Hiring in Today's Digital Age 2.0
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The document discusses modern hiring practices and the importance of creating an effective digital recruitment strategy, emphasizing the need for a strong online presence and tailored job descriptions. It highlights the significance of diversity in hiring and the impact of language used in job postings on applicant quality. Additionally, it addresses the importance of maintaining communication with candidates throughout the hiring process, especially with millennials, to enhance the overall candidate experience.
Hiring in Today's Digital Age 2.0
- 1. Hiring in Today’s Digital Age Maria Mayorga, Director of Strategy, Coalmarch
- 5. We all have a problem.
- 6. We need good people to make great money.
- 7. The cost of replacing an employee is roughly 30% of their salary.
- 8. These are the things we all know:
- 9. We don’t work in a sexy field These are the things we all know:
- 10. We don’t work in a sexy field Hiring is important These are the things we all know:
- 11. We don’t work in a sexy field Hiring is important We need a system in place These are the things we all know:
- 12. We don’t work in a sexy field Hiring is important We need a system in place Millennials make up the majority of our applicants These are the things we all know:
- 13. We don’t work in a sexy field Hiring is important We need a system in place Millennials make up the majority of our applicants Making a change is not easy These are the things we all know:
- 16. Why do I care about diversity?
- 17. When we attract more diverse candidates, we are able to fill our jobs FASTER with more QUALIFIED applicants.
- 18. CONVERSATION STARTER Show of hands, who here has worked on their sales funnel in the past six months?
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- 21. 1. ATTRACT
- 22. All of the things we know about marketing apply to recruitment.
- 23. We have to build a digital strategy to recruit candidates
- 24. There are seven components in the digital recruitment strategy
- 25. 1. Create and measure goals 2. Build your brand and website for both leads and applicants 3. Identify your unique value proposition for applicants How to Attract Quality Candidates
- 26. 4. Create content for job seekers 5. Generate reviews on Indeed and Glassdoor 6. Pick platforms to maximize your efforts 7. Analyze the entire experience How to Attract Quality Candidates
- 27. 1. Create and measure goals
- 29. Are you planning for 2018 or reacting to 2017?
- 30. 2. Build your brand and website for BOTH leads and applicants
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- 36. Prospective employees shouldn’t have to hunt for the careers section!
- 37. 3. Identify your unique value proposition for applicants
- 40. 4. Create and optimize content for job seekers
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- 48. 86% of job seekers use their mobile phone to look for jobs.
- 52. 5. Generate reviews on Indeed and Glassdoor
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- 59. 6. Pick platforms to maximize your efforts
- 62. 7. Analyze the entire experience
- 64. KEY TAKEAWAYS Execute a digital recruitment strategy that includes recruitment goals
- 65. KEY TAKEAWAYS Build your website for leads AND applicants
- 66. KEY TAKEAWAYS Create an internal campaign to generate reviews on Indeed and Glassdoor
- 67. 2. CONVERT
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- 69. Textio Image
- 70. Textio Image
- 71. Textio’s machine intelligence platform has proven that the language you use in a job post actively changes who will even consider applying for your job. Textio
- 72. Which directly impacts the quality and diversity of your applicant pipeline. Textio
- 73. Crappy job listings = Crappy Applicants = Wasted Time and Money What does Textio tell us?
- 74. CONVERSATION STARTER When is the last time you rewrote your job descriptions?
- 75. There is an art to writing a job description.
- 76. Growth vs. Fixed Mindset Language
- 77. Growth vs. Fixed Mindset Language
- 78. Textio’s analysis found that roles that are ultimately filled by women are twice as likely to contain growth mindset language.
- 79. In other words, by using this type of language, hiring managers can attract more women, but they don’t risk alienating men.
- 80. Postings with fixed mindset phrases filled 11 TIMES more slowly than those that did not. Growth vs. Fixed Mindset Language
- 81. Growth vs. Fixed Mindset Language
- 84. The average Textio score was a 40. Average Score
- 85. The average Textio score for the bottom 10 was a 26. Average Score
- 86. We aren’t doing enough!
- 87. CONVERSATION STARTER Show of hands, how many people in here show salary on their job postings?
- 88. 74% of applicants want to see salary more than any other feature in a job posting. Salary: To show or not?
- 89. 9 listings out of the 30 analyzed listed salary in the job posting. Salary: To show or not?
- 90. Only 2 in the bottom 10 listed salary. Salary: To show or not?
- 91. Long descriptions can hurt you. But so can short ones. Average Length
- 92. Textio’s research suggests that candidates scan job listings for fewer than six seconds. Average Length
- 93. The average length in the top 100 was 374 words. Average Length
- 94. There were outliers. The longest was 1,189 words and the shortest was 60 words. Average Length
- 95. What types of companies stood out?
- 96. What types of companies stood out?
- 100. What were the main problems?
- 101. Listings were too short What were the main problems?
- 102. Listings were too short The listings were missing the equal opportunity statements What were the main problems?
- 103. Listings were too short The listings were missing the equal opportunity statements They need more “you” statements What were the main problems?
- 104. Listings were too short The listings were missing the equal opportunity statements They need more “you” statements Used too much directive language What were the main problems?
- 105. What is the perfect job description?
- 106. Pay attention to the title Keep it simple Talk about company culture Mention salary (or give a range) Steps to writing the perfect job description
- 107. KEY TAKEAWAYS Rewrite your job descriptions and include bullet points, “you” statements, and less directive language.
- 108. 3. CLOSE
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- 111. It is particularly important to maintain a good relationship with millennials because they will be the first to tell their friends about their experience. (Good and bad) Millennial Candidates
- 112. Job seekers say 4 out of 10 of their applications never receive a response or any type of communication. Nurturing Funnel
- 113. CONVERSATION STARTER How many people in here have a system in place to nurture candidates you don’t hire immediately?
- 114. The best digital marketers understand they are not going to convert every buyer in their first transaction. Nurturing Funnel
- 115. And recruiters need to think the same way Nurturing Funnel
- 116. How to Nurture Quality Candidates Create an email marketing campaign to regularly reach out to candidates Encourage your managers to also reach out (personally to candidates) Keep job postings up all year and maintain communication with (all) candidates
- 117. 4. DELIGHT
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- 119. HUPPSA!
- 121. FINAL THOUGHTS
- 125. THANK YOU!
- 126. Questions?
- 127. Hiring in Today’s World Maria Mayorga, Director of Strategy Coalmarch Productions [email protected] linkedin.com/in/mariaemayorga @mariamayorga1