Jennifer Seith & Leigh-Margaret Stull tell us how recruiting has evolved because of friction and the top 3 reasons friction is hurting your hiring goals.

1. 7/25/17 © 2017
CareerBuilder
Jennifer Seith & Leigh-Margaret Stull
Recruiting in 2017:
The Transformation has Begun
Don’t Get Left Behind

2. 2
Agenda
• How recruiting has evolved because of friction
• The top 3 reasons friction is hurting your hiring goals
• What you can do to make sure you’re not left behind

3. About Leigh-Margaret Stull
3
As CareerBuilder’s VP of Product Development, Leigh-
Margaret Stull oversees the strategy and roadmap of
CareerBuilder’s job advertising products including
CareerBuilder.com website, global email and mobile app
experiences, as well as CareerBuilder niche job board sites.
In this role, Stull has led the successful transformation and
redesign of the consumer facing experiences, with a passion
for user-centered design.
Prior to CareerBuilder, Stull held variety of marketing,
product and change management positions at Grainger,
Teletech, and General Motors. She currently serves on
boards for various non-profits and digital start ups.
Leigh-Margaret Stull
CareerBuilder

4. About Jennifer Seith
4
As VP for Recruitment Technology Product Development,
Jennifer oversees the strategy and roadmap of
CareerBuilder’s Talent Network product. With over 18
years of experience in the recruitment technology industry,
she is particularly focused on bridging the gap between
recruitment processes and candidate acquisition.
She holds a MBA from Brown University and a MBA in
Global Entrepreneurship from IE Business School in Madrid.
Jennifer Seith
CareerBuilder

5. Friction, a definition
© 2017 CareerBuilder5
Basically…it’s hard work.

6. Innovation centered around reducing friction
6
Grocery Shopping Ground TransportationMusic Shopping

7. Amazon changed the game
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“We see our customers as invited guests to a
party, and we are the hosts. It’s our job every
day to make every important aspect of the
customer experience a little bit better.”
Within the Talent Acquisition
space, do we treat candidates like
“invited guest to a party?”

8. What your candidates are saying
8
Grocery Shopping Ground TransportationMusic Shopping
“I want to find jobs located near my house. I need
to know where the jobs are actually located and
not just the city.”
“I filter out any jobs that don’t have salary data”
“Some of these application processes are insane!
I’m looking for jobs on my lunch break and from
my phone. I don’t apply to any jobs that make me
log in to another system.”
What do these statements have in common?

9. Process Friction = Lost Opportunity
9
Grocery Shopping Ground
Transportation
Music Shopping
Drop Off Speed to
Connect
Exposure
Primary Recruiting Areas Impacted by Friction

10. 9/7/2017 © 2017 CareerBuilder
#CBEmpower
Drop Off

11. Candidate Perspective
The journey to a new job is an emotional roller coaster.
© 2017 CareerBuilder11
Anticipation and Inquiry
“I need something close to my house
that pays better than my current job”
Search and Evaluate
“I am not really sure how to
use my degree to get a job”
Action
“I hope they can look past my
resume and see my potential”
Conversation
“Why is it so difficult to
get through to a person”
Hiring, Orientation and
Maintenance
“I got my first job! It isn’t
perfect, but a great next step”
I’m ready for a
different job.
I’ve got a good
pipeline
I’m hired!
So much
paperwork!
I’m getting
into the
groove here.
I’m tired of this
job. My
supervisor is
horrible and the
pay is lousy.
Where do
I begin?
I’ve found a
few
companies
in my area
that decent.
These jobs say
entry-level, but then
require 2-3 years
experience.
Should I
relocate?
Registration, especially
password requirements,
is painful.
Wow, this application is
long
I’m getting
Applicant Viewed
notifications!
I’m getting
interviews!
My dream job
rejected me.
I don’t have a
resume
I am lacking experience
for the jobs I really want
Emotional
Experience
Key

12. 12
The Action Phase – TODAY
 Searches for
jobs on multiple
sites
 Clicks apply but
get sent to an
ATS
 Finds job again
in ATS job list
page
 Reviews job
details again
 Answers
screeners
 Completes
application
 Creates ATS
login with
password and
password
reminders

13. If your recruiting process is slow or painful, you’re losing out.
13

14. The data on drop off
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15. 15
The FRICTIONLESS candidate experience
 Mobile
Friendly
 Simple  Fast
NO HURDLES

16. Objection and Answer
16
“My recruiters don’t have TIME to screen all those candidates.”
“We have to be COMPLIANT with …. (insert regulation here)”
“If they don’t want to complete our long application process
then we don’t want them!”
Reconsider what information you HAVE
to HAVE to consider an applicant.
Screen candidates after they have applied
with automated engagement emails.

17. 9/7/2017 © 2017 CareerBuilder
#CBEmpower
Speed to Connect

18. 18
24
The number of jobs a candidate applies
to in one session.

19. 19
12
The number of times a candidate is
contacted within the first 24 hours of
loading a public resume.

20. 20
100+
The number of emails a candidate can
receive within the first week of loading
a public resume.

21. Objection and Answer
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“My recruiters don’t have time to reach out to candidates
immediately.”
“We have too many candidates to sort through.”
Evaluate your technology options –
consider ways to ensure applicants
are engaged with immediately.

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#CBEmpower
Exposure

23. If you have poor recruiting processes, your jobs may now not
even be SEEN by candidates
23
As algorithms evolve for search and recs, candidates preferences will
increasingly impact ranking.
RecommendationsSearch

24. 24
Google for Jobs is accelerating transparency in the TA space
COMING SOON!!!

25. 25
Any other awesome news?
Yes! There’s More!

26. SEO has massively changed (along with REO)
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Old School SEO Strategy Modern SEO Strategy
Stuff as many keywords as you can. Clean structured fields which can easily
be searched and filtered by.

27. 27
Job Posting SEO is now centered on what candidates want to see
0%
10%
20%
30%
40%
50%
60%
70%
80%

28. 28
Homepage (HP):
14% Entrances
5% Views
Search Page (JRP):
15% Entrances
23% Views
Job Details Page (JDP):
53% Entrances
28% Views
Does it really matter?| CareerBuilder Facts

29. 29
Homepage:
20% Entrances
Only 1.3% of candidates watch videos
Job Results Page (JRP):
10% Entrances
86% of candidates search by location
7% of those candidates then filter
Job Details Page (JDP):
40% Entrances
Does it really matter?| Talent Network/Career Site Facts

30. 30
Google for Jobs effect
GFJ Launch
Job Posting Page
Entrances Spike

31. And don’t forget…post apply engagement
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32. Objection and Answer
© 2017 CareerBuilder32
“This is going to require massive process changes.”
Innovation and disruption is not pain free. This
industry is transforming and it will require
change for all of us.
“I can’t share this data! Our current employees will quit.”
“Our systems aren’t set up this way”

33. But there’s hope!
33
You have an opportunity to gain the advantage & we’re here to help.

34. Questions to Take Back
34
1
Are our job postings
optimized for modern SEO?
2
From a candidate
perspective, what friction in
our process?
3
Are we engaging with
candidates fast enough with
relevant content?

35. 35 © 2017 CareerBuilder
Don’t forget
to rate this
session!

36. 9/7/2017 © 2017 CareerBuilder
Thank you
How did we do? You can tell us
now by visiting the app to provide
your review.
 Jennifer.Seith@careerbuilder.com ➢ 678.254.4528
 LeighMargaret.Stull@careerbuilder.com ➢ 502.693.6625