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WEBINAR TIPS
6. JOBS HAVE
CHANGED
STEM fields job openings
dominating global marketplace
Bureau of Labor and Statistics believe
STEM workforce in US will total more
than 8.65 million workers by 2018
(Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DĂĽeadlySinsofRecruiting[2].pdf
7. Research shows that
Millennials workers will
change jobs
every 3-4 years
â because they want
more from employment
than paychecks and
benefits.
JOBSEEKERS
HAVE
CHANGED
(Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DĂĽeadlySinsofRecruiting[2].pdf
8. SaaS platform,
mobile technology,
and social media
now provides
companies with
new array of
recruiting tools
Mobile is powering job seekers to
look for jobs more openly
41%
38% 36% 30%
18%
TECHNOLOGY
HAS
CHANGED
(Source: The Seven Deadly Sins of Recruiting, http://web.jobvite.com/rs/jobvite/images/7DĂĽeadlySinsofRecruiting[2].pdf
9. DAN FINNIGAN
CEO OF JOBVITE
âCompanies must cast a wider net to
capture this talent. Today, job seekers are
using social and mobile to apply for jobs
and gain insight into a companyâs culture and
values. Ignoring these platforms isnât an option:
companies must showcase their brand
and be everywhere job seekers are.â
12. 66% OF SOCIAL MEDIA USERS
EXPECT A RESPONSE WITHIN A DAY.
(Source: Top CRM Statistics, http://blog.capterra.com/top-crm-statistics-2014/
13. CONSIDER THIS OPTION:
NURTURE YOUR CANDIDATES
â˘âŻ Candidate relationship management (CRM) system
â˘âŻ Multi-channel system
14. FOCUS ON OTHER CHANNELS
Focusing all my sourcing on one or
two job boards, or worse yet, the
company ATS, is a huge mistake.
- Tony Palm, Founder of Post-Military Employment
16. TRACK YOUR CANDIDATE
â˘âŻ Trace the source of your candidates
â˘âŻ Keep record of communication between your candidate
in addition to the level of activity
â˘âŻ Send reports with real-time analytics
CONSIDER THIS OPTION:
18. âI HAVE ENOUGH PROSPECTIVE
CANDIDATES TODAY, SO WHY FEED
THE FUNNEL?â
3
#
DEADLY SIN
19. How do you show prospects about what your company is about?
THE BEST CANDIDATES
ARENâT LOOKING
20. â˘âŻ Social media presence for recruiting
â˘âŻ Meaningful, targeted campaigns
â˘âŻ Employee referral programs
CONSIDER THIS OPTION:
TAKE PROACTIVE MEASURES
21. SOCIAL MEDIA AND JOB SEARCHING
Nearly 2 in 3 say
their employer does not
(or know how to) use
social media to
promote job openings
Nearly 3 in 4 say
their employer does not
(or know how to) promote
their employment brand
on social media
22. 79%
Â
are likely to use social
media in their job search
86%
Â
of people in the first 10 years
of their career are likely to use
social media in their job search
SOCIAL MEDIA AND JOB SEARCHING
25. Employers who used social
media to hire found a
49% improvement in
candidate quality over
candidates sourced only
through traditional
recruiting channels.Â
49%
(Source: Top Recruiting Statistics, http://blog.capterra.com/top-15-recruiting-statistics-2014/ )
27. â˘âŻ Active Social Media pages
â˘âŻ Incorporate Employeesâ voices
â˘âŻ Branding your career site
CONSIDER THIS OPTION:
YOUR EMPLOYMENT BRANDING ACROSS THE BOARD
29. 5 WAYS TO DEVELOP BRAND AMBASSADORS
Encourage Them
Communicate the Importance
Incentive Them
Train Them
Make It Easy
1
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2
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3
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4
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5
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30. Encourage viral photos and
videos in all departments
Show the real âyouâ on a career blog
or through social posts
Let employees be who they are
LET EMPLOYEES BE WHO THEY ARE
31. Referral candidates are
5X more likely to get hired
than other candidates
EMPLOYEE REFERRALS
ARE THE #1 SOURCE
FOR QUALITY NEW HIRES
Source: StafďŹng.org and ERE
INCREASE CANDIDATE QUALITY
33. â˘âŻ Recruitment-focused technology
â˘âŻ Recruitment platform with an intuitive interface
â˘âŻ Platform integration
CONSIDER THIS OPTION:
RECRUITMENT TECHNIQUES AND TOOLS
34. Recruitment-focused technology
BEST-OF-BREED VS.
THE SUITE
Youâre not an HR
generalist; you donât care
about benefits and payroll
â you simply want
automated, efficient
process workflow that
speaks to your everyday
needs.
(Source: Best of Breed vs. Suite, http://www.jobvite.com/blog/best-breed-vs-suite-choose/
37. â˘âŻ Show them how the new technology pays off
â˘âŻ Give them the bottom-line cost-saving & time-saving
benefit
CONSIDER THIS OPTION:
DEMONSTRATE THE VALUE
38. Companies with a good
employer brand see an average of
22%in reduced
recruitment
fees
Companies with a
strong employer brand enjoy
50%cost-per-hire
savings
Source: Employer Branding Global Study Report
Source: LinkedIn
SAVE MONEY WITH EMPLOYER BRANDING
39. STRONG
EMPLOYER BRAND
High Brand Awareness
Retention
More Job Offers Accepted
Revenue Goes Up
More Quality Applicants
Lower Cost-Per-Hire
Higher Number of Referrals
POOR
EMPLOYER BRAND
Low Brand Awareness
Attrition
Declined Offers
Low Productivity
Long time-to-hire
High Cost-Per-Hire
Poor Referral Programs
vs.
Source: Allegis Group Services Study, August 2012 (1,010 US Workers)
41. â˘âŻ Deliver content that candidates can relate to
â˘âŻ Create a better application experience thatâs memorable
â˘âŻ Put yourselves in their shoes
CONSIDER THIS OPTION:
ENGAGE YOUR CANDIDATES
43. TOP 5 PIECES OF INFORMATION JOB SEEKERS WANT
EMPLOYERS TO PROVIDE AS THEY SEARCH WHERE TO WORK:
Details on what makes the company
an attractive place to work
Details on compensation packages
Details on benefit packages
Company mission, vision and values
Basic company information
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