4 Things Every Great Recruiter Should be Doing!
4 likes1,976 views
The document provides essential insights for recruiters to enhance their engagement and hiring strategies. Key takeaways include effective ways to search for candidates, communicate persuasively, and sell job opportunities by focusing on purpose-driven messaging. It emphasizes the importance of concise communication, emotional language, and following up with candidates to improve response rates.
4 Things Every Great Recruiter Should be Doing!
- 1. Things Every Great Recruiter Should Know. (but typically doesn’t)
- 2. Johnny Campbell Founder & CEO, Social Talent linkedin.com/in/johnnycampbell @socialtalent @johnnycampbell
- 4. We don’t turn people into recruiters, we turn recruiters into better recruiters! micro-learning platform & recruiting technology FASTER SMARTER BETTER| |
- 7. 4 15 19 20282 79 22 6 Potential Candidates Identified Candidates Contacted Candidate Responses Submissions Invited to Interview 2nd Interview Offer Sourcing Funnel 1 4 4 1. 2. 3. 4.
- 8. When you run a search, what % of the results do you reach out to? 1.
- 9. What is your average LinkedIn response rate? 2.
- 10. What % of respondents agree to go forward? 4.3. &
- 11. How are you finding talent?
- 14. ("ruby" OR "ror" OR "rails" OR "sinatra" OR "padrino" OR "jruby" OR "rspec" OR "capybara" OR "watir" OR "cucumber" OR "passenger" OR "capistrano") AND ("london") ("python" OR "django" OR "IDLE" OR "Py2exe" OR "Pyinstallershell" OR "Cpython" OR "PyPy" OR "IronPython" OR "Jython" OR "Cython" OR "RPython" OR "py3k" OR "pythonic" OR "pythonist" OR "pythonista" OR "pythoneer" OR "python3" OR "python3.0" OR "ipython" OR "pythonanywhere" OR "psyco" OR "PyS60" OR "shed skin" OR "pypi" OR "spam and eggs" OR "spam & eggs" OR "pygame" OR "pyqt" OR "py" OR "pygtk" OR "numpy" OR "matplotlib" OR "biopython" OR "astropy" OR "leap") ("developer" OR "dev" OR "programmer" OR "devops" OR "develop" OR "developing" OR "development" OR "developed" OR "design" OR "designer" OR "desinger" OR "architect" OR "analyst" OR "coder" OR "coding" OR "consultant" OR "contractor" OR "expert" OR "guru" OR "ninja" OR "program" OR "programator" OR "technical lead") ("web" OR "mobile" OR "website" OR "frontend" OR "html" OR "javascript" OR "css" OR "digital" OR "online" OR "e commerce" OR "ecommerce" OR "php" OR "internet" OR "websites" OR "ui" OR "social media") web python ruby developer
- 16. Desktop version is free! source.socialtalent.co
- 17. How are you engaging with them?
- 18. How are Recruiters contacting Passive Candidates? Source: © 2016 Global Recruiting Survey, Social Talent & Alexander Mann Solutions 10% 20% 30% 40% 50%
- 19. Don’t have their contact details Prefer to gauge interest via InMail/Email Want to avoid pressuring the candidate Why don’t recruiters use the phone?
- 20. 0% 25% 50% 75% 100% 6% 6% 2% 11% 9% 10% 8% 17% 43% 51% 51% 45% 20% 22% 22% 21% 22% 11% 17% 6% Very Low Low Medium High Very High What response rates are typically achieved? Connect
- 22. There is an exception! Developers Great Tolerate Hate Don’t have an account Source: StackOverflow Developer Hiring Landscape 2015
- 23. But surely people don’t want to be cold- called at work about a job? What is the Purpose of your Pitch? How many interactions does it take to close a Candidate? 4 8avg 2
- 24. # of Responses 0 7.5 15 22.5 30 1st 2nd 3rd 4th Perseverance Pays Off! (Source: Sara Fleichsman, HP Seattle) How many times should you follow up?
- 25. What do you say to them?
