1Recruit Better, Together

RECRUITINGLESS RESOURCES

WITH

STRATEGIES TO WIN INTOP 3

2

The trend of ‘recruiting more with less’ is becoming less of a trend and more of a standard. Per LinkedIn’s Global Recruiting Trends for 2017, only 32% of those surveyed predicted the size of their recruiting teams to grow over the next year. In addition, hiring volume has increased. A poll ran in our recent webinar, ‘Anatomy of Best in Class Talent Acquisition’, found that 72% of survey respondents had hiring volumes that increased this year, while resources remained the same.1

Our wide-breadth of data within our Marketplace speaks to this as well. For example, we recently spoke to a client within the technology vertical who shared that they were tasked with an increase of 25% more hires this year, but expected to do so with 10% less headcount. Adding to this already strained environment is the complexity of the low unemployment rate and those in talent acquisition are feeling the pinch. Roles that in the past were not difficult to fill are now increasingly harder to do so and are compounding on top of the typical open roles that were always a challenge.

We’ll explore three key areas to consider when making ‘recruiting more with less’ a strategy rather than a pain point. Identify

areas of struggle within your organization and apply some of the suggestions below that are specific to what aligns with your goals. Your resources are spread thin, but you have options to implement targeted supports to increase the productivity and efficiency of your process.

72% of survey respondents had hiring volumes that increased this year, while resources remained the same.

3

EMBRACE TECHNOLOGY OR BECOME OBSOLETE

4

For years, the applicant tracking system (ATS) has been the tool du jour to help organize the application process. While important, this tool can be seen as limited in scope as the hiring landscape expands.

Enter the CRM (candidate relationship management system), the TRM (talent relationship management) and predictive hiring. In addition to managing applicants, a CRM manages sourcing, tracking, and pipelining candidates even before there is an open role to fill. In addition, this tool assists in building relationships with passive candidates. A TRM manages contingent as well as internal employees – engaging and building these networks. Love your ATS? Keep it and use these tools separately or find one that will integrate well. Not married to your current ATS? Switch to one that includes sourcing and other CRM/TRM perks. Doing so will help increase the efficiency of your recruiting process and give the candidate a smooth experience while creating a stable relationship.

IT’S TIME FOR A CRM & TRM DATA TO TRACK:

Pipeline to hire conversion

Sourcing options performance

Recruiter performance

Social media integration

Communication effectiveness

Candidate demographics

4

5

Chances are, you’ll land your next stellar candidate via a job posting viewed on a mobile device. A lofty 89% of active job seekers view their mobile device as a key tool to look for jobs.2 Conversely, only 20% of companies have a career site optimized for mobile and 3% have a mobile app. The candidates you want are out there – but they are consuming content in a way you are not supporting. Instant gratification and immediate interaction is expected – every other interaction made via a mobile device happens instantaneously, so job seekers see no difference in this scenario. Some industries, such as retail, have fully embraced using mobile devices as a valuable tool within their process, encouraging candidates to apply via SMS keywords, QR codes, or mobile-optimized websites.

Research suggests - stop posting jobs on Fridays. 40% of all job searches happen on Monday and Tuesday and between 9AM and 1PM.3 More recruiters are using text messages as a key form of outreach to potential candidates as 90% of texts are read within the first 3 seconds.4 When compared with emails, text messages have a far better response rate, 26%, rather than the average click-through rate of 4% for emails.5 Before immediately applying texting as part of your outreach arsenal, know that there are best practices to adhere to in order to ensure a high level of professionalism.

MOBILE DEVICES MAKE THE WORLD GO ‘ROUND

Conversely, only 20% of companies have a career site optimized for mobile and 3% have a mobile app.

89% of active job seekers view their mobile device as a key tool to look for jobs.

90% of texts are read within the first 3 seconds.

Text messages have a 26% response rate, rather than the average click-through rate of 4% for emails

89%

90%

26%

4%

6

Artificial intelligence is all the rage, though for many it’s so new that the question becomes – how to implement within talent acquisition? Think of it as a virtual assistant. Many processes within your recruiting strategy can be managed by an AI tool. Utilizing this technology can free yourself up from transactional tasks and allow you to focus your time where personalization really shines – late stage interviews and offer negotiation.

SOME EXAMPLES OF WHERE AI COULD SERVE YOU:

ARTIFICIAL INTELLIGENCE CAN BE YOUR RIGHT-HAND MAN

Sort through resumesMachine learning builds algorithms based on data that is then analyzed to suggest predictions, in this case, candidates that most closely fit the role requirements.

We’re going to stick ‘automation tools’ in here within AI. Moving off manual spreadsheets and adopting a platform built to automate aspects of your process can bring your productivity to the next level. There are countless technology options that help you track and analyze metrics, collect data points, and set up a routine to evaluate those results consistently.

