Weitere ähnliche Inhalte Ähnlich wie The Key Recruitment Metric You're Not Tracking: Source of Influence (20) Kürzlich hochgeladen (10) The Key Recruitment Metric You're Not Tracking: Source of Influence2. © Glassdoor, Inc. 2016
Featured Speakers!
Elyse Mayer!
Content Manager at SmashFly Technologies!
@ElyseSchmidt!
Kirsten Davidson!
Head of Employer Brand at Glassdoor!
@GDforEmployers!
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agenda!
what is source of influence !
why it matters to your organization!
how to track and use it to inform your recruiting strategy!
Q&A!
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Source of Hire vs. Source of influence !
• Source of Hire: the last source a candidate used before
applying!
• Source of Influence: all the sources a candidate
interacts with from from attraction to application!
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Content marketing !
(including blogs)!
Employee stories!
Employer brand videos!
Newsletter!
Press outreach!
Social media !
outreach !
SEO and PPC !
Retargeting!
Email lead nurturing!
Job boards!
Profile pages on !
employment sites!
Career sites!
Talent networks!
Referrals!
Reviews!
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agenda!
what is source of influence!
why it matters to your organization!
how to track and use it to inform your recruiting strategy!
Q&A!
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Recruitment marketing and source of influence go hand-in-hand.!
• Proactively nurture candidates across multiple channels!
• Attract and influence candidates to apply !
• Figure out the channels that work best!
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The candidate journey starts long before they apply.!
• Touchpoints influence candidates in different ways, and to take different actions!
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Certain channels are meant to influence and nurture, not convert.!
• Tells you what attracted candidates to apply, so you can better allocate !
budget and resources!
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Source of influence tracking reveals candidate !
motivations and behaviors.!
• Eliminate guesswork and prove what works!
• Back up your case for investing in tools and resources!
• Get insight into specific candidate journeys!
• Create targeted candidate personas to drive overall strategy and future campaigns!
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Source of influence data!
brightens the black hole of what happens!
before a candidate clicks apply.!
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agenda!
what is source of influence!
why it matters to your organization!
how to track and use it to inform your recruiting strategy!
Q&A!
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vs.
Rely on candidate !
self-selection!
Use source codes!
Use Recruitment
Marketing Platforms!
Complete integration
with ATS!
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How many visitors come to your career site, from which social networks
or job boards, on a mobile device or desktop, and what content they
engage with before applying?!
How your latest college recruiting campaign performed in terms of
email opens and click-throughs, how many of them joined your talent
network, and how many converted into applicants from your pipelines?!
How many sources a candidate interacts with before they apply?!
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Determine:
• What was their first point of attraction? !
• How many sources of influence did they touch before they applied? !
• How long did it take them to eventually apply? !
• Were they part of your talent network? !
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Determine:
• How many qualified candidates are coming in through !
which source? !
• How do engineering candidates differ in their touchpoints !
than finance candidates?!
• How did specific email messaging drive conversion? !
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Utilizing your Recruitment Marketing Platform:
• Filter and sort leads in your pipeline based on specific activity!
• Target certain leads to source when certain reqs open!
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More engagement with
potential applicants by
changing social strategy !
to military recruiting and
allocating more posts
to a different audience.!
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“ When candidates come in the door, they already know about our organization’s culture
and values. We hire people who are more concerned with being a part of a company that
is growing and providing a career opportunity than those just interested in landing their
next ‘job’ or getting their next paycheck. Glassdoor gives them a transparent look at
what we’re doing at WilsonHCG, which is to build around our people.!
John Wilson, CEO!
Glassdoor Case Study
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Key Takeaways!
• Sources of influence are your recruitment marketing
channels. !
• To improve the candidate journey, you have to
understand and track it first. !
• Source of hire is only one data point; source of influence
is the full picture. !
• Source of influence metrics will help you identify what’s
working and what’s not across channels and
campaigns. !