social recruiting trends for 2016

SOCIALRECRUITINGTRENDS FOR2016

With Stacy Zapar, Founder, Tenfold

The world’s talent at your fingertips #SOCIALRECRUITING2016

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SO, ARE YOU READY FOR WHAT’S NEXT?

The recruiting world is super competitive, and it’s changing fast. If you aren’t always striving to be better and faster, you’ll quickly get left behind.


OR ARE YOU STUCK IN THE PAST?


CROWDSOURCING & KNOWLEDGE SHARING

SOURCING TALENT ATTRACTION

ONLINEREPUTATION

THE FOUR RECRUITING TRENDS WE’RE GOING TO DISCUSS:

1 2 3 4

SOURCING


1THE TRICK ISN’T FINDING CANDIDATES ANYMORE. IT’S ABOUT GETTING THEM TO RESPOND.

Only 6% of recruiters get higher than a 50% response rate. Howdo we do better as an industry?Source: Dice’s 2015 Social Recruiting Survey


ENGAGEMENT I RECENTLY WENT BACK IN THE TRENCHES AND DID NOTHING BUT SOURCE MOBILE DEVELOPERS. AND MY ENGAGEMENT RATE WAS 85%.What did I doto drive that high response rate?


OUTREACH

SOMETIMES IT’S NOT THE MESSAGE...IT’S WHERE YOU REACH OUT.

If you reach out in a spammy neighborhood, you’re going to look spammy no matter what. My favorite? Email. 85% of tech prefer this channel.Source: Dice Candidate Survey, November 2015


DO YOUR HOMEWORK

JUST MENTIONING “RUBY” ISN’T GOOD ENOUGH.Do as much research needed to make it clear that your message isn't generic. Candidates need to read it and say, "Wow, this was intended specifically for me. I have an ownness to respond."


PERSONALIZE YOUR MESSAGE

DO NOT WRITE “HI THERE.” USE THEIR NAME. SPELL IT RIGHT.And use it often in your message. Embed it in the beginning, middle and end.


CUSTOMIZE YOUR MESSAGE

WHY DID YOU REACH OUT TO THEM? TELL THEM!Reference specific experiences and achievements from their background. Make it very clear why they are a special snowflake — why they made the cut.


UNCOMMON COMMONALITIES

WHAT DO YOU SHAREIN COMMON? USETHAT TIDBIT AS AN ICEBREAKER TO MAKE THEM SEE YOU AS A PERSON AND NOT JUST ANOTHER RECRUITER.

You went to Virginia Tech? So did my husband. Go Hokies!

I'm totally into kayaking too...

You're from Baltimore? Me too! No way. How'd you end up in California?


SOCIAL AGGREGATORS

USE TOOLS LIKE DICE’S OPEN WEB TO GET INSTANT ACCESS TO A CANDIDATE’S ENTIRE SOCIAL FOOTPRINT.

Open Web makes personalizing your approach super easy. Three minutes of time investment. Major results. Check out Open Web today at dice.com/openweb


DON’T MAKE YOUR OUTREACH ABOUT YOU AND YOUR REQ. SWITCH YOUR VERBIAGE AND MAKE IT ABOUT THEM AND THEIR CAREER.

WHAT’S IN IT FOR THEM?


That’d be like going on a first date and spilling your family drama. TMI! Just flirt a little by piquing their interest to get them to talk to you. 78% of recruiters are including details about the job in the initial outreach, and 47% are including the job posting itself. No!

KEEP YOUR OUTREACH MESSAGE SHORT & SWEET

Source: Dice’s 2015 Social Recruiting Survey

YOUR GOAL ISN’T TO SELL THEM ON THE JOB (YET).


THIRD TIME’S A CHARM

ONE MESSAGE AND THEN FORGETTING ABOUT THEM IS A POOR OUTREACH STRATEGY.

After 3-4 days, send a second message like, “Hey, I know we’re all super busy but wanted to follow up and let you know that the Dev team is still really interested in speaking with you. We’re starting to move forward with interviews, and I didn’t want you to miss the bus. Let me know if you have a few minutes to chat."

