RECRUITMENT ACCELERATION

Recruitment Marketing for Volume HiringBy: Max Armbruster, CEO, Talkpush

Contact me here:Twitter.com/talkpushhello@talkpush.comhttps://hk.linkedin.com/in/maxarmbruster

WHO WE ARE

Talkpush is a software company specialized in recruitment automation.

WHO USES TALKPUSHWHAT WE DO

Talkpush accelerates the sourcing and screening of talent for high volume

employers.

As of March 2016, a new candidate is being

interviewed over the phone by Talkpush every 3 minutes.

INVESTORS & PARTNERS

Monster63 million

CareerBuilder22 million

Facebook 22 million

Indeed8 million

LinkedIn8 million

Unique monthly visitors2008

Source: Unique Monthly visitors, comScore

Facebook 214 million

LinkedIn101 million

Indeed39 million

Monster22 million

CareerBuilder10 million

RECRUITERS HAVE ACCESS TO RAPIDLY GROWING ONLINE DATABASES

Unique monthly visitors2015

BUT CANDIDATES ALSO HAVE MORE CHOICE THAN EVER BEFORE

WHERE DO PEOPLE SOURCE THEIR HIRES?

Source: Top Sources of Hire 2015, Silkroad (US Market)

JOB BOARDS

SOCIAL MEDIA

EMPLOYEE REFERRAL

CAREER FAIRS & OFFSITE EVENTS

RECRUITMENT AGENCIES

JOB BOARDS

A RACE TO CALL BACK THE BETTER CANDIDATES

JOB BOARDS

SOME COMPANIES EVEN SKIP INTERVIEWS ALTOGETHER

SOCIAL MEDIA

MANAGING VOLUMES AT A DIFFERENT SCALE

Do• Use for your high volume

hiring (e.g. graduate hiring program or lower-skill hires)

• Customize the application process to be mobile-friendly

• If possible: capture & qualify candidates without a resume

• Target ads for the specific demographics, including your competitors’ employees

Don’t• Count your success in “likes”

• Post Facebook memes all week – produce original content and re-use regularly

• Demand that candidates visit your career site and fill a long form

FACEBOOK DOS AND DONTS

Marketed SourcedPhone

screenedShortlisted Hired

180,000 people saw the ads we published on Facebook

5500+ candidates signed up via dedicated job ad landing pages

1,625 completed automated phone interviews

583 shortlisted by the recruitment team after listening to their recording

60+ confirmed hires

STANDARD RECRUITMENT FUNNEL FOR A FACEBOOK CAMPAIGN

Sample data from a Facebook campaign:• Data from a campaign ran in December 2015

from a leading BPO company in the Philippines ran in the provinces

• Final marketing cost per hire (CPH) was estimated at USD 75 per hire.

SA

MP

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Pre-screening is essential to ensure a good hit rate.

63%

% TIME RECRUITERS SPEND ON THE PHONE

Recruiters spend most of their time phone screening candidates.

7.7

# OF CANDIDATES INTERVIEWED PER HIRE

5.4

Source: G2VCareers, Jobvite

4.5

Limited pre-screening

Average pre-screening

Standard pre-screening

SCREENING THESE LARGE VOLUMES IS ESSENTIAL BUT EXPENSIVE

CASE STUDY: HOW SAP WIDENED THE RECRUITMENT FUNNEL

See how SAP revamped its graduate hiring program by reaching out to a much wider audience, and by automating the initial selection process.

Read on “Can an algorithm replace a recruiter?”

Result:• 1.2 million website visitors• 50,000+ applicants• 500 hires

EMPLOYEE REFERRAL

EMPLOYEE REFERRAL

EMPLOYEE REFERRAL

EMPLOYEE REFERRAL

ReppifyRolePoint

Zao Ripplehire

CAREER FAIRS & OFFSITE EVENTS

YOUNG JOB SEEKERS ARE CONFUSED AND ILL INFORMED

CAREER FAIRS & OFFSITE EVENTS

CASE STUDY: A CAREER SITE FOR GRADUATE HIRING THAT KEEPS IT SIMPLE

RECRUITMENT AGENCIES

EXTERNAL RECRUITERS ALWAYS SEEM TO BE OFFLOADING THEIR MECHANDISE

You need to set the rules of engagement (KPIs, processes) so they work as an extension of your team rather than a traditional vendor.

Source: Smashfly

TRENDS: TRACKING AND REMARKETING

74% OF ONLINE APPLICANTS DROP OFF DURING THE APPLICATION PROCESS

Who are they? Where can you find them? What attracts them?

PASSIVE JOB SEEKERS(80% of the talent pool)

• Already gainfully employed, not searching

• More focused on long-term career

• More loyal and stable • More selective about the

next role

• Targeted advertising • Social media networks

(Linkedin, Facebook) • Headhunting

• More responsibilities • Building their resume• Working with a

competitor• Understanding the

industry better• A different story• Perks and benefits

ACTIVE JOB SEEKERS(20% of the talent pool)

• Actively looking• Sending their applications to

many potential employers (may lack focus)

• Job boards• Job feeds • Job fairs • Search engines

• Fastest application process

• Highest salary

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HOW TO TALK TO PASSIVE CANDIDATESS

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HOW TO TALK TO PASSIVE CANDIDATES

HOW TO TALK TO PASSIVE CANDIDATES

Build a pipeline of interested leads separate from applicants.

Pro-actively engage with visitors and followers

Strengthen and segment your communications

Greenhouse or Buffer allow you to schedule your posts over time in a central portal

1

2

3

HOW TO TALK TO PASSIVE CANDIDATES

Post to 50+ Job Boards with one submission

Source: CB insights

TRENDS: MORE DISRUPTION IS ON THE WAY

10 Early-Stage HR Tech Startups To Watch

Company Last Funding (Month/Year)

Total Disclosed Funding ($M)

Business

Phenom People 2/1/2016 $ 11.0 Applies CRM tech to hiring for retargeting

JobToday 1/28/2016 $ 10.0 talent to jobs on-demand for restaurants, etc.

Criteria Corp 10/19/2015 $ 9.1 pre-employment testing service

Textio 12/16/2015 $ 9.0 AI-powered intelligent text platform that predicts how well text will perform

AppCast 11/12/2015 $ 7.5 Mobile programmatic job advertising

Lytmus 10/1/2015 $ 7.2 talent sourcing

Pymetrics 12/2/2015 $ 6.6 Job matching powered by neuroscience

Jopwell 1/20/2016 $ 3.4 diversity and hiring recruiting platform

Jobbatical 3/2/2016 $ 2.9 connects top talent to employers across the globe for short term gigs

Bonusly 11/20/2015 $ 2.0 Bloomberg Beta and FirstMark Capital

Source: CB insights

TRENDS: 10 EARLY-STAGE HR TECH STARTUPS SET TO DISRUPT

1. Grow your talent pool (aka. “talent network”)

2. Automate to handle larger volumes

3. Adapt your recruitment funnel and message to each channel

4. Activate employee referral programs with tools connecting to social media

FINAL WORDS: 4 KEY TAKE-AWAYS

5. Measure your sourcing efforts in hires, not in “likes”

WE’LL BE ANSWERING QUESTIONS NOW

Q A&

THANKS FOR LISTENING

Q & A SESSION