5 Key Strategies to Consider When Creating Your Recruiting Playbook

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Transcript of 5 Key Strategies to Consider When Creating Your Recruiting Playbook

Page 1: 5 Key Strategies to Consider When Creating Your Recruiting Playbook
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Playbooks are vital to any organization, from businesses

to professional sports teams. Simply put, they help organizations

plan and strategize tactics that will ultimately bring them success.

It’s vital for organizations to stay a step ahead of their industry

and create playbooks for aspects that will impact their bottom

line, such as recruiting top talent.

WHAT IS APLAYBOOK?

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of all Google searches, about 300 million per

month, are employment related

of workers who currently have a job are

either actively seeking or open to a new job

of the U.S. labor force is on the job market

of job seekers used a mobile device for their

job searches

30%

51%

71%

43%

WHAT DOES RECRUITING LOOK LIKE IN TODAY’S BUSINESS ENVIRONMENT?

SOURCE

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1. Reach out to new pools of talent

2. Interview for fit, not credentials

3. Streamline with technology

4. Create evangelists out of your current employees

5. Stay connected with all applicants

5 RECRUITING STRATEGIES

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FOR INSTANCE:

• An Aberdeen study found that 73% of 18-34 year olds found their last job through a social network

• Employers who use social media to hire found a 49% improvement in candidate quality over candidate sourced only through traditional recruiting channels

As the recruiter, it’s important to expand your reach and incorporate new ways

to advertise job openings beyond career sites and your company website.

It’s also important to highlight key aspects of your company culture that

potential recruits will find appealing. Create company resumes and distribute

them on social media and mobile platforms to attract top talent. Why? Because

this is where your future employees are most likely looking for jobs.

REACH OUT TO NEW POOLS OF TALENT

SOURCE

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Furthermore, recruiting through social media channels is an inexpensive

way to massively increase the number of potential job applicants you reach

with your posting.

REACH OUT TO NEW POOLS OF TALENT

As Carla Roberts Pruitt explains, “In fact, cost is another reason to utilize social

media to promote your job board. It will likely be cheaper to post a job listing on

LinkedIn than it would cost for you to post it in a newspaper, and your reach will be

expanded too.”

SOURCE

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of all Google searches, about 300 million per

month, are employment related

of workers who currently have a job are

either actively seeking or open to a new job

of the U.S. labor force is on the job market

of job seekers used a mobile device for their

job searches

When interviewing applicants, focus on their personality and work ethic rather

than just on the job requirements. Talk about your culture and what it takes

to be successful within your organization. Employers need to hire employees

who will mesh well with the established company culture.

INTERVIEW FOR FIT, NOT CREDENTIALS

Carina Wytiaz, professional writer and Internet marketer, gives some helpful tips on hiring for fit, not by resume, which include:

• Look for outstanding people, not just box checkers—identify a diverse background that indicates a willingness and capacity for learning

• Ask culture driven-questions to determine whether candidates will fit well within your organization

• Consider creating a job for a great candidate, because the value they can add is worth bringing them on board

SOURCE

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1. Reach out to new pools of talent

2. Interview for fit, not credentials

3. Streamline with technology

4. Create evangelists out of your current employees

5. Stay connected with all applicants

Through online job applications, organizations can now filter and screen applicants before the initial interview process. Sit down with your hiring manager and take the time to create applications that are specific to the job requirements, so that during the interview process you can focus on personality and culture fit.

In addition, if the job requires more technical skills, consider creating online job assessments, such as a test or writing prompt. Work with employees to create these tests, as they know what skills are required for the organization. Plus, it’s the simplest way to find top quality candidates without being a timewaster.

Use technology to your advantage to filter through job applications and ultimately streamline the recruiting process.

STREAMLINE WITH TECHNOLOGY

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When you create a culture people love, they talk about it and become your frontline recruiters. Seek out employees you know would be excellent advocates and have them help direct and/or sit in on interviews. Their additional input can help organizations get a better assessment on a potential employee.

CREATE EVANGELISTS OUT OF YOUR CURRENT EMPLOYEES

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In addition, an employee referral program can be beneficial to the recruiting process. Liz She�eld, an HR expert, explains,“Talk to any recruiter and he or she will tell you, referrals are a great way to hire great employees. Everything from a shorter recruiting process, to higher candidate conversionrates, to great job satisfaction, to longer tenure—ithas all been linked to employee referrals.”

CREATE EVANGELISTS OUT OF YOUR CURRENT EMPLOYEES

SOURCE

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Lastly, always keep your applicants—the good and the bad—informed and

updated during the hiring process. It sounds like a lot of work, but you can

simplify this step by creating an email template to send to those still in the

running and those that are not.

By keeping applicants informed, you’re setting a good first impression for

your organization. Who knows, today’s job applicant might be tomorrow’s

customer.

STAY CONNECTED WITH ALL APPLICANTS

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In the end, use these tips as a starting point to create an organizational recruiting playbook unique to your company. Not only will you streamline the recruiting process and cut costs, but you will also be equipped to find and retain the best talent that fits in with your team and company culture.

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O.C. TANNER AND THE O.C. TANNER INSTITUTE

O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies

to Work For® list, helps organizations create great work environments

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and education services to engage talent, increase performance,

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more at octanner.com.

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a global forum for exchanging ideas about recognition, engagement,

leadership, culture, human values, and sound business principles.