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

HR Manager Green Mountain Concert Services clord@gmcsusa.com

Kathie Cheney, SPHR,

SHRM-SCP HR Consulting Solutions, LLC. www.hrcsvt.com beth@bethgilpin.com

Ginny Champney, MBA,

SPHR HR Consulting Solutions, LLC. 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)

http://bit.ly/1HoYoFf

Sync up with Hiring Manager Get Input

• In/External Customers
• Subject Matter Experts (SMEs)
• Decision Makers

Outline the Process

Clarify What You Need AND Offer

http://bit.ly/1HoYoFf

Job Description:

• Role, Scope & Responsibilities
• KESAs (knowledge, experience, skills, & abilities/attributes)
• Travel, hours, etc.

Fit Considerations Engagement Factors

Questions to Explore

1. What would success look like? 2. What would constitute otherwise-qualified? 3. What’s changed since the last hire? 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

• Specialized/niche role
• Specific path/credentials
• Trained
• Unique engagement factors

Large Candidate Market

• Common role
• Entry level skills
• “Generic” qualifications
• Trainable
• Diverse Engagement factors

Watch for This!

Land a Prize Catch!

(Hint: it’s all about the bait.)

• Title
• Job Description
• Context
• Message

– Clear – Compelling – Consistent

http://bit.ly/1HyFcSv

OTJ experience should ≥ pre-hire expectations

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!)

Things to think about…

Cost Integration Training and Support Automation Ease of Use

Options…

• Recruiterbox
• SmartRecruiters
• Hirebridge
• Jobvite
• Successfactors
• Taleo

Search: Anywhere, Everywhere!

• ATS – Indeed, Simply Hired,

Juju

• Bullhorn Reach
• Facebook
• Twitter
• LinkedIn
• JobsinVT
• Community Resources
• Newspapers/Flyers
• Schools (Career Offices)
• Front Porch Forum
• 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 TO…. CREATE A POSITIVE CANDIDATE AND NEW HIRE EXPERIENCE

• Does your site recognize that the user is
• n 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?