Building an integrated recruitment strategy is a much different task today than it was three years ago: It requires an understanding of both today’s complex candidates and the numerous resources he or she utilizes to search for opportunities and evaluate prospective employers. Leveraging recent intelligence on candidate behavioral trends, this session’s leaders will discuss how the candidate search process has changed and how your company can position itself to attract and engage these new digital-savvy candidates.
Goal of the Slide:
Confirm/Identify specific key challenges for the client
Knowing that you are focused on [insert client goal here]. Obviously your [insert talent segment, i.e. engineering] talent is critical to achieving that goal.
In order to secure these people we typically see organizations facing one or more of these challenges. Which ones do you feel are impacting your organization the most?
Possible follow up questions for the client:
Why?
What have you seen as the impact of this specific challenge?
How do you work with hiring managers in communicating these challenges?
How has your strategy changed based on these challenges? (i.e. what have you tried?)
6.5 and 6.7 from Dec 2013 to today… Last time it was this low nationwide? Oct 2008 – Just when the Lehman Brother new broke… triggering the crash.
On Mobile…
Mobile Optimized vs. Mobile Friendly – what’s the difference?
Mobile Friendly: this just means that the site displays accurately between your desktop/laptop computer and a mobile device such as a phone.
Mobile Optimized: more sophisticated. This is where the site will actually reformat itself for a list of handheld devices/tablets. Larger navigation, reformatted content and different images.
More than likely – you’re getting lapped.
comScore data: 6 million people searched for jobs via mobile in January 2013 (that’s up from 2.3 million in March 2012)
Google: 31% of searches for “jobs” comes from mobile devices in November 2012, up from 17% in November 2011 and 8% in 2010.
1/3 of all of CB’s traffic each month comes from mobile devices – even worse, when they encounter a non-mobile friendly apply process, 40% will drop off.
Because consumer goods and products have changed the way we purchase and consume online, candidates have developed three new great expectations: they want things to be easy, transparent and personal to them.
ERE article.
However, as a recruiter, you wish you had all three of these: quality hire, short time to fill at a low cost per hire. But most times, recruiters are forced to pick two.
Which one do you choose?
Marketers have done a great job of integrating these disciplines/steps to acquire customers – to experience your product and services. The ground has been paved.
The opportunity lies now, especially in scarce talent populations, to apply these disciplines to acquiring talent… the folks that create and deliver your products and services every day.