fact or fiction: is your talent attraction strategy from...

here’s what you should know about what really motivates today’s candidates

fact or fiction: is your talent attraction strategy from the land of make believe?

Jason Roberts

global head of technology and analytics

jason.roberts@randstadsourceright.com

complete lifecycle strategy: beyond hunting.

attract hire

find cultivate

how much we know about the candidate

job s

eekin

g s

tatu

s

seeking

very passive/ not interested

know nothing know everything

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new poll: percentage of candidates attracted vs. hunted.

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

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applicants

potential applicants attract – 90% find – 10%

visitors to your career site

visitors to your social media

your employees’ connections

your customers

your competition’s talent

people actively looking for similar roles

obvious match keyword search

next level one level below

implicit finding implied details

conceptual searching variants

indirect networking & referrals

how do we capture more applicants on

the attract side?

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1 hire 5 submits 30 applicants

75 career site 60 indeed 60 other job boards 15 direct source/RDG

8 SEO/SEM

4 referrals 3 other

225 candidates / clicks / views

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that’s great, but we want more passive candidates.

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35% of candidates who have

a negative candidate

experience will share

their story online.

They assume that if the company didn’t bother to let them know they weren’t selected, then they must not qualify to work there at all.

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source: 2018 Talent Board North American Candidate Experience (CandE) Benchmark Research Report

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Talent Trends research.

8

800 C-suite and human capital leaders

key industries automotive & manufacturing

banking & financial services

consumers goods

life sciences & healthcare

IT & technology

● Australia ● Belgium

● Brazil ● Canada ● China ● France ● Germany ● Japan ● India

survey samples include leaders at international and regional organizations in:

● Italy ● Mexico

● The Netherlands

● Poland ● Singapore ● Sweden ● the U.K. ● the U.S.

1,700 working professionals

Survey samples include leaders and

professionals at international and regional

organizations across 17 countries:

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• Australia • Belgium

• Brazil • Canada • China • France • Germany • Japan • India

• Italy • Mexico

• Netherlands • Poland • Singapore • Sweden • U.K. • U.S.

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poll: which one of these channels do you rely on most when advertising to candidates?

• Company website

• LinkedIn

• Facebook

• Twitter

• Monster

• Indeed

• ZipRecruiter

• Other Job Boards

• Glassdoor

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which channels do workers and employers prioritize in their search/brand-building efforts?

what recruiters say:

LinkedIn corporate site Indeed channel ranked as most important for

communicating their employer brand

what workers use:

corporate site LinkedIn job boards channel candidates value most when

researching an employer’s brand

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how important are Facebook and Twitter to recruitment? workers and recruiters express differing views*.

*2018 Talent Board North American Candidate Experience (CandE) Benchmark Research Report

what recruiters say:

~58% prioritize these two channels in their

recruitment strategies

what workers use:

<20% use these channels when conducting a job search

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poll: will AI have a positive impact on talent acquisition?

• Yes

• No

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while most believe AI offers opportunities, employers and workers differ on the degree of impact.

what recruiters say:

81% say AI will create opportunities for

their organization

what workers perceive:

55% believe AI will personally benefit them

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poll: how important is your company’s brand to your success?

• super duper important

• important

• meh

• not important

• who needs branding?

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both talent and companies view employer brand as important to attraction and search.

what recruiters say:

96% believe their employer brand has

either major or minor benefits to their

recruitment strategies

what workers perceive:

75% say a company’s employer brand is

either critical or very important in their

selection of a job

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what are the most important qualities of an employer? workers and recruiters diverge on priorities.

what recruiters say:

compensation info diverse culture strong values the order of importance they believe

are most valued by workers

what workers value:

compensation info financial health work-life balance what workers value the most when

searching for an employer

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attract engage convert

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what is a good idea without the expertise to execute?

But it is your resourcefulness,

and skill, that will determine

our success.

Your technical expertise will get the job started.

Your passion will see it

through.

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the 4 “knows.”

know your competition know your market

know your strategy know your candidate

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workshop.

You have been hired by ‘mice r us’ to help them attract and

retain more candidates throughout their recruitment process.

They have identified three areas they would like you to help

them improve:

Attraction

Engagement

Conversion

They would like to start with

their highest-volume position:

mice ‘r’ us

mouse control

technicians

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attract

You have been asked to write a fun, interesting and engaging job posting to attract more candidates into the process.

engage

You have been asked to write and choreograph a scene for a video to demonstrate the culture at ‘Mice R Us’ to engage candidates.

convert

Management has asked the Mouse Control Technicians to write reviews on Glassdoor to help convert more candidates into employees.

Remember to make it rhyme! remember to make it rhyme!

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team 1

team 2

team 3

attract

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team 1

team 2

team 3

engage

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