefs

Culture | Corp. Brand

HR ActivitiesEmployee Perception Candidate Perception

WHAT

Employer BrandRecruitment costs

Awareness

Recruitment funnel

Candidate quality

Candidate quantity

Acceptance rate

Negotiating power

Employee Retention

Employee Engagement

Employee Performance

Work Culture

Organizational Performance

J O B D E S C R I P T I O N S

Employer Brand

1Millennials

of the workforce by 2018

50%expect to stay less than

three years

91%

1Millennials

Company culture is critical, where they work is part of their social story.

culture

and their mindset

Millennials place an especially high focus on finding work that is meaningful to them. They look for a “cause”.

meaningMillennials have an “always on” job-seeking mentality, even when satisfied with their current job.

search

28 151

Millennialsand their job-search

weeks on average

Take

Search resources

Use

1Millennials

Optimize it!

53%Visit a company’s website

what you can do about it

1

Millennials trust peer reviewsBe transparent

Millennialswhat you can do about it

1

Company winsShare

Millennialswhat you can do about it

for awardsApply

Millennialswhat you can do about it

Create talent communitiesand take advantage of all the

resources job seekers useto look for work.

CommunitiesAttract millennials throughseveral channels: social, awards, company pages,

job boards etc.

Channels

what you can do about itMillennials

1The gig economy

The same thing is happening in recruiting. On-demand employment is

an alternative, or a supplement, to a full time job.

US workersare 1099

42million

Projected increase by 2020

of the workforce has a second job

34%Millennials freelance

1of 3

65million

The gig economy

1The gig economy

Recruiting technology has to keep up! 10% of the jobs on Jobs2Careers are gigs.

The gig economyWhat can you do about it?

• Understand Your Enemy• Think Differently• Be accommodating• Think like a marketer• Try before you buy

The role of mobile

of job seekers searchjobs from a mobile device

70%of them expect to be able

to apply on a mobile device

27%

The role of mobile

VSMobileFriendly

MobileOptimized

What can you do about it?

The role of mobile

decrease intime to hire

13%increase in quality

of applicants

19%

BENEFIT OFOPTIMIZATION:

W H A T C A N Y O U D O A B O U T I T

The role of mobileWhat can you do about it?

Urge your ATS to get

mobile optimized

Use sites that let you use

mobile in their strategy

Employees are your greatest assets

• Get involved in the community• Build CSR programs• Promote company involvement• Wear company gear• Turn employees into brand ambassadors• Build referral programs

• Understand your value. • Understand and speak to the goals • Speak their language and advocate

Advocating for your Recruiting Needs

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