Beyond LinkedIn Recruiting
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WilsonHCG joins Glassdoor to discuss how employers can take a more engaging approach to recruiting.
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Beyond LinkedIn Recruiting
- 1. Click to to edit Master title Click edit Master title style style Going Beyond LinkedIn How Smart Recruiters Find Today’s Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 2. Webinar Tips for Attendees You can connect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar. All lines will be muted to avoid background noise. You can ask questions at any time by typing them into the Questions Pane. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 3. Featured Speakers Alison Hadden John Wilson Director of Product Marketing Alison.Hadden@Glassdoor.com @AlisonHadden Founder and CEO at WilsonHCG John.Wilson@wilsonhcg.com @WilsonCEO Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 4. Join the Conversation! #GDWebinar Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 5. Agenda What LinkedIn Delivers What Today’s Candidates Care About How to Bridge the Gap 3 Strategies for Recruiting Beyond LinkedIn – Find Next Generation Talent – Use Your Resources and Optimize – Get Social Questions? Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 6. Why Do People Use LinkedIn? To network To look for a job Marketing/communication Search for professional talent Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 7. Challenges Limited to business professionals Many people aren’t interested in finding a new job or being contacted Limited information for potential candidates to get to know your company Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 8. How do you reach EVERYONE who is open to a new job opportunity? Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 9. Reach Candidates Where They Are Researching Companies Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 10. Today’s Candidates Seek Transparency and Authenticity in their Job Search Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 11. 51% of new employees today have buyer’s remorse Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 12. 95% Say reviews from employees influence their job decision Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 13. 69% of job seekers would not take a job with a company that had a bad reputation... Even if they were unemployed! Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 14. How do you influence job seekers at the point of career decision? Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 15. Building Trust Is Key Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 16. “Woo” the Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 17. Be Real and Get Your Employees Onboard Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 18. Showcase Your Employer Value Proposition Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 19. Amplify Your Message Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 20. Expand Your Talent Pool Beyond LinkedIn’s Audience Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 21. 1.) Find the Next Generation of Talent Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 22. 2.) Use Your Resources & Optimize Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 23. Career Sites Glassdoor Profile Highlight the good on career site and social media Networking and Events Twitter Facebook 3.) Get Social Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 24. Attract the Right Talent Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 25. Find Today’s Candidates Where They Are Looking for Jobs Non-Traditional Talent Is Not on LinkedIn Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 26. Gain More Than Just the Employer’s Perspective Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 27. Helping People Find The Jobs & Companies They Love 48% has become the most trusted and transparent place for today’s candidates to search for jobs and of job seekers use Glassdoor research companies Member growth over 4 years (Source: Software Advice Report, Jan 2014) 22M members 6M content 300K companies 190 countries Confidential and Proprietary © Glassdoor, Inc. 2008-2014 15M jobs #GDwebinar
- 28. Reach Candidates Where They Are Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 29. 91% 40% of Americans keep of Glassdoor traffic their mobile devices comes through mobile. within reach 24/7. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 30. 3x % 30 2x more influence over candidates at the moment they are making decisions better lower applicant cost per quality hire Reach the Right Fit Candidates Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 31. 1-800 Contacts Case Study CHALLENGES Negative reviews Hiring technical employees in a very competitive local market Profile on Glassdoor did not adequately represent the company “You are given the real estate to present your company well at a low cost.” - Rod Lace Director of Human Resources Improved qualified Glass Technicians for 1-800 Contacts by 5x! Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 32. RailInc Case Study CHALLENGES Too many resumes to sift through Not advertising jobs to ideal candidates Brand presence was not strong enough “Glassdoor is a no brainer if you want to be in front of where your candidates are doing their homework.” - Patrick O’Neil Director of Corporate and Brand Communities 6x page views on their Glassdoor page vs. LinkedIn Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 33. Questions? Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
- 34. Get In Touch Alison Hadden John Wilson Director of Product Marketing Alison.Hadden@Glassdoor.com @AlisonHadden Founder and CEO at WilsonHCG John.Wilson@wilsonhcg.com @WilsonCEO Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #GDwebinar
Notas del editor
- A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Alison and Steve would be happy to answer them at the end of the session.