- 26. Use emotion - increases response rate by 10-15% compared to neutral language E-Mail Body: Emotion Source: blog.boomerangapp.com
- 27. Hey Johnny, I was reading your online profile. Would you be interested in considering a new role? 0.0, true neutral. A little positivity would boost the response rate. Hey Johnny, I was really impressed with the XYZ project you described on your online profile. Would you be interested in considering a new role? 0.35 positive sentiment. Perfect! It’s easy to add positive sentiment to an email – this is all it takes. E-Mail Body: Emotion
- 28. Hey Johnny, the XYZ project you described on your online profile blew me away dude. Would you be interested in considering a new role? Positive 0.55 sentiment. This will also work better than a neutral email, even if not quite as well as the previous version. Hey Johnny, the XYZ project you described on your online profile blew me away dude. I am literally so excited to hear more. Would you be interested in considering a new role? Over 0.9 positive sentiment. This email would be about as effective as a neutral email – not bad, really, but not optimal. E-Mail Body: Emotion
- 29. Be brief - but not too brief! 50-125 words is best E-Mail Body: Be Concise
- 30. E-Mail Body: Be Concise Hey Holly I’m a recruiter friend of Johnny Campbell, whom I believe you shared a dorm room with back in the day! The experience you detailed with Social Talent on your LinkedIn profile really impressed our Head of Sales and she asked me to reach out to see if you would be open to hearing about how a career with Acme Ltd could take you to the next level. You’re no doubt busy but would you be free to spend 10 minutes telling me about yourself this evening at 6 or would you prefer some time tomorrow morning? Jake Jones 100 Words! (2.5 Paragraphs)
- 31. ? Use questions - e-mails which ask 1-3 questions are 50% more likely to get a response E-Mail Body: Ask Questions
- 32. ? Use questions - e-mails which ask 1-3 questions are 50% more likely to get a response E-Mail Body: Ask Questions Top Tip - close with one, strong closed question, not related to the job. Provide two clear options for the recipient.
- 33. Keep it simple - write e-mails at a 3rd grade reading level (8-9 year old reading standard) E-Mail Body: Simple is best Hyunjin Song & Norbert Schwarz, "If It's Hard to Read, It's Hard to Do: Processing Fluency Affects Effort Prediction and Motivation" (October 2008) readability-score.com • Cognitive Fluency • Max 1-2 syllables • No acronyms • Simple Fonts
- 34. Mornings are for Engaging with Talent Reminder from yesterday:
- 35. What is the best hour of the day to send an email? 6am
- 38. What are you selling them?
- 39. What drives people to move jobs?
- 40. 32% 34% 36% 36% 41% 45%I was concerned about the lack of opportunities for advancement “Why & How People Change Jobs”, LinkedIn 2015 I was unsatisfied with the leadership of senior management I was unsatisfied with the work environment/ culture I wanted more challenging work I was unsatisfied with the compensation/ benefits I was unsatisfied with the rewards/ recognition for my contributions Why did they leave?
- 41. 39% 42% 47% 47% 54% 59%Strong career path/ more opportunity “Why & How People Change Jobs”, LinkedIn 2015 Better compensation/ benefits The work sounded more challenging Better fit for my skills and interests More ability to make an impact I believed in the company's overall direction What made them join?
- 42. Purpose & Drive
- 43. Purpose Maximisation “Seeking our purpose is about finding a direction, not a destination. Purpose is a verb, not a noun.” Finding a Direction
- 45. 1. Personal, 2. Social & 3. Societal 3 Types of Purpose
- 46. Learning from these guys 5Whys
- 48. 1. Purpose-Centric Job Ads 2. Purpose-Driven Messaging 3. Purpose-Oriented Employer Branding 3 Things you can start doing now
- 49. 1. Purpose-Centric Job Ads 2. Purpose-Driven Messaging 3. Purpose-Oriented Employer Branding 3 Things you can start doing now YOU, YOUR, YOURS
- 50. 4 Things Every Great Recruiter Should Know 1. Where & how to search (95% accuracy) 2. How best to engage with talent (Phone & follow-up) 3. What to say to candidates (Short, 6am emails) 4. How to sell (Purpose) slideshare.net/socialtalent
- 51. We don’t turn people into recruiters, we turn recruiters into better recruiters! micro-learning platform & recruiting technology FASTER SMARTER BETTER| |