Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
Webcast: Talent trends 2016 - Data on how candidates want to be recruited
Top Hacks to Prepare Your Employer Brand for a Hiring Spike
1. 15th January 2019
Top Hacks to Prepare
Your Employer Brand
for a Hiring Spike
Priyanka Malik
Senior Employer Brand
Consultant
Julian Constance
Global Employer Brand
Consultant
2. 1. Employer brand – what is it, and
why is it important?
Creating your employer brand
Drive a successful campaign
strategy
2.
3.
Today’s agenda
4a. Plan & Prioritize
Campaigns
4b. Research Audiences
4c. Deploy Campaign Media
4d. Track Campaign Success
4.
Building efficiency: Working smarter, not
harder
5. Case studies
3. Firstly, what is an employer brand?
An employer brand is effectively the perception
employees and the general public hold of a company as
an employer. You can help build this perception by
showcasing your organisation’s culture and values, and
the things that make you different to other
organisations.
Employer branding, then, is the messaging you present to
employees and how you market your company to the
people you'd like to work for you.
4. A strong brand attracts strong candidates
of job seekers consider an employer’s brand
before even applying for a job
Source: LinkedIn
75%
56% of job seekers ranked employer brand as
the deciding factor when choosing an employer
Source: LinkedIn
5. And this is why it matters
#1 67%
The #1 thing candidates want to
know about a company they might
apply to, is what the company
culture is like.
Social and professional
networks received the most
votes amongst job seekers as
the most useful resource
during a job search. 67% of
job seekers expect it to be a
more significant job search
resource in the next 5 years.
91% of employers believe social
media will become more significant as
a source of hire in the next 5
years. Social media and Social
Recruiting Software top the list as the
#1 planned technology investment of
2017, with over half (52%) saying they
plan to continue or increase
investment.
91%
Source:: CareerArc 2017
6. And this is why it matters
64% 55%
64% of job seekers say that a poor
candidate experience would
make them less likely to purchase
goods and services from that
employer. Virgin Media has worked
out that this used to cost them over
$5m annually.
Negative reviews are
discouraging potential
applicants. The majority (55%)
of job seekers report having
abandoned a job application
after reading a negative review
about that employer.
A third of all employees and job
seekers share negative
reviews. 33% of job seekers reported
having shared at least one negative
review of a previous or prospective
employer. Those who leave online
negative reviews are also 66% more
likely to spread those opinions on
social media, compared to those who
only convey their opinions directly with
a friend or colleague.
33%
Source:: CareerArc 2017
7. These are the talent pools on which you
should focus your attention
Choose your buisness-
critical talent
Speak to your top performers in these talent
pools to work out what they love about
working at your organisation, why they stay
and what would make them move
Understand what's
important to these
talent pools
Decide on the best channels and
platforms on which to push out your
content, and be sure to track
performance
Deploy and track
success
Highlight the elements of your culture,
values and organisation that you know will
resonate with key talent pools, and make
them want to work for you
Create key
messages with
visuals
1 2
34
Create and deploy your employer brand
A step-by-step guide to creating your employer brand, and using it to attract top talent
8. But creating and deploying your
employer brand is only half the battle –
how do you cut-through the noise
being made by your competitors?
9. What types of members would you rather your recruiters
reach out to?
Cold Member
A cold member does not
know who you are as a
company or likely never
engaged with your company
Warm Member
A warm member has a
good idea of who you are
as an employer
Applied
Unaware
Aware
Engage
Lead
*Warm member = Visiting company/ career page, viewing a job, following your company, impressions and clicks on recruitment ads and clicks/social actions on updates.
10. How do we enable you to recruit more
efficiently and effectively?
11. Warm members
are 165% more
responsive
(COMPARED TO COLD MEMBERS)
165%
Increase
in efficiency
These figures are calculated over the latest 12 months of LinkedIn data. These figures are calculated at the contract-level for selected contracts.
*Warm member = Visiting company/ career page, viewing a job, following your company, impressions and clicks on recruitment ads and clicks/social actions on updates,
*Data reflects period of X- Y; InMail Acceptance Rate is calculated as (# of job opportunity InMails accepted) / (# of job opportunity InMails sent) up to 60 days prior to receiving an InMail
Cold
Members
Warm
Members
22%
57%
12. 94%
However, 94%
of all messages
sent are to
cold members
his figure is calculated over the latest 12 months of LinkedIn data. 396,979 inMails were sent to to cold members. The percentage of InMails sent to cold members is calculated at the contract-level for selected
contracts.
