recruitment insights presentation

Recruiting Solutions 1Recruiting Solutionsv

Recruitment Insights

Recruiting Solutions

There Are Fundamental Differences BetweenActive and Passive Candidates

Active Candidates- Will apply to ATS- Listen to opportunities- Respond quickly- Seek information

Passive Candidates- Do not have a current resume- May listen to opportunities- Do not respond to “apply now”- Higher bar to respond


Let’s Surface Your Biggest Recruiting Challenges

Understandyour target audience

MeasureResults

Positionyour company as an “employer of choice”

Engagetop talent

Best Practices for Hiring Passive Candidates




MeasureResults


Engagetop talent


How is your company perceived as an employer by your target audience?

What metrics do you useto measure success?

How do you position your company as an employer

of choice?

What tools do you use today to find and engage

professional talent?

Understand Position

Measure Engage




MeasureResults


Engagetop talent


Recruitment Insights

Career Pages Work With Us Ads Recruitment Ads

Recruiter Jobs Network

Jobs For You

Talent Direct Usage reports & metrics Campaign analysis


Survey target talent Benchmark versus competitors Learn what candidates care most about

LinkedIn Recruitment InsightsDiscover what candidates think about you and your competitors

6


Benchmark SurveyDiscover what candidates care most about and how likely they are to consider working for you

Shape your message based on what candidates care most about

Benchmark how desirable your jobs are vs. the competition


Success Story: Recruitment InsightsObjectives: Identify what management consultants value most in

making career choices Fine-tune employment value proposition to improve

passive candidate recruiting efforts

Results: Changed focus of recruitment message Highlighted different benefits with Talent Direct Incorporating findings into new career site design

“We thought we knew exactly what our candidates cared about…but the survey was an a-ha moment. Now, we’ve changed our messaging and more candidates are coming in.”

–Michelle Sirott, Point B Management Consultant

Most Important Least Important

Importance of Limited / No Travel

Q: What are the 5 most and least important factors when considering a job opportunity?

17%

54%

Our initial belief:Consultants like the work but are tired of the travel

The survey showed:The majority of consultants don’t mind the travel


Campaign Impact SurveyMeasure your impact on candidate preferences and likelihood to consider your jobs

Measure the change in the competitive landscape after a recruitment

advertising campaign


10 10

15

0

25

Pre Control Post

Objectives: Understand software developer opinions of

Dell as an employer Measure change in opinions after the

LinkedIn campaign

Results: Awareness of hiring increased +100% Willingness to consider jobs increased +50%

“The end goal wasn’t to hire people but to change minds regarding Dell as an employer of choice with software developers; but we received much more”

–Dell Senior Talent Acquisition Manager

ILLUSTRATIVE

10 10

20

0

25

Pre Control Post

Aware Dell’s hiring software engineers

+100%

Likelihood to consider a job at Dell

+50%

Success Story: Recruitment Insights


Recruitment Insights - Offerings

Features Benchmark Survey Campaign Impact Survey

Survey Objectives • Benchmark candidate perceptions

• Identify job attributes candidates care most about

• Measure impact of recruitment media on candidate perceptions

Survey Timing Standalone Survey or

Before an Employer Branding Campaign

After an Employer Branding Campaign*

Number of Completed Surveys

150 responses 250 responses – exposed to ads

Delivery Time 4 weeks 4 weeks

Custom Questions Up to 5 Up to 5

*Must be packaged with a benchmark survey.

recruitment insights presentation

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