- And now I would like to introduce our presenters:John Wilson is the Founder and CEO of WilsonHCG. His specialties include human capital topics, including talent acquisition best practices, workforce planning, employment branding, gen Y and employee engagement and retention. He has been featured inHRO Today, The American Business Journal, Recruiter Magazine, Workforce Magazine, CIO magazine and on ERE.net. Alison Hadden is the Director of Product Marketing atGlassdoor. She speaks as an industry expert on employer branding, social recruiting and employee engagement. She educates companies on how to influence and hire ideal fit candidates in today’s modern recruiting world.
- We would like to keep today’s webinar highly interactive and encourage you to join the conversation socially on Twitter with the hashtag #GDWebinar
- What LinkedIn DeliversWhat Today’s Candidates Care AboutHow to Bridge the Gap5 Strategies for Recruiting Beyond LinkedInGet Creative With SearchGet Involved LocallyFind Next Generation TalentUse Your Resources and OptimizeGet SocialQuestions?
- LinkedIn is known as a networking siteIt is great for connecting people to people. Companies are also using it to market or advertise jobs and or products and to search for professional talent. But on the flipside, there are a few challenges associated with only using solely LinkedIn as a way to find candidates.
- The audience is extremely limited to business professionals. These are the people that are at their desks all day. But what about nurses, manufacturers and retail workers?Also, many people use LinkedIn as a networking site only. They aren’t always interested in finding a new job or being contacted by a recruiter.There is also limited information for potential candidates to get familiar with your brand and culture. You are really unable to fully showcase your brand to companies who may be searching for you.Many people are not searching for jobs and are getting contacted non stop.
- Let’s think about this. Most candidates that you are trying to target are already employed and are good at what they do. You are trying to incentivize them to come to your company. The beauty about sites like Glassdoor is that we know passive and active candidates are researching companies. They are considering their job options and researching their next possible interview, salary negotiation and staying in the loop to discover which jobs seem appealing. Rather than reach them on LinkedIn (where they are not fully focused on researching jobs and companies) and are most likely networking, reach them while they are in their job search.
- Reach candidates where they are researching companies. Have a presence on recruiting sites and focus on showcasing your strong brand. Promote your employer brand to candidates researching you and advertise your jobs to ideal candidates who might not be aware of you.
- The way people find jobs and research companies has changed. Today, candidates want to know everything about your company before they even apply for a job because they are seeking transparency and authenticity in their search.Candidates want to know as much as possible about an organization. They want to learn about a company’s culture, management, salaries, advancement opportunities, etc. before they submit a resume and commit to a professional relationship.
- In fact, 51% of new employees at a company have “buyer’s remorse” after they accept a position. They are searching for informational transparency and want to be more informed before “walking the plank” to their new career opportunity.
- Today’s candidates are also influenced by peer reviews and ratings. 95% of job seekers say reviews from employees influence their job decision. This information ultimately determines the decisions that your candidates are making about your company and if they want to come join your team.
- And just to drive home how much reviews influence candidate decisions, 69% of job seekers would not take a job with a company that had a bad reputation….even if they were unemployed!This is a stat you cannot ignore. Reviews and ratings matter to today’s candidates.
- Now that we have realized the importance of “informational transparency” and talked about what matters to job seekers, let’s talk about how to influence them at the point of their career decisions. I would like to pass this on over to John.
- If you are transparent with information from the beginning with a candidate and you follow through once they are hired, that is huge.They will then put their trust in the company, becoming a loyal employee and an advocate for the company- thus bringing in more top talent. Communication is important, since it provides the artery for information and truth. By communicating the organization's vision, management defines where it's going. By communicating its values, the methods for getting there are established. Building trust in the interviewing process is crucial if you would like to gain top talent. Allow the interview to be a conversation and give the candidate enough time to ask their own questions, as interviewing is a two way street. Additionally, be up front about the timeline of your hiring process; let them know if there is going to be a delay or if you will to be moving ahead quickly. Also, be sure to let candidates know if they will be advancing to the next round or if they are no longer in the running by a certain date and stick to it. The more sincere and congenial you are during their interviewing process, the more apt they are to choose your company and recommend it to others.
