…ideas from Jeffery Giesener – SourceMob.com
Are you looking for the secret sauce for achieving better recruiting? Truly, it is a matter of best practices that all Talent Acquisition departments simply need to follow. Below is a list of 5 ideas that will positively change the direction of your Talent Acquisition in the age of Social and Mobile Recruiting.
Focus On Your Candidate
High performing, world-class recruiting organizations focus first on their candidates. Why is that critical? Candidates are the lifeblood of any organization. Consider this: If you look at your candidate as your customer, then stats from the ecommerce world will be very impactful to your 2015 recruiting strategy.
• 90% of dissatisfied customers will not engage or ever buy again. (Research Institute of America)
• Dissatisfied customers tell an average of nine others about their dissatisfaction. (ibid)
• 68% of dissatisfied customers who quit doing business with an organization do so because of company indifference. Essentially, the company didn’t take the time to listen and hear the customer’s need or complaint. (ibid)
Again, if you overlay the above stats and replace customers with your candidates, it should come as no surprise that engaged candidates will positively impact your bottom line while also promoting organizational vitality and sustainability.
Best Practices To Insure Recruiting Improvement
What are some of the best practices that ensure your organization is focusing on candidates during your recruiting process? Consider these easy ones and reflect on whether your organization is doing them:
• Engage with your candidates! Have effective conversations with them! Acknowledge them!
• Build processes that systematically capture the voice of your candidates – use social recruiting methods (Facebook, Twitter, Google+)
• Send emails and mobile campaigns outside of the use of just LinkedIn.
• Provide as many tools as possible for engagement within your career pages such as Alerts or Talent community or chat.
• Act upon the 2-way candidate engagement or conversations, to provide recruiting communication that satisfies (or exceeds) candidate expectations.
Mobile Is Here Now
Anticipate key candidates’ requirements and changing expectations. It’s not only about satisfying today’s requirements, but also staying one step ahead of competitors in identifying and responding to emerging candidate trends. For example, as mobile becomes the future of recruiting, are your career pages and apply process easily to navigate and viewable on smartphones and tablets? Having to pinch and zoom to make these pages work does not make the experience easy to navigate, and is not a true mobile responsive experience for the candidate.
Google has indicated that more than 70% of searches already take place on a mobile device. Have you looked at what your candidate experience looks like? ERE.net also indicates there is a 40-90% defection rate of mobile candidates from existing career pages and within current ATS’s. The combination of these two metrics is earth shattering to any talent acquisition efforts and to those who own the budgets.
Different Candidates Have Different Needs
Design candidate listening posts so that they vary for different segments of your candidate populations and/or across the various stages of their recruiting relationship with you. For example, new applicants have different engagement needs than candidates that have been in your pipeline for a while. You may need to create a campaign to reengage them, have them view your open positions again or join your talent community. However, new applicants are ready and waiting for your communication – call, chat, text or email.
Manage your candidate questions – ensure that they are answered in a timely fashion and provide the candidate with more than canned responses. Remember engagement and true real-time conversation are the norm in the era of social and mobile recruiting.
Listen to your Analytics
Measure candidate satisfaction and engagement. Use third party analytics to measure your defection and drop off from your career pages and from your ATS. Do you know your analytics and defection rates?
You must manage your own candidate analytics as well. Too many Talent Acquisition departments make the mistake of having another department, such as marketing, manage the analytics for them. Then make sure you check your key metrics such as opens, visits, costs of applies and hires, with frequency.
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