The High Impact Recruiter - 4 Ways to Recruit & Retain Highly Engaged Employees

The High Impact Recruiter4 Ways to Recruit & Retain Highly Engaged Employees

TalentTakeawayswebinar & podcast series

AGENDA

Brian SharpChief Marketing Officer , HRsoft

Liz WamsteekerDirector, Client Success - HRsoft

Our Presenters

The High Impact Recruiter

AGENDAResources for Recruiters


Realistic.

Relevant.

Resources.

AGENDAThe Workforce is Changing


AGENDA2 Major Talent Management Challenges


RECRUITINGCompetition for candidatesMassive amount of dataComplex hiring process

RETENTIONLow engagement for new hiresVoluntary quits risingTurnover costs rising

AGENDAPoll Question #1

Understand the benefits.

Know there is a problem.

Spending time & money.

Nothing is changing.

What is the biggest recruiting challenge you are facing?

a. Lack of qualified candidatesb. Competition for candidatesc. New hire turnoverd. New hire engagemente. Recruiting resources


AGENDARethinking Recruiting


A shift from being streamlined to strategic.

AGENDAThe High Impact Recruiter


1. Employer Branding

2. Integrating Engagement

3. Leveraging Technology

4. Engagement Culture

4 Ways to Recruit & Retain Highly Engaged Employees

AGENDA


Employer Branding

AGENDAMarketing Your Brand to Candidates


High Impact Recruiters are

Marketers.

AGENDAThe Impact of Branding


1 in 3 applications submitted by college grads are motivated by employer branding.

Source: TalentPuzzle

AGENDAEvaluate Your Employer Brand


It’s more than a logo!Your employer brand is an extension of your company brand/vision/mission

Evaluate your current employer branding GoogleCareer SiteDocumentation

Do your own market research CandidatesEmployeesExecutivesMarketing Department

AGENDABuild Your Employer Messaging


Think Long Term. Think Strategic.Build messaging around long term goals vs. short term needs.

Key Questions Your Messaging Should AnswerWhat makes your company special?What does your company stand for?Why would someone want to work there?

Key Attributes of Effective MessagingBe AuthenticBe in Alignment with the companyBe Consistent (online/offline)

AGENDABuild Your Career Site


The Tool that Ties Employer Branding Together

DesignConsistent with company websiteAccurately reflect image/quality of company

NavigationEasy, intuitive user experienceResponsive (mobile) designClear call to action

ContentEngaging copy & imagesJob descriptions & titles

AGENDAEmployer Branding Example


“Employment branding is all about explaining not what your company does – but WHY it does it.

Once you establish your brand, your recruitment marketing is no longer about doing a better job of attracting more candidates…

it's about making your organization the place to work for people who can connect with why you do what you do.”

Roger Stevens, Manager, Staffing Solutions

AGENDAHigh Impact Recruiter RECAP


EVALUATE Complete an evaluation of your employer brand

MESSAGING Update your employer messaging using the 3 key questions

CAREER SITE Create a fresh, engaging site that reflects the quality of the

company you represent & the candidates you want. Keep your job titles & descriptions simple

AGENDA


Integrating Engagement

AGENDAIntegrating Engagement


Engagement is about the

experience.

AGENDAPoll Question #2

Understand the benefits.

Know there is a problem.

Spending time & money.

Nothing is changing.

What percentage of American workers quit in the first 6 months?

a. 5%b. 10%c. 25%d. 35%e. 50%


AGENDAImportance of Engagement


35% of American workers quit in the first 6 months.

Leigh Branham: The Seven Hidden Reasons Employees Leave

AGENDAIntegrating Engagement: Application Process


Evaluate Your ProcessPut yourself through the candidate experience

Engage their Eyeballs!Keep it easy & keep them on the page

Ask the Right Questions. Get the information you need to get to the next step

AGENDAIntegrating Engagement: Hiring Process


Map Your Communication ProcessQualified CandidatesNon-Qualified CandidatesTalent Community

New Hire TransitionMap out a transparent transition process between departments

AGENDAIntegrating Engagement: Post Hire Process


TrainingUtilize training & development plans to engage them

SocializationStructured social integration into the workforce for new hires

Stay InterviewsUse Stay Interviews after 60-90 daysCreate a Stay Plan

AGENDA


APPLICATION PROCESS Evaluate the candidate process Minimize questions to focus on key info needed

HIRING PROCESS Create a communication plan Create a transition process

POST HIRE PROCESS Setup a new hire socialization program Implement Stay Interviews

High Impact Recruiter RECAP

AGENDA


Leveraging Technology

AGENDALeveraging Technology


Turn your technology into a strategic tool.

AGENDAOptimization Not Just Automation


Smarter, Faster WorkflowsAutomate administrative tasksAlign the right people with the right processesLeverage 3rd party integrations to outsource specialized tasks

(assessments, pre-screening, etc)

Focus on Your Qualified CandidatesCreate a candidate scoring system

Real-Time VisibilityJob requisitionsHiring process & statusWorkforce planning

AGENDALeverage Your Recruiting Reach


Social MediaCONNECT with your candidates where they areMonitor your online reputation/influenceWatch your ratio of job vs. content postings Drive traffic to your career site with targeted campaigns

Build Social ProofSolicit online reviews & video/written testimonials from your top talentMonitor and promote applicable review sitesCreate profiles on your career site

AGENDA


OPTIMIZATION & AUTOMATION Identify administrative tasks you can automate Leverage 3rd party integrations where you can

RECRUITING REACH Create a social media strategy (content & promotion) Start your own talent community Solicit employee reviews & testimonials for online review sites

and your career site


AGENDA


Creating an Engagement Culture

AGENDAEngagement Culture


“Build your community before you need it.”

AGENDAEngagement Culture


CANDIDATE RELATIONSHIPSTreat your candidates like customers

EMPLOYEE RELATIONSHIPSRe-Recruit your best talentshare potential career paths & identify opportunities

EMPLOYEE REFERRALSOne of best sources of new hires (should represent 30% of new hires)

AGENDA


CANDIDATES Build a “nurture program” for current and future candidates

EMPLOYEE RELATIONSHIPS Build & promote an internal recruiting program

EMPLOYEE REFERRALS Create an incentive for employees to refer top talent


AGENDAThe High Impact Recruiter


1. Employer Branding

2. Integrating Engagement

3. Leveraging Technology

4. Engagement Culture

4 Ways to Recruit & Retain Highly Engaged Employees

RECRUITview™High Impact Recruitment System™

HRsoft.com


RECRUITview™High Impact Recruitment System™


Strategy Session

HRsoft.com

answer questions

share resources

offer solutions


The High Impact Recruiter4 Ways to Recruit & Retain Highly Engaged Employees

TalentTakeawayswebinar & podcast series

AGENDAPresented By

Brian SharpChief Marketing Officer

[email protected]

/in/bsharponline

@bsharponline | @hrsoft_inc


AGENDAPresented By

Liz WamsteekerDirector, Client Success

Liz. [email protected]

Liz Wamsteeker profile

@hrsoft_inc


http://ca.linkedin.com/pub/liz-wamsteeker/1/1b9/64b/en

The High Impact Recruiter - 4 Ways to Recruit & Retain Highly Engaged Employees

Recruiting & HR

Transcript of The High Impact Recruiter - 4 Ways to Recruit & Retain Highly Engaged Employees