Fix Your Job Ads
Want 10-30% more candidates quickly? Fix your job ads. Kat Kibben is the world’s foremost expert on writing job posts and she laid out how to re-write your job posts in the Pivot2First . It’s not hard, and the payoff is literally now and forever.
Adjust your budget.
Getting candidates from job boards is getting more straightforward, but it may take a bigger budget. First, the market is competitive, and costs are going up, despite all the talk of recession. Programmatic platforms like Pando and job boards like Indeed are making it possible to budget by applicant. But if you are budgeted for clicks, paying for applicants may be a bit of a sticker shock. Best to overcome this and get the right budget so you can get enough candidate flow to succeed.
Treat Every Candidate like they are Precious
Because, well, they are. Indeed will charge you for every applicant. Don’t let that spending go to waste by not engaging every candidate. Try to have a conversation via text message with every candidate who applies. First, you’ll be able to identify unresponsive candidates quickly (and ask Indeed to replace them for free). Second, you can cut up the time it takes to get enough candidates into the hiring process from weeks to in some cases the same day!
Speed Wins in Recruiting, and when it comes down to it, not all HR professionals recruit at the ideal speed. Mike Seidle and Kyle Roed discuss recruiting strategies CEOs can bring back to their team to get ahead in the competition for talent.
What are the most common out-of-date practices you see out there?
There are a lot of people who still manage people with 40-year-old processes. Examples range from attendance policies to recruiting. However, the world is speeding up, and the expectations of our employees, applicants, candidates, and hiring processes need to get faster. Speed wins in recruiting, every time. Even if an employer comes out with a great job, but there’s a prolonged part of the process, or there are people who halt progress, it makes it hard to hire great people.
Policies and culture can also be stuck in the past. Instead of flyers in the breakroom or 50-page handbooks, people want to access information on-demand from their devices. Moreover, today’s employees want a company with a social media presence they can be proud of, inclusive, and willing to change, listen, and confront issues society-at-large faces these days.
Another issue companies face is a low application completion rate and even HR resistance to change for fear of not being compliant. Applying for a job should be as easy as buying something online. Most of the time, today’s applicants are willing to invest more time in a lengthy application only if they have built some rapport with a business. 1-click applications help counteract this issue. All HR needs to start the recruiting process is an applicant’s resume, and applicants can fill out an extended application after the first phone screen or an onsite interview.
What should CEOs be asking about their Recruiting practices?
In business, we talk a lot about sales and customer experience funnels. It’s the same in recruiting; it’s a funnel and an experience. The product is your company, and you’re trying to get someone to buy into it. It’s the same KPIs as sales, skewed slightly for HR.
- Candidate Experience: Can a candidate apply easily and go through the hiring process smoothly? Having a fast candidate experience is a competitive edge. You’ll win the war for talent if you can do this regularly.
- Quality of Hire: Can we keep hires? What’s the new hire turnover rate? Companies should have sound structures to select candidates. Yet, businesses need to be agile enough to adapt to changes and talent acquisition strategies that enable them to make good decisions in hiring.
- Candidate Flow: How many candidates are we funneling? How many candidates does it take to hire one person? Recruiting is a unique skill in HR; not all HR professionals are adept at recruiting, and your best recruiter might not be an HR professional within your organization.
- Market development: Who are we reaching out to? Are there other groups/demographics we’re not reaching out to? Organizations with more diversity, equity, and inclusion have a diversity of thought, and they have intensional, inclusive cultures that allow those ideas to bubble up. This is the right thing to do, but it’s good for business too.
Learn more about Kyle
Kyle Roed is the Vice President of Global HR at CPM Companies, Cofounder of DisruptHR, and host of the “Rebel Human Resources” podcast. He fell into HR and fell in love with everything about people practices. In his almost 20 years in HR, he’s discovered that things in HR are ripe for innovation and has sought to challenge the way the HR community thinks about the world of work.
Transformational Book: In a professional context, Good to Great; has been a true north since college.
Favorite Movie: Shawshank Redemption; it’s a great story of triumph.
Rebel HR Podcast: Everything innovation in the people space www.rebelhumanresources.com
Kyle’s LinkedIn: https://www.linkedin.com/in/kyle-roed
Learn more about Mike and PivotCX:
Mike’s LinkedIn: https://www.linkedin.com/in/indymike/
Pivot to First explores topics and ideas with the goal of turning hiring into a competitive advantage. In this episode, Mike speaks with Rosey Nathan. In addition to being a podcaster extraordinaire based out of New Zealand, she is a Recruitment Partner with Customise Talent Group. You can also find her work as Career & Whole Human Mentor for Rosey on Recruitment and Career. She also has a varied background in Sales, Management, and recruiting in SaaS, FinTech, and other industries.
In this edition we explore:
- What makes a happy workforce and what benefits does it bring to a company.
- Explaining Employee Engagement in 3 words.
- The recruiting hurdles employers are facing in the current market.
- Some reasons why candidates’ counteroffers have increased up to 40%
- How can candidates avoid pitfalls when looking for a new job.
- Tips for happy recruiting in 2022
- Fixing employers’ candidate flow problem via speed of engagement.
- Rosey’s reading, movie, and TV recommendations.
Rosey Nathan on the web https://linktr.ee/roseyhercareer
Not only have workforce demographics changed over the last 30 years—collectively making the workforce older and more diverse—but the very social contract between employers and employees has altered dramatically as well. Organizations now have a broad continuum of options for finding workers, from hiring traditional full-time employees to availing themselves of managed services and outsourcing, independent contractors, gig workers, and crowdsourcing. These newer workforce types are available to solve problems, get work done, and help leaders build more flexible and nimble organizations (figure 2). Alternative workers are growing in number; currently, 35 percent of the US workforce is in supplemental, temporary, project, or contract-based work. This percentage is growing as well—for example, the freelance workforce is growing faster than the total workforce, up 8.1 percent compared to 2.6 percent of all employees.
As labor-sourcing options increase, it opens up the possibility for more efficiency and creativity in composing an organization’s workforce. But with more options often comes more complexity. Employers should not only consider how roles are crafted when pairing humans with machines, but also the arrangement of their human workforce and what type(s) of employment are best suited to obtain the creativity, passion, and skill sets needed for the work at hand. Orchestrating this complex use of different workforce segments might require new models. It could fundamentally change our view of the employee life cycle from the traditional “attract, develop, and retain” model to one where the key questions are how organizations should access, curate, and engage workforces of all types (see the sidebar, “Beyond the employee life cycle”).
Organizations have an opportunity to optimize the organizational benefits of each type of talent relationship while also providing meaningful and engaging options for a wide variety of worker needs and motivations. However, making the most of the opportunity could require a complete rethinking of talent models in a way that allows organizations to carefully match people’s motivations and skills with the organization’s work needs.
Access. How do you tap into capabilities and skills across your enterprise and the broader ecosystem? This includes sourcing from internal and external talent marketplaces and leveraging and mobilizing on- and off-balance sheet talent.
Curate. How do you provide employees—ecosystem talent—and teams with the broadest and most meaningful range of development? This includes work experiences that are integrated into the flow of their work, careers, and personal lives.
Engage. How do you interact with and support your workforces, business teams, and partners to build compelling relationships? This includes multidirectional careers in, across, and outside of the enterprise; and for business leaders and teams, providing insights to improve productivity and impact while taking advantage of new ways of teaming and working.
Deloitte Consulting LLP – © 2021
Imagine being able to engage your applicants within five minutes of application, then engaged in human-to-human interaction starting in seconds. PivotCX can make this process happen. See our 90-second video explaining how PivotCX can help you get to the right talent fast so you can Pick First.