PRESENTED BY - Haley Marketing Group...• Reputation management • Referral partners • Colleges...

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© 2015. All rights reserved1.888.696.2900 | www.haleymarketing.com

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Recruit More Talent Now Attract more candidates, boost referrals,

and get more jobs filled!

PRESENTED BY

David Searns

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Agenda

• The “Missing Talent” Market

• 20 Ideas to Improve Recruiting

• Intro to Re-Recruiting

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THE

“MISSING TALENT”MARKET

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• Unemployment reality?

• Skills gap?

So many unfilled jobs

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• Training

• Compensation

But good luckgetting your clients to agree to this!

The IDEAL solution

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• 80% of job seekersdon’t think about using a staffing service.

• 75% of workers would consider a new job…

• But less than 50%of these people are actively looking.

This is the MISSING TALENT market.

So where is the talent?

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• Get their attention

• Educate them about staffing jobs / agencies

• Sell your jobs…and your services

• Make it easy to respond / connect

How to access the missing talent market

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• Your website• Blogging

• Candidate Resource Center

• Speaking• Webinars / Seminars

• YouTube channel

• Social sharing

How to educate candidates

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• Strong online presence• Your website

• Social media

• Your own talent communities

• Remarketing

• Reputation management

• Referral partners• Colleges and technical training centers

• Social, professional and government organizations

• Your alumni network

How to get more attention

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• Write better posts.

• Don’t sell a job, sell reasons to change jobs.

• Sell your company, and when possible, sell your clients.

• Cross promote throughout yourwebsite and online marketing.

How to sell your jobs

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• Mobile search. Mobile apply. Mobile updates.

• Job alerts.

• Shorter applications.

• Be more responsive to your candidates.

How to make it easy to respond

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20 Recruiting IdeasTips & Tactics

9 ideas forActive Job Seekers

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#1: Improve response to the jobs on your site.

• Repost the same jobs with different job titles.

• Include key benefits, location in job titles.

• Improve writing for job posts (better sell the job / opportunity).

• Implement the new TwitterCard feature of the job board.*

• Set up automated job board featured mailings.*

* Available with Haley Marketing's job board software. Contact us at 1.888.696.2900 to learn more.

For Active Job Seekers

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#2: Increase distribution of your posts.

• Automate sharing of your jobs using an RSS feed of your job data.

• Feed all your jobs to Twitter.

• Feed jobs for specific verticals to related Twitter accounts.

• Feed all jobs for individual recruiters to their LinkedIn status updates.

• Manually repost jobs to Facebook and LinkedIn Groups.


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#3: Get more opt-ins for job alerts.

• Add more calls to action to get people to opt-in for job alerts.

• Add CTA graphic to the Job Seeker, About and Contact pages of your website.

• Include CTA graphics at the end of your blog posts.


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#4: Post jobs to more local / industry-specific job boards and websites.

• Specific sites will vary by industry and geographic market.

• Sites may include Craigslist, local tech and professional associations, community newspapers, local chamber of commerce sites


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#5: Test pay-per-click / pay-per-candidate recruiting solutions.

• Pay-Per-Click: Indeed, Simply Hired

• Pay-Per-Candidate: Jobs2Careers, Careerco.com

• Boosting jobs: ZipRecruiter

• Google Adwords: Target people searching for specific types of jobs.

• Facebook: Boosted posts to target people in specific job functions and locations.

• LinkedIn: Sponsored updates to target people in specific jobs, industries and companies.


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#6: Direct mail to licensed professionals.

• This can be used to target healthcare, legal and financial professionals.

• Purchase a list of licensed professionals in your geographic market, and send a letter or card to create interest in job opportunities and/or working with your firm as a career partner.


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#7: Review Google Analytics.

• Evaluate your entry and exit pages.

• Review abandonment rates on your job search and job apply pages.

• See how much mobile traffic you are getting on your jobs.

• Determine strategies to optimize Job Seeker, About and Contact pagesto get more candidates to convert (i.e., apply or contact your firm).

• Determine strategies to optimize your candidate experience for mobile job seekers.


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#8: Create videos showcasing hot jobs.

• Post each video to your company channel on YouTube.

• Feature the videos on your company blog.

• Feature the videos in job alerts to your talent community.

• Share the videos on your company Facebook page,better yet, boost the videos to target specific types of job seekers.


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#9: Grass roots marketing – local efforts to raise awareness of your firm and the jobs you offer.

• Flyers / tear sheets for posting in stores and at local community centers.

