The Amazing Race for the Next Candidate HRIQ HR Games Conference - PowerPoint PPT Presentation

The Amazing Race for the Next Candidate HRIQ HR Games Conference July 23, 2015 Christina Lord Kathie Cheney , SPHR, HR Manager SHRM-SCP Green Mountain Concert Services HR Consulting Solutions, LLC. clord@gmcsusa.com www.hrcsvt.com Ginny Champney , MBA, SPHR HR Consulting Solutions, LLC. beth@bethgilpin.com www.hrcsvt.com

Before You Begin The Chase! • Slow Down & Prepare • Know What You Need • Know What You Offer

Your Role as Strategic Advisor (and wrangler) Sync up with Hiring Manager Get Input • In/External Customers • Subject Matter Experts (SMEs) • Decision Makers Outline the Process http://bit.ly/1HoYoFf

Clarify What You Need AND Offer Job Description: • Role, Scope & Responsibilities • KESAs (knowledge, experience, skills, & abilities/attributes) Travel, hours, etc. • Fit Considerations Engagement Factors http://bit.ly/1HoYoFf

Questions to Explore 1. What would success look like? 2. What would constitute otherwise-qualified? What’s changed since the last hire? 3. 4. What changes are coming? 5. Is the need to maintain, evolve, or overhaul? 6. What will attract & engage the right person?

Plan for the Candidate Market Small Candidate Market Large Candidate Market Common role • Specialized/niche role • Entry level skills • Specific path/credentials • “Generic” qualifications • Trained • Trainable • Unique engagement factors • Diverse Engagement factors •

Watch for This!

Land a Prize Catch! (Hint: it’s all about the bait.) • • Title Message • – Job Description Clear – Compelling • Context – Consistent OTJ experience should ≥ pre -hire expectations http://bit.ly/1HyFcSv

The Pursuit! • Get the word out  Applicant Tracking System • Resources  Social Media  Outside Recruiters  Free Avenues • Everyone is a Recruiter

Get the Word Out: Why you should use an ATS • Reduces Hiring Time • Thin out your qualified candidates • Save Money • Greater Response • Tap the free resources

Choosing an ATS (that’s right for you!) Options… Things to think about… • Recruiterbox Cost • SmartRecruiters Integration • Hirebridge Training and Support • Jobvite Automation • Successfactors Ease of Use • Taleo

Search: Anywhere, Everywhere! ATS – Indeed, Simply Hired, JobsinVT • • Juju Community Resources • Bullhorn Reach • Newspapers/Flyers • Facebook • Schools (Career Offices) • Twitter • Front Porch Forum • LinkedIn • Craigslist •

Everyone is a Recruiter! • Promote your hiring • Make it worth it • Provide Social media links • Make it a big deal

THE MOST QUALIFIED EMPLOYEES!

A well- defined outline of what the “catch” will  look like The “Bait”  A Fully-Armed Team  The Big Guns – Software  Personalized Outreach 

 Develop Your Sourcing Strategy  Cast a Wide Net  Analyze the Data

 Experiment with Ads  Create a Strong Referral Program  Cultivate Your Candidate Pool

 90% of candidates who were treated with courtesy and a personal touch would recommend your company to others  78% of candidates said they would tell others about a bad hiring experience  32% of job candidates said they are less likely to purchase your products if they didn’t get a response from their job application!

HOW T O…. CREATE A POSITIVE CANDIDATE AND NEW HIRE EXPERIENCE

 Does your site recognize that the user is on a mobile device?  Is it easy to type your URL?  Do users need to pinch and zoom?  Can mobile users watch video?  Can candidates conduct some sort of transaction?  Can users find actual open jobs easily?

IMAGINE

DIFFERENTLY!

RE-RECRUIT YOUR CURRENT EMPLOYEES

ARE YOU READY TO WIN SOME FUN PRIZES?