Many talent acquisition pros are utilizing third-party search and all the time-saving advantages that come along with it. At BountyJobs, we have deep experience in segmentation as we have been helping enterprise-level organizations manage filling their critical roles for the past decade. Utilizing one technology platform to handle multiple facets of your recruiting process helps increase your productivity and effectiveness on all levels – including selecting agencies to work on your role, contract management, agency communication, etc…

Review social media profilesA personality profile can be created from screening social media profiles.

Analyze video interviewsAI software can analyze speech patterns and facial expressions.

Schedule interviews and update candidates on their statusUp to 74% of candidates drop out after starting the application process, but chatbots can actively remind them to finish answering questions and collect incomplete information, unlike a static application form.6

6

48%

69%

48% of talent acquisition

professionals feel that big data and

AI are helping declutter their day-

to-day.

A whopping 69% say that AI as

a sourcing tool identifies higher

quality candidates.7

7

Reaching out via social media, termed social recruiting, is one of the top ways that recruiters snag passive candidates for critical roles. 80% of employers say social recruiting has helped them land key candidates that weren’t actively searching for a job.8 Engaging in LinkedIn group conversations, utilizing filters, and using smart, specific hashtags on Twitter are useful options to cut through the candidate clutter. In addition to the usual

suspects of LinkedIn, Twitter, and Facebook, explore smaller yet effective social platforms that foster strong communities such as GitHub, StackOverflow, Quora, and Meetup. When reaching out to potential candidates, tailor your message to them personally. As you might imagine, they are being inundated with recruiter outreach – yours has to come across as genuine, not generic.

YOUR NEXT HIRE IS ON SOCIAL MEDIA

80% of employers say social recruiting has helped them land key candidates

that weren’t actively searching for a job.

Best-in-class companies are 32% more likely to engage candidates via

social media.

79% of job searchers use it when looking for their next role.9

80% 32% 79%

8

CH CH CHANGES… YOUR RECRUITING STRATEGY, EVOLVED

9

The key word for inbound recruiting is: relevant. Inbound recruiting utilizes content and engaging interactions in an attempt to foster a relationship with potential candidates over time – this can only be done effectively if the content and discussion being shared is RELEVANT to that specific audience. Think about the act of cold-calling candidates. This is the opposite of that.

Company culture needs to shine through authentically. People know when they are being sold to – employer branding must reflect the values, the tone, what keeps the organization ticking, in a genuine way. The career page should be a destination where each potential candidate can get a feel for what they would experience day-to-day as the newest developer, marketer, designer…you get the idea. Give them a way to stay in touch – a newsletter with company announcements, perhaps discussion forums they can participate in.

The use of social media is huge when it comes to company branding for potential recruits. Stand out from the competition by posting behind-the-scenes snapshots of office life, videos of a day-in-the-life of varying staff members, coverage of recent events, content from trusted sources (not just your own) that will resonate to the target audience and show that the organization isn’t a walled garden. If a third-party recruiter, perhaps include these points in your discussions with the employer.

INBOUND RECRUITING & EMPLOYER BRANDING GO HAND-IN HAND

62% of candidates research companies on social media before formally applying for a role.10

A few options to try that have been shown to be extremely effective when done authentically:

Twitter Story

Twitter Chat users meetup at an agreed upon time using a designated hashtag

Snapchat Story

Pinterest Boards

Facebook Story

Complete LinkedIn Company Page

Video Storytelling Across Platforms

9

62%

10

Tracking key data points allows you to understand where you’ve been, where you are today, and what tomorrow could look like. When looking for ways to do more with less resources, analyzing data allows you to:

DATA TRACKING

Create a plan around an accurate forecast

and allocate resources to stay ahead of the

curve.

Make data-driven decisions that will increase hitting

your strategic goals while tracking the return on those decisions and investments.

Have a view of where processes are already

efficient. Replicate those into other appropriate

areas that need improvement.

Measure performance by starting with the two most

important things to your talent acquisition strategy. Expand as your expertise in data analytics deepens.

Prioritize according to company goals.

11

In addition to social media described earlier in this report, consider alternative ways to source your next candidates. We mentioned curated content as part of inbound recruiting – if a hiring manager, having content created that is tailored to your audience will result in quality lead generation. White papers, surveys, and benchmark reports are just a few options. Having a presence at industry-specific conferences, hosting roundtable discussions, and participating in career fairs can be quite effective as ‘belly-to-belly’ relationship builders. Be strategic about which events you participate in to get the most ROI for any time and financial investment. Technical user groups and Meetups can be a great way to meet the top rockstars in the job categories you are recruiting for.

UPDATE SOURCING OPTIONS

11

12

Organize your pipeline. Know who you are targeting for each role. When dealing with a variety of roles to recruit for, utilizing candidate segmentation cuts through the noise and allows you to efficiently group your target candidate into key areas such as:

CANDIDATE SEGMENTATION

Source where best to find quality

candidates for this role

Demographicseducation level,

geographical location, etc.