• Bar coasters promoting hot job opportunities – give away to bars near manufacturing plants and distribution centers.

• Advertising in church bulletins and community newspapers.

• Mass transit and other outdoor advertising.

• Mall kiosks as mini recruiting centers.


4 ideas forPassive Job Seekers

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#10: Use social media and PPC to get in front of more (of the right) people.

• Create a compelling brand message about your staffing firm.

• Create compelling offers to take action, for example:• Check out our hot jobs

• Opt-in for job alerts

• Find out what you're worth (local pay info)

• Access the hidden job market

• Free resume review or free resume template

For Passive Job Seekers

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#11: Build a larger social following.

• Follow the followers of other staffing firms and employers on Twitter(about half of the people you follow will then follow you back).

• Aggressively ask people to follow your firm on your company website and on social sites.

• Boost posts on Facebook to focus on building likes, use affinity targeting to promote your message to the right people.

• Regularly share content on LinkedIn, ask people to follow your company.


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#12: Increase visibility for individual recruiters, and help them to build their personal brands.

• Be active in local talent communities.

• Speak at local events about career management.

• Regularly share content on social sites candidates regularly visit.


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#13: Use remarketing to stay top-of-mind with people who have visited your website.

• Google remarketing to show ads throughout Google’s ad network.

• Facebook retargeting to show adds within people’s timelines.


4 ideas toReactivate Former Candidatesand Increase Referrals

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#14: Actively engage talent already in your ATS.

• Create a compelling content.

• Create compelling offers to take action:

• Send email to every candidate asking for an update.

• Share a list of hot jobs and ask for referrals.

• Call blitz to reach out to all former candidates, ask for referrals.

• Invite candidates to opt-in for job alert emails or text updates.

To Reactivate Former Candidates

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#15: Contact people you previously placed.

• Get an update on their career status.

• Ask for referrals…or about other hiring needs at their company.

To Reactivate Former Candidates

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#16: Build a network of referral sources.

• Local trade and professional schools.

• Organizations that provide continuing education.

• Local department of labor office.

• Church groups and other organizations that help people find work.

• Retail stores that sell tools and equipment.

• Even your clients!

To Increase Referrals

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#17: Develop “brand champions.”

• Invite top employees and referral sources to be part of a referral network.

• Provide incentives to these people to refer candidates.

• Reward brand champions with cash and non-cash incentives.

• Provide low-cost or no-cost branded safety gear and other apparel.

• Encourage brand champions to share jobs and other content on social sites.

• Provide new articles and graphics to be shared multiple times per week.

To Increase Referrals

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3 ideas toImprove the

Candidate Experience

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#18: Benchmark your candidate experience against other staffing firms.

• Evaluate every touchpoint with candidates. This could include:• Job search and application process

• Screening, interview and assessment process

• Onboarding process

• Assignment notifications

• New assignment orientation

• Ongoing communication

• Determine how to make your experience better than anyone else.

Improve the candidate experience

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#19: Implement Haley Marketing’s Talent Showcase

• Develop profiles of top candidates.

• Use the Talent Showcase to skill market available candidates.

• Also use the Talent Showcase to recruit. Show people that you do more to get candidates hired!


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#20: Develop messaging that promotes the value of working with a staffing firm.

• Your firm may need a different message for each vertical market, for example:• Access to jobs.

• Top-paying temp opportunities.

• Boost your career.

• A job that fits your schedule / lifestyle.

• Take control of your career.

• A staffing firm that actually puts you first.

• Why are you settling for a job you hate?

• It's your life. Get a better job.

• Switching to a career that offers more growth potential.

• Gaining experience while getting paid.

• Getting a job right out of college, trade school, etc.


One Last Idea

Re-Recruiting

One Last Idea

Re-Recruiting

Returning visitors are

2 times as likely to apply to your jobs.

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Haley Marketing’s Re-Recruiting Service

Want to know more?

Call us at 1.888.696.2900

#lunchwithhaley

Any questions?

[email protected]

@DavidatHaley @haleymarketing

www.facebook.com/HaleyMarketing/

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Coming Next:

Sales. Marketing. Recruiting.Innovative ideas for 2016

Thursday, January 14, 2016 at 2 p.m. EST

Reserve your seat: www.lunchwithhaley.com

PRESENTED BY - Haley Marketing Group...• Reputation management • Referral partners • Colleges...

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Transcript of PRESENTED BY - Haley Marketing Group...• Reputation management • Referral partners • Colleges...