- It all comes down to their experience from job search to offer letter. If a candidate has a poor candidate experience with a company that offers everything they want and an amazing, easy experience with a second choice company-they could go with the company with the best experience. Not only does this help candidates when it comes down to a final decision but this also makes it easier for them to refer friends and others to your company if they had a great experience. Take the time to learn what is important to the candidate and evaluate if you can offer any benefits that are catered to their needs. Such as flex time or working virtuallyMake sure employee reviews/testimonials are up on your website and social media: Utilize candid employee reviews and testimonials to sway candidate opinions. Videos, blogs, Glassdoor/Indeed reviews, etc.Corporate Responsibility initiatives: showcase initiative such as veteran recruitment, corporate social responsibility, green initiatives and things to show that your company is responsible
- Technology, social media and the internet make it easy for candidates to research your company. Putting out content and monitoring what’s being said about your company can ensure positive results in their search and can help you put out fires or dismiss inaccurate information.Realistic information about a company and culture can help candidates determine if the company/job is a right for them before they apply, weeding out under qualified candidates or candidates who are not the right culture fit. Get your employees involved in the conversation.Offer candidates the opportunity to speak with a current employee who has the same position and let them ask what their day to day looks like, any special projects they may get to work on, etc.
- Along with the employment branding, share your EVP. Incorporate your employee value proposition throughout the recruitment process: onto your career site, within your job postings and into a recruiting video. This can help show the candidate how the company continually re-evaluates what engages the employees and tries to find ways to align their offerings to match employee wants/needs. What is an EVP? The combination of rewards and benefits that you promise to provide employees in exchange for their productivity, time and energy. It can include tangible things like salary, benefits, and special employee programs (think training & development, wellness programs or flexible vacation time).But it also includes intangible elements. The things that don’t show up on a paycheck but still carry high regard. Consider an engaging company culture, challenging work, meaningful results, or the opportunity to excel. Basically-what your employees will “brag” about to their peers.A strategically designed EVP has shown to be a key tool in attracting, retaining and motivating employees to drive your organization to success. It’s what brings the best candidates in while ensuring those same superior individuals stay longer.
- Make sure that your message is the first thing a candidate sees when coming to your page. It’s so important for a candidate to see your perspective in order to make an educated decision on whether or not they want to work for you. You also need to Utilize employee reviews and testimonials to sway candidate opinions. Videos, blogs, Glassdoorreviews, etc. Include not only your EVP on your website but your offerings, leadership bios, culture, core values and company value proposition. Incorporate supplemental material:Employment BrandingCorporate culture videosLinks to employee testimonials and Glassdoor reviewsDetails specific to the job, location, departmentPersonalize/customize your messageLimit the use of templatesInclude specifics about their experienceInclude specifics to the job as related to what they’d be interested inUtilize details you’ve cross referenced on other sides, like portfoliosShow the value/benefits, don’t come off too “salesy”
- What are more cost efficient sources that provide higher quality applicants? LinkedIn is more of a networking site – more person to person and not really person to company. LinkedIn only gives you access to limited pool of business professionals, but what if your talent pool includes retail, manufacturing or nurses.Through general Social Media recruitment:Searching for candidates via Facebook, Twitter, Instagram & Google+Broadcasting your jobs through your networksUtilize industry and job specific hashtagsPost during high-traffic timesExample: WilsonHCG hired employees found via Twitter and Instagram
- Millenials - Create partnerships with career services departments, guest speak at university meetings, guest speak in specific classes; campus recruitment. Also -you MUST create an internship program & partner with local and national universities/colleges if possible. We have had many full time hires come from our internship program.We have had many full time hires come from our internship program.Develop and promotion of internship program:Create section on career pagePromote via social media and utilize hashtagsPromote on campuses of university, colleges, technical schoolsJoin social media chats: i.e. #GenYChat on TwitterJoin professional group events: i.e. Charleston Young Professionals Post jobs and network via Linkedin’s Yong Professional groupsDevelop university recruitment initiatives and promote:Partner with career services departmentGuest speak at classesPost on university career center job boardsExample: our interns come from UT