The hiring process should be tailored to each role – using a one size fits all solution will have you wasting valuable time when searching for the right candidate, especially in this competitive landscape. Segmenting your candidates into key groups will not only cut down on time identifying a quality pool of candidates, but will also allow you to see where in your pipeline your process is failing or excelling.

Preferred Communication

text, phone, email, social, video

Values & Motivations what about a role or company does the

candidate find most important

Referralthe candidate was referred

by a reputable source

13

STAND OUT FROM THE COMPETITION

14

Tools such as video simulations can be used to show what a job is really like, and weed out those that would not be a strong fit. This can give candidates a realistic view of what the role entails and is a way to showcase the company culture and uniqueness of the organization. For example, if the role is in customer service, the candidate could be put through a difficult situation with a customer. How they manage the issue and the overall outcome can be strong predictors as to how they would perform on the job.

Some organizations have taken this a bit further and have implemented gamification within their talent acquisition assessment process. Care needs to be taken here, as if the candidate feels the gaming aspect does not directly correlate with the role in question, they could walk away with a negative impression. Information is collected as the candidate plays the game and is then analyzed against the skills needed for the role. For many, gamification increases the engagement aspect of talent acquisition and gives off a positive vibe, which in this era of instant gratification and low attention spans, is important.

MULTIMEDIA

14

15

Your key candidate is fielding offers from multiple companies. With such a low unemployment rate, most potential hires are already employed. These passive candidates will require strong, comprehensive offers to lure them away from their current role. When crafting an offer, consider the following:

• Competitive salary

• Relocation support

• Remote work/flexible schedule options

• Generous retirement packages

• Increase stock options and/or bonus package

• Extra vacation time

• Tuition reimbursement

• Stellar healthcare coverage

• Extensive paid parental leave

• Gym memberships and on-site classes

STRONG YET CREATIVE OFFERS

16

Consistently nurture your pipeline of candidates to be ready for the next opportunity. Your funnel needs to be streamlined – all aspects must be firing on all cylinders, ready for action at a moment’s notice. Don’t put yourself into a situation where you are scrambling at the last minute when a critical role needs to be filled – have a curated list of quality candidates ready for submission immediately.

Stellar communication and a smooth application and interview process is not just required, it’s expected. Candidates know

they are in the power position and expect to be catered to. A highly professional recruiting process is assumed, otherwise you are wasting everyone’s time and that perfect candidate will disappear. Keep the candidate updated throughout the process so they feel valued and not like their resume or early conversations with you are just hanging out in the ether somewhere. Tighten up the application process by ensuring only pertinent information is requested.

CANDIDATES AT THE READY

16

17

REEVALUATE, COURSE CORRECT, REPEATThe phrase ‘work smarter, not harder’ may sound cliché, but it’s certainly true in every sense as we navigate through this tight, competitive landscape in talent acquisition. Maximizing resources to stay ahead of the competition and within budget is paramount. Keep your finger on the pulse of this fast-moving industry with technology enhancements, predictive analytics, and ever-changing values and motivators of those key candidates. Reviewing your talent acquisition assessment strategy on a regular basis with an eye toward relevancy and effectiveness will help you stay not just in the game, but ahead of it.

17

18

SOURCESSOURCES

1 http://www.bountyjobs.com/resources/anatomy-best-in-class-ta-data-analytics/

2 https://www.pageuppeople.com/en-us/2017/12/15/2018-recruiting-trends/

3 https://insights.dice.com/2018/01/04/7-strategies-boost-tech-recruiting-success-2018/

4 http://info.dynmark.com/hs-fs/hub/307137/file-650880813-pdf/whitepapers/Intelligence_Review_Edition2.pdf

5 https://www.softwareadvice.com/resources/job-candidate-recruiter-text-preferences/

6 https://business.linkedin.com/talent-solutions/blog/future-of-recruiting/2017/how-recruiting-chatbots-work-and-what-recruiters-and-candidates-

7 https://www.kornferry.com/press/korn-ferry-global-survey-artificial-intelligence-reshaping-the-role-of-the-recruiter/

8 https://www.betterteam.com/social-recruiting-tips

9 https://www.pageuppeople.com/en-us/2017/12/15/2018-recruiting-trends/

10 https://www.peoplefluent.com/blog/4-ways-to-improve-your-employer-brand-using-social-media

19

ABOUT BOUNTYJOBSBOUNTYJOBS IS THE LEADING TECHNOLOGY FOR COLLABORATION

BETWEEN EMPLOYERS AND AGENCIES

Our web-based platform consolidates third-party search activities into one convenient location; giving talent acquisition leaders the tools to track, manage, and evaluate their search spend. The result: better hires, faster. BountyJobs is headquartered in Austin, TX and is backed by Greylock Partners, Accel Partners, and RPM Ventures.

LEARN MORE ABOUT BOUNTYJOBS AT BOUNTYJOBS.COM

1114 Lost Creek Blvd, Suite 420, Austin, TX 78746

Have a topic you’d like us to cover? Email our Sr. Content Marketing Manager, Erin Geiger, at blog@bountyjobs.com.