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5 Keys to Successful Active Candidate Recruitment
Join the conversation on Twitter: #BRwebinar
Presenters
Jen PicardMarketing Director, Bright
@JenAtBrighthttp://www.linkedin.com/in/jenpicard
Jason WebsterCo-Founder, Ongig@WorldWideJWeb
www.linkedin.com/in/jasonwebster99
Most Candidates are at Least Semi-Active
2011
2012
0% 20% 40% 60% 80% 100% 120%
Employed, but openActive Job SeekersEmployed, not open
Active Candidates
Tip 1: Write a Killer Job Description
Reasons that Candidates are Considering a New Job
Not confident in employers future
Change careers and/or professions
Career/advancement
Need a change
Salary
0% 10% 20% 30% 40% 50% 60%
Top reason active job seekers
(42%)
Authenticity Is A Difference-Maker
The Use Of Visuals Is On The Rise
Tip 2: Advertise Your Opening Everywhere
Casting Lines All Over The Internet
Don’t Sleep On The Value Of SEO
Tip 3: Create a World-Class Employment Brand
Employer Brand is Top of Mind for Recruiting Professionals
Employer Brand is Top of Mind for Recruiting Professionals
The Role Of Candidates & Employees In Branding
• The experience a candidate has determines your brand’s perception…for them, as well as their friends
• The stories communicated by your employees are far more powerful than any “commercial” you create
• Provide these two audiences with a venue to be in the conversation
• Advanced concepts can include hashtag campaigns that allow people across the organization to share pictures and video
• Listen and respond!
People Determine Your Brand
Tip 4: Source Candidates through Multiple Channels
All Roads Should Lead Back To You
Engage Candidates On Your Turf• Utilize multiple channels to drive candidates to your environment
• Create content that is worth sharing
• Think differently about how to advertise jobs (i.e. LinkedIn Ads, Google AdWords, Promoted Tweets)
• You must have a great landing page and community management strategy to capitalize on a social advertising strategy
• Capture interest from candidates that don’t see the right job for them right away (i.e. Talent Networks)
Give Candidates Options
Tip 5: Be Personable and Communicate Often
Candidate Experience Matters
Didn't think the recruiter was professional
Have a lower opinion of the employer after being contacted for an interview
Didn't believe the recruiter was knowledgeable
Have experienced a recruiter who wan't enthusiastic about the company as an employer of choice
Were less likely to buy products froma company who didn't respond to job application
Had a worse opinion of the company after applying and receiving no response
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
The Personality Of Your Team Can Be Persuasive
Don’t Do Social, Be Social!• Pick a set of social channels you can be sure to handle
• Make sure you are listening to those channels, and can respond quickly
• Create a “buzz team” to help with consistency, and authenticity in communication
• A trail of breadcrumbs makes it easy for active candidates to find current, authentic content about your company as they search
Sign up for your Free Trials
Bright Recruiter: bright.com/register/employer
Ongig: ongig.com/create-job
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