8 Steps for Engaging Candidates Online Without Investing Big Bucks
•
5 likes•2,343 views
The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
Report
Share
More Related Content
What's hot
What's hot (20)
Similar to 8 Steps for Engaging Candidates Online Without Investing Big Bucks
Similar to 8 Steps for Engaging Candidates Online Without Investing Big Bucks (20)
More from LinkedIn Talent Solutions
More from LinkedIn Talent Solutions (20)
Recently uploaded
Recently uploaded (20)
8 Steps for Engaging Candidates Online Without Investing Big Bucks
- 1. March 2019 8 Steps for Engaging Candidates Online Without Investing Big Bucks
- 2. Everyone is muted so no one can hear you Submit questions; Q&A session to follow Please share feedback in survey after session We’ll share a recording of the webinar via email Before we get started
- 3. Background Ed Nathanson is the founder of Red Pill Talent, supporting companies' growth through consulting, talent team training, and employer brand amplification. With over 23 years of experience, Ed is an industry leader, managing and consulting in talent acquisition, HR and employer brand strategy at large and small global companies including Kronos, Emptoris (IBM), Cisco, Bluebird Bio and Rapid7. Meet your speaker Ed Nathanson Founder, Red Pill Talent Areas of expertise ● Employer branding ● Strategic recruitment and planning ● Creative content strategies ● Knowledge of Star Wars trivia and an unhealthy obsession with The Karate Kid
- 4. 1. Online brands: what they are and why they matter 2. What’s at risk if a company doesn’t have one 3. 8 steps for engaging candidates online without investing big bucks 4. Q&A 5. Bonus resource Today’s topics
- 5. 75% A strong brand attracts strong candidates: of candidates consider an employer’s brand before applying for a job It’s the experience an employer communicates to potential candidates of what it’s like to work at their company. What’s an online brand? Source: LinkedIn, “The Ultimate List of Employer Branding Statistics.”
- 6. It’s not about size, it’s about effort.
- 7. 72% 55% 64% Disappointed candidates talk to other candidates: 72% of applicants who have a bad application experience share those feelings with a friend or colleague. Potential candidates listen to other candidates: 55% of job seekers who read a negative review don’t apply for a position at that company. Disappointed candidates stop buying your products: 64% of job seekers are less likely to buy from a company that delivers poor candidate experiences. The impact of a poor online brand Source: CareerArc, “3 Employer Branding Strategy Must-Haves for 2017 & Beyond.”
- 8. 8 steps for engaging candidates without investing big bucks
- 9. ● Hires ● Inbound ● Inbound vs. quality ● Referrals (hired vs. inbound) ● Outbound recruiter response rate % ● Time to fill ● Agency reliance ● Social followers ● Engagement rate ● Reviews and scores on review sites ● Careers site traffic ● Conversion rate Making everything measurable is square one for developing an online brand. Establish brand success metrics Step 1
- 10. Connect the dots Find out who your top- performing employees are Interview those employees Talk to team leads and use performance data to determine who your top employees are. Find out more about what sets them apart from the pack. Go through your interview learnings to craft your personas. Make them as detailed and realistic as possible. Step 2 Know your target audience
- 11. Know your target audience ● Why did you join our company? ● When you describe working at our company, what do you say? ● What social channels are you on? How frequently do you use those channels? ● What’s important to you in a potential employer? ● Why did you want to leave your last job? ● What were your apprehensions before joining our company? ● What’s the difference between our company vs. others you’ve worked for? Questions to ask your top performers Step 2 (continued)
- 12. ● Know your company story – articulate why you do what do you ● A social online brand that feels conversational, not robotic ● Channels ● Frequency ● Content format Step 3 Develop a content plan
- 13. More than 2 million pieces of content are shared every day on LinkedIn, generating tens of millions of likes and shares The power of the feed 2M 5x 60% Weekly engaged members are 5x more likely to engage with future content 60% YoY increase in updates viewed on LinkedIn’s home feed Step 3 Develop a content plan (continued)
- 14. ● Turn employees into content marketers ● Understand why current employees like working at your company ● Encourage liking and sharing on company content ● Encourage employees to refer their networks YOUR COMPANY Step 4 Draft an army of brand ambassadors
- 15. 71% In the 2018 Edelman Trust Barometer, 71% of respondents said that employees were more believable than CEOs Encourage sharing through contests (continued) ● Hold a contest for, say, the top social share of the quarter that is based on one of your company’s values ● Have your CEO announce the winner at a company- wide meeting ● Highlight top social sharers on the monitors in your lobby or common areas (continued) Step 4 Draft an army of brand ambassadors
- 16. Identify and sell your culture ● What makes working for you unique? ● Share what your employees love about working at your company ● Storytelling: people remember stories and forget stats Be consistent ● Showcase your culture in your hiring process ● Don’t just tell a culture story – live the story ● Align your internal culture and external brand Step 5 Think more expansively about PR
- 17. Pitch your culture, not just your products Engage in speaking opportunities at industry events ● Speaking opportunities are free PR ● Make culture part of the conversation, no matter what the topic is Position your company as a place where culture is crucial ● Culture is an increasingly hot topic ● Focusing on culture is a differentiator Celebrate your culture ● Enter contests like LinkedIn Top Companies ● You can’t win if you don’t play Step 5 Think more expansively about PR (continued)
- 18. ● Showcase what your company stands for, not just what you do ● Make it easy for candidates to apply ● Show, don’t tell ● Be authentic ● Optimize your website and careers page for SEO ● Optimize your careers page for mobile Step 6 Optimize your careers page
- 19. Perks ● 401(k) ● Health insurance ● Vacation time Things to include on your careers page Add jobs alert feature ● Have candidates subscribe to future job openings ● This is helpful if you’re not currently hiring for their role but could be in the future Add details about your hiring process ● Making it clear up front what your hiring process is like can save headaches later Step 6 Optimize your careers page (continued)
- 20. Get familiar with free and low-cost tools Canva A graphic design app that allows you to create banners, infographics, social updates, and more. iMovie An easy way to make videos that can be used for everything from job postings to new-hire welcome messages (more on that in a minute). Imgflip A meme and GIF generator to energize blog and social media posts. GifJif An incredible resource you can use to add faces to 4,500 existing GIFs. Desygner A design tool for the non- designer (social posts, flyers, ads, and more). Step 7
- 21. ● Video directions to office ● Gifts: flowers, swag, etc. ● Thank-you notes to candidates ● JibJabs ● Personalized and empathetic “no, thank you” notes ● GIF welcomes ● Welcome video to new hires Step 8 Elevate your candidate experience
- 22. Establish brand success metrics 1 Know your target audience 2 Develop a content plan 3 Draft an army of brand ambassadors 4 Pitch your culture, not just your products5 Optimize your careers page6 Get familiar with free and low-cost tools 7 Elevate your candidate experience8 Recap
- 23. Q&A
- 24. Birchtree Global is pleased to partner with LinkedIn to support the educational achievement of global human resources professionals. Dr. Janet L. Walsh CEO and President, Birchtree Global, LLC Globalizing strategy, business, and employees since 1999. www.birchtreeglobal.com
- 25. Thank you! Questions? Get in touch with a LinkedIn Talent Solutions specialist who can help you find, engage, and hire top talent. US 1-855-655-5653 https://lnkd.in/getintouch Ed Nathanson Founder, Red Pill Talent ed.nathanson@redpilltalent.com
- 26. Bonus resource
- 27. Ed Nathanson’s 8 steps to building an online brand Now it’s your turn! Use this printer-friendly checklist with 8 steps for building your online brand.