- Build and maintain a talent community:Develop credibility in established professional groupsDevelop credibility in online groups & social mediaManage the applicants, candidates and hires in your ATSIdentify and develop brand ambassadors to expand your messageCommunicate with followers and “listen”Segregate talent communities to target your messages and job postingsOptimizeyour careers page:Include your employment brandingInclude pictures/videosBuild out pages so candidates can researchMake it easy to navigateUtilize SEO to help your career page come up in search resultsCut down the application process and make it easy to applyInclude links to your talent communityShowcase unique aspects of your brand:Corporate social responsibilityOperation TransitionBrand Ambassador ProgramAccolades
- We all know that social recruiting is a hot topic. But there are other social methods you can use. Social Media Recruitment Training:Cross-referencing specific candidates via social mediaDoing a general search for candidatesUtilizing hashtags and analyzing their impactBroadcasting jobsPromoting thought-leadership (brand ambassadors)Updating your bio to be searchable and credibleUtilizing social media:Instagram (hired a few employees in 2013 who found us via Instagram) – promoting jobs via captivating pictures showcasing cultureGoogle+ for hangouts/virtual recruiting eventsTwitter: host a job seeking twitter chat or participate in existing onesFacebook: promote jobs and be responsive to candidate questions/postsBlog-talk-radio: host a Q&A show and provide interviewing suggestionsYoutube: promote videos showcasing company culture, recruitment collateral, or interview suggestionsBrand and promote Glassdoor page **And with that, I would like to pass things over to Alison to chat a little bit more about how Glassdoor can help you advertise your jobs and promote your employer brand.
- Like we mentioned before, the importance of informational transparency is raising applicant quality. Almost half of all job seekers are using Glassdoor to search for jobs and research companies. This raises applicant quality because candidates are well-informed and highly selective when it comes to applying to jobs. As a result, employers don’t have to deal with mountains of unqualified applications saving them valuable time.Attract the right pirate!
- This Includes retail, transportation, hospitality, restaurant and many more industries. They are not at their computers all day accessing professional networks. Reach them while they are on a break or just finishing a shift!
- Job seekers are looking additional information outside the messages they get from employers in job descriptions on career sites from recruiters. For candidates, the most trusted resources for learning about companies are family and friends followed by reviews from other people who work at the company. More than 16million unique users visit Glassdoor mobile applications and website monthly.
- Just to tell you a little about the influence GD has on candidates, 48% of job seekers are using it. Glassdoor has become the most trusted & transparent place for candidates to search for jobs and research companies.
- Mobile is huge right now. Reach talent while they are on their mobile devices. Great source to recruit new, passive high quality talent for jobs.
- 91% of Americans, keep their mobile devices within reach 24/7. Almost 40% of the traffic on Glassdoor comes through their mobile device and these numbers continue to go up.
- We help employers advertise their jobs to ideal candidates who might not be aware of their company and promote their employer brand to candidates not researching them. For our 1200+ clients we see 2x better applicant quality, 3x more influence over candidates to sites like LinkedIn and have a 30% lower CPH
- 1 800 Contacts is a great example of a success story for us. We improved the quality of their Glass Technicians by 5X by reaching the right fit candidates on Glassdoor
- Due to the SEO and greater control that clients have on Glassdoor, Railinc prefers sourcing on Glassdoor as compared to sites like LinkedIn. Railinc saw 6x the page views on their Glassdoor page vs.Linkedin. Railinc believes that this is due to the robust content on Glassdoor. It’s where candidates are coming to make career decisions.66 hires in 12 monthsOver 6x page views on their Glassdoor page vs. LinkedIn pageCredibility among job seekers and third-party validation of their company cultureReal-time candidate traffic and demographics dataOngoing employee engagement strategy
- And now I’d like to open up the floor to any questions out there.
- And now I would like to introduce our presenters:John Wilson is the Founder and CEO of WilsonHCG. His specialties include human capital topics, including talent acquisition best practices, workforce planning, employment branding, gen Y and employee engagement and retention. He has been featured inHRO Today, The American Business Journal, Recruiter Magazine, Workforce Magazine, CIO magazine and on ERE.net. Alison Hadden is the Director of Product Marketing atGlassdoor. She speaks as an industry expert on employer branding, social recruiting and employee engagement. She educates companies on how to influence and hire ideal fit candidates in today’s modern recruiting world.