4 ways to compete for talent in a candidate-driven marketplace

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About Ideal

Ideal.com builds software to eliminate hiring mistakes.

Ideal instantly shortlists the best candidates for your company using people analytics.

Ideal empowers Talent Acquisition to make more precise, accurate and efficient hiring decisions.

About BambooHR

BambooHR is the #1 HR software for small and medium businesses.

We’re focused on setting HR free to do great work by creating software that automates operational tasks and enables strategic work.

Top tools include employee data management, HR reporting, applicant tracking system, and performance management.

About Kelsie Davis & Ji-A Min

Kelsie Davis is an HR Insights Specialist for BambooHR, the leading HR software solution for small and medium businesses. Her mission is to help HR create more strategic and impactful initiatives. She does this by researching, analyzing, and writing about all things HR—particularly topics helping HR professionals engage, attract, and maintain employees.

Ji-A Min is the Head Data Scientist at Ideal. She helped design Ideal’s intelligent shortlisting platform that identifies the best applicants for open roles using people analytics. Ji-A has a Master’s in Industrial-Organizational Psychology and has been published on Recruiter.com, SHRM, and ERE on workplace diversity and data-based hiring.

Intro: Challenges of the candidate market

1. Employer branding2. Candidate experience3. Total compensation4. Unique talent pipelines

Summary: What you can do today to compete for talent

4 Ways To Compete For Talent In A Candidate-Driven Market

2016’s Candidate Market

4 Ways To Compete For Talent

● Unemployment is down

● Turnover is up

● Finding talent is more difficult

2016’s Candidate Market


The number one obstacle to candidates in the application process is not knowing what it’s like to work at an organization.

—Why and How People Change Jobs, LinkedIn

1. Employer Branding


https://business.linkedin.com/talent-solutions/c/16/3/employer-branding-statistics

Ask a few questions:

1. What is your reputation as an employer?

2. Why would someone want to work for you?

3. How are you currently communicating employer brand?





What is your reputation as an employer?



What is your reputation as an employer?

● Survey employees○ Would you recommend us as an employer?○ How satisfied are you with your total compensation? ○ How satisfied are you with your work/life balance? ○ How satisfied are you with growth opportunities?

● Survey candidates○ Why did you decide to apply here?○ How did you hear about us? ○ How was the timeframe? ○ What did you like, and what can we improve?

Why would/wouldn’t someone want to work for you?



Categorize the positives (these might be your EVPs)

Address the negatives (if you can)

How are you currently communicating employer brand?

● Candidate Communication● Employee Communication



● 77% of job seekers would be willing to accept a 5% lower salary if the employer creates a great impression through the hiring process

—How To Rethink The Candidate Experience, CareerBuilder

2. Candidate Experience


Job candidates have a negative impression if they:

● don’t hear back after submitting an application● don’t hear back after an interview● receive an offer nowhere near their lowest

acceptable terms

—How To Rethink The Candidate Experience, CareerBuilder



Have you tried applying to your own job posting?

Go mobile● 94% of smartphone job seekers use their smartphone to browse or

research job listings -Searching for Work in the Digital Era, Pew Research Center

● 44% of job seekers search only from a mobile device but 56% of Fortune 500 companies’ application processes are not mobile friendly

-2016 Talent Attraction Study, Indeed



Simplify & shorten● minimal screening Qs ● Don’t ask candidates to enter info already on their resume● Don’t make candidates create a user account until necessary

● “Maybe [your recruitment process] includes one-touch applications that connect candidates to hiring managers without lengthy forms.”

-Mason Stubblefield, VP of Rewards, Adobe



Build real relationships

● “Despite the shift toward high-tech recruiting processes, high touch still reigns supreme in many instances.”

-Mason Stubblefield, VP of Rewards, Adobe

● “The most powerful convincing tool of all is a personalized one-on-one meeting or call with the CEO or other respected high-level executive.”

-Dr. John Sullivan, ERE



● “Talent acquisition is a marketing role, not a sales one.”

-Maren Hogan, “Future of Talent Acquisition,” Talent Tech Labs

To attract the best candidates:

1. Offer a transparent, respectful, and responsive job application: leverage software to automate / speed up processes.

2. Make it easy for job seekers to apply: mobile & simplify (e.g., the Tinder model).

3. Demonstrate that you genuinely care about the candidates’ needs and desires.

2. Candidate Experience4 Ways To Compete For Talent

Beyond a paycheck and standard benefits, what do you provide that others can’t or don’t?

● Company Culture● Work-Life Balance● Unique Benefits

3. Total Compensation


Company Culture



Eight in 10 U.S. adults who are open to a new job or who are actively seeking a job say they are at least somewhat more likely to apply to a company that has won a great workplace award.

—Gallup Panel

http://www.gallup.com/opinion/gallup/184907/workplace-awards-help-companies-land-top-talent.aspx

Work-Life Balance



For Millennial workers, work-life balance and flexibility are the biggest motivators for career track and retention. 15 percent would even trade promotions and pay increases for increased work-life balance. —University of Southern California, London Business School, and PwC

Unique Benefits

95 percent of Americans weigh job benefits and perks before deciding to either stay put or take a new position.

—State of the Workplace: Benefits and Perks, Ask.com



Social media

1. Facebook

Search: e.g., past or present female Google employees AND past or present software engineer employees

facebook.com/search/females/str/Google/pages-named/employees/str/software%20engineer/pages-named/employees/intersect/

Groups: e.g., Albert's Job Listings & Referrals ~19K members

4. Unique Talent Pipelines


Social media (4-1-1 rule)

2. Snapchat

Campus recruiting: Higher Ed Snapchat Directory; US & European schools

Tech recruiting: DevSnap; 100+ Developers

Facebook.com/WhatsYourSnapchat

Google+ Snapchat Usernames community



http://blog.openviewpartners.com/twitter-marketing-the-4-1-1-on-building-your-following/

Social media

3. Instagram

Hashtags: Search for potential candidates

Boolean search: e.g., site:instagram.com (sales OR account management OR business development) (san francisco OR Bay Area)



Networking

1. Your own recruiting events

2. Meetup.com

Search: www.meetup.com/find/



Glassdoor's 2015 Recruiting Metrics: Revealed

Talent communities & marketplaces 1. Your own talent community: recruitment marketing (e.g., email

campaigns, newsletters, events)

2. Slack: Create a new team: https://slack.com/create

3. Upwork for on-demand talent; Hired for tech; Ideal.com for sales



1. Social media: Facebook, Snapchat, Instagram 2. Networking: recruiting events, Meetup.com

3. Talent communities: internal, Slack

4. Talent marketplaces: Upwork, Hired, Ideal.com



Choose. Focus. Finish. Repeat.

● Employer Brand● Candidate Experience● Total Compensation● Unique Talent Pipelines

What You Can Do Today


Learn more about intelligent shortlisting:

[email protected]

@Ideal

Learn more about the #1 HR software for SMBs:

www.bamboohr.comConnect with BambooHR

4 ways to compete for talent in a candidate-driven marketplace

Recruiting & HR