Holly Fawcett. Social linkedin.com/in/hollyfawcett. #socialtalent

Transcription

1 Holly Fawcett Social linkedin.com/in/hollyfawcett #socialtalent

2 Your Recruitment Funnel

3 Your standard Candidate Applications Recruitment Funnel Invited to Interview Lack of quality candidates = bottleneck 2nd Interview Offer Accept Start

4 Inbound Recruitment Funnel Visits Career Website Views Specific Job Ad 536 Clicks Apply 70 Completes Application 59 Candidate Applications Invited to Interview Source: Jobvite Source of Hire Survey,

5 Outbound Recruitment Funnel Identify Potential Candidates 282 Contact Potential Candidates 79 Candidates Respond 22 Submit CV 6 Candidate Applications Invited to Interview Source: Jobvite Source of Hire Survey,

6 Your Goal: Potential Candidates Identified 100 Greater search accuracy Potential Candidates Contacted 95 Effective messaging Engage Candidates 70 Employer Branding Submit 16.6

7 Career Website Visitors Initial Search View Specific Job Ad Candidates Contacted Click Apply button Candidate Responses CVs Received Submissions Invited to Interview Attend Interview 2nd Interview Offer

8 Search Volume & Accuracy Sourcing Ninja Hacks #socialtalent

9 Finance Analyst Job Search Example: Big Data Budapest

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13 Engage Candidate Motivations Approaching Candidates Across Different Vectors #socialtalent

14 Why did they leave? I was concerned about the lack of opportunities for advancement I was unsatisfied with the leadership of senior management I was unsatisfied with the work environment/ culture I wanted more challenging work I was unsatisfied with the compensation/ benefits I was unsatisfied with the rewards/ recognition for my contributions 45% 41% 36% 36% 34% 32% Why & How People Change Jobs, LinkedIn 2015

15 What made them join? Strong career path/ more opportunity 59% Better compensation/ benefits 54% The work sounded more challenging 47% Better fit for my skills and interests 47% More ability to make an impact I believed in the company's overall direction 42% 39% Why & How People Change Jobs, LinkedIn 2015

16 Are Engineers/Developers Looking for Jobs? Actively looking 15 Not interested in new opportunities 21 Not active, but open to new opportunities Global Developers Survey

17 How do Engineers/Developers Look for Jobs? Referral 25% Other Website 17% 3rd Party 10% Direct Application 13% In-House 8% Career Fair 4% Self-Employed Other 10% 11% StackOverflow 2% Twitter Facebook 0% 0% 2016 Global Developers Survey

18 How are Recruiters contacting Passive Candidates? 50%! 40%! 30%! 20%! 10%! 0%! Source: 2016 Global Recruiting Survey, Social Talent & Alexander Mann Solutions!

19 Why don t recruiters use the phone? Don t have their contact details! Prefer to gauge interest via InMail/ ! Want to avoid pressuring the candidate!

20 What response rates are typically achieved? Very Low Low Medium High Very High 6% 21% 45% 17% 11% 17% 22% 51% 8% 2% 11% 22% 51% 10% 6% Connect 22% 20% 43% 9% 6% 0% 25% 50% 75% 100% 125%

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22 There is an exception! Developers Great Tolerate Hate Don t have an account Source: StackOverflow Developer Hiring Landscape 2015

23 But surely people don t want to be coldcalled at work about a job? What is the Purpose of your Pitch? How many interactions does it take to close a Candidate? avg

24 How many times should you follow up? 37,5! # of Responses! Perseverance 30! Pays 22,5! Off! (Source: 15! Sara Fleichsman, 7,5! HP Seattle) 0! 1st 2nd 3rd 4th

25 Hey Johnny Do you know the way many multinationals test their products in inhumane ways? Would you like to work in a company that not only develops your career but is single handedly changing the way the world s leading consumer companies think about ethical testing? Our client is recruiting Chemical Engineers like you and we d love it if you took 3 minutes to watch this video to see why we think you should come work for them So, are you up for it? If so, click here and let us know! Holly

26 Psychology of Source: LinkedIn Talent Blog, September 2016

27 Clear Display Body: Be Concise Be brief - but not too brief! words is best 100 Words! (2.5 Paragraphs)

28 Hey Holly I m a recruiter friend of Johnny Campbell, whom I believe you shared a dorm room with back in the day! The experience you detailed with Social Talent on your LinkedIn profile really impressed our Head of Sales and she asked me to reach out to see if you would be open to hearing about how a career with Acme Ltd could take you to the next level. You re no doubt busy but would you be free to spend 10 minutes telling me about yourself this evening at 6 or would you prefer some time tomorrow morning? Jake Jones

29 Timing What is the best time to reach out by ?

30 Right Time Early Morning Working Day Late Evening

31 Right Time Early Mornings and Late Evenings are best to get responses During work hours has the highest competition for attention Automate your timing, by scheduling your s

32 How? What? Why?

33 Holly Fawcett Social linkedin.com/in/hollyfawcett #socialtalent