13. REACTIVE APPROACH
Focus on bottom of funnel lead generation
HIGHLY EFFICIENT APPROACH
A full funnel approach drives effectiveness for Recruiters
Unaware
Aware
Engage
Lea
d
Unaware
Engage
Aware
Broadening the pool of talent engaged with you will drive
greater success for your recruiters
Build Awareness:
Raise awareness,
“warm up” your
audience
Engage Talent:
Tell your story with content that
resonates with your audience
Generate Leads:
Create a pipeline of applicants;
directly engage candidates
Lea
d
14. By leveraging top of funnel
strategies to
reach target talent, your
recruiting team’s bottom of
funnel activities can be more
effective
I don’t know YOUR
COMPANY
Unaware
Aware
Engage
Lead
I know YOUR
COMPANY
I am considering YOUR
COMPANY
I want to apply to YOUR
COMPANY
Recommendation: A full funnel strategy will positively fuel
your recruiter’s efficiency
15. An employer branding strategy will power your existing
investment to help your teams work smarter, not harder
This spotlight allows you to
easily filter talent by warm
candidates who are more
likely to respond
16. January is a great time to reach out to candidates on LinkedIn
16
0.00
0.20
0.40
0.60
0.80
1.00
1.20
1.40
Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun
Ratio
Jobs Posted Applications Received
Based on monthly averages for jobs posted January 2016-November 2018.
Index compares monthly volume divided by annual average.
Companies slow down
their job postings
starting in November,
while job applications
increase between
December and
February.
We see a lower volume of job postings with increased application rates
17. See supply, demand, and engagement
insights for specific talent pools
Plan & Prioritize
Campaigns Inform targeting and messaging for hard-to-
fill roles with demographic insights.
Research Audiences
Track brand awareness, engagement,
and recruiting efficiency trends over
time
Track Success
Launch campaigns and meaningful engage
your target candidates
Deploy Campaigns
1 2
34
Four hacks to get your brand ready for the job spike
A step-by-step guide to creating your employer brand campaigns, and using it to attract top
talent
19. Where do they live?
Supply & Demand,
Outreach Channels
Who are they?
Demographics, Titles, Skills,
Employers, Education, Seniority
What matters to them?
Interests, Talent Drivers,
Motivators, Compensation
02. Research Audiences
Refine your targeting criteria and improve messaging
Build more successful campaign targeting leveraging demographic insights
20. Drive in-demand
candidates to your
company page & jobs
Recruitment Ads
Tell your brand’s story
targeted to ideal
candidates in the feed
Sponsored Updates
Build a targeted pipeline of
talent already interested in
your company
Pipeline Builder
03. Deploy
Campaigns
Get in front of your target audience
Leverage LinkedIn's suite of employer branding products to meaningfully engage your target
candidates
21. Track and measure
engagement with your
brand
Total pool engagement - Last 12 months
04. Track Success
● Total engaged talent
● New followers
● Job viewers
● Job conversion rate
● InMail response rate
Measure, learn, improve
Track how candidates engage with your brand over time
22. Client: UK based media and entertainment company
Why did they invest in the solution:
To increase brand awareness among key Technology professionals and to generate leads
Timeframe: 3 months
Target Audience: UK based Professionals in the functions of Engineering, Information Technology,
Quality Assurance
Results:
o Career Page traffic of Technology page rose by 211% during campaign period
o Over 1500 Technology followers were added during the campaign period
o Job Apply Rate rose by 75% within Tech audience who previously visited Tech Careers Page
o 180 relevant leads got generated for immediate actioning
Blinded case study
23. The right platforms
The team then decided which platforms would be best to
reach this talent pool, and what kind of advertising
inventory would work best. They decided on sponsored
content and the LinkedIn pipeline builder tool
It started with PHP developers: a
recruitment priority for the business.
Focus groups
The HR team spoke to top performing PHP
Developers to find out what interested them, and
what they loved about working at Trivago
The plan
Goals and KPIs
Goals and key performance indicators are often
confused, so the team was very clear about what
they wanted to achieve, and what metrics would
indicate they were moving in the right direction
It’s difficult to drive
engagement around such a
culture through standard
job ads and ‘we are hiring’
posts, which is why
Trivago’s employer
branding team started to
explore different ways to
build a pipeline of the right
talent on LinkedIn. So this
is what they did...
A case study: Trivago
24. The outcome
The sponsored updates
delivered major
improvements in the
efficiency and acceleration
of the talent pipeline