After 3-4 more days, send a super low-key sign-off message like, “Hi, sounds like you’re pretty set where you are now. Thanks for letting me pop into your inbox.I hope you’ll stay in touch. Happy to havea quick convo anytime. p.s. The positionIS still open, so let me know if you change your mind!”


LEVERAGE YOUR HIRING TEAM

HAVE THEM SENDTHE OUTREACH MESSAGE.

After all, who is a techie most likely to respond to — another techie or a recruiter?


PIPELINING

IF YOU SEE SOMEONE WHO HAS EXPRESSED INTEREST IN YOUR COMPANY, TAG THEM. FLAG THEM.

Always be planning ahead by nurturing leads and not just reacting to your current reqs.


TALENT ATTRACTION2


EMPLOYER BRAND

A STRONG EMPLOYER BRAND ATTRACTS TONS OF FISH AND DETRACTS THE WRONG ONES.Plus, the more people know about your company early in the process, the more likely that they’ll convert through the recruiting funnel.


THINK LIKE MARKETERSEMPLOYER BRANDING IS NO LONGER JUST ABOUT SLAPPING EMPLOYEE PHOTOS ON YOUR INSTAGRAM OR FACEBOOK PAGE.

2016 is the time to have really targeted campaigns. Do retargeting. Be creative. It's time to raise the bar and build real recruitment marketing campaigns by partnering with internal marketing teams.


DEVELOP TARGET PERSONAS

KNOW EXACTLY YOUR TARGET AUDIENCE SO YOU CAN SPEAK TO THEM ON THE PLATFORMS THEY HANG OUT.

If you're targeting Millennials, speak in the voice they understand. Go out on Snapchat or wherever they're hanging out. Be strategic and targeted.


JOB POSTINGS

STILL POSTING GIANT BLOCKS OF TEXT? THOSE DAYS ARE GONE. PUT YOUR BRANDING EFFORTS INTO YOUR POSTS.

Make them clever and conversational. Add a photo of your team or a video. It's time to up our game.


MOBILE. MOBILE. MOBILE.

WHEN’S THE LAST TIME YOU TRIED TO APPLY TO ONE OF YOUR JOBS VIA A MOBILE DEVICE?

Think about the mobile experience. Pinch and zoom is not a mobile strategy in 2016.

ONLINE REPUTATION3


GLASSDOOR STRATEGY


WE’RE LIVING IN A YELP WORLD. YOU NEED TO PAY ATTENTION TO WHAT PEOPLE ARE SAYING ABOUT YOU.

Have a Glassdoor strategy including content + response + engagement.


CANDIDATE EXPERIENCE

WHAT’S THE POINT OF A STRONG EMPLOYER BRAND IF YOU MISTREAT CANDIDATES ONCE THEY APPLY?

Audit the experience to make it better.


PERSONAL BRAND / RECRUITER BRAND

YOU HAVE A BRAND TOO.BUILD IT. REFINE IT. PROTECT IT.

Are you just blasting jobs all day? Or, are you sharing content that's interesting to your audience? Are you forwarding along intro requests in a timely manner? Be a giver and not just a taker.


CROWDSOURCING & KNOWLEDGE SHARING4


NO MORE “COVERING YOUR ANSWERS”

THE DAYS OF HOARDING AND HIDING ARE GONE.2016 is about sharing your experiences and learning from each other. Join these conversations.


CONFERENCES

SHARE. LEARN. GROW. NETWORK. CONTRIBUTE.Attend conferences, unconferences, podcasts… you name it.


FACEBOOK GROUPS

FACEBOOK GROUPS ARE THE NEW PROFESSIONAL NETWORKING HUB.

Join recruiting and employer branding groups. Ask questions — lots of them. Provide answers. And learn from other's experiences.


HR OPEN SOURCE #HROS

OPEN SOURCE. WORKS FOR TECH. AND IT WORKS FOR HR AND RECRUITING, TOO.

Join the convo at hros.co


@StacyZapar

linkedin.com/in/stacyzapar

facebook.com/tenfoldsocial

thisistenfold.com

[email protected]

JOIN THE OPEN WEB COMMUNITY

Learn more at dice.com/openweb


social recruiting trends for 2016

Recruiting & HR