Holly Fawcett

Social Talent

@hollyfawcett

linkedin.com/in/hollyfawcett

#socialtalent

Your Recruitment Funnel

Candidate Applications

Invited to Interview

2nd Interview

Offer

Accept

Start

Your standard

Recruitment Funnel

Lack of quality candidates =

bottleneck

Candidate Applications

Invited to Interview

2nd Interview

Offer

Inbound Recruitment Funnel

Visits Career Website

Clicks “Apply”

Views Specific Job Ad

Completes Application

536

59

7

70

Source: Jobvite Source of Hire Survey, 2016

Identify Potential Candidates

Contact Potential Candidates

Candidates Respond

Submit CV

282

79

22

6

Candidate Applications

Invited to Interview

2nd Interview

Offer

Outbound Recruitment Funnel

4 Source: Jobvite Source of Hire Survey, 2016

Potential Candidates Identified

Potential Candidates Contacted

Engage Candidates

Submit

Your Goal:

100

95

70

16.6

Greater search accuracy

Effective messaging

Employer Branding

4.

Career Website Visitors

Click “Apply” button

CVs Received

View Specific Job Ad

19

20 282

79

Initial Search

Candidates Contacted

Candidate Responses

Submissions

Invited to Interview

2nd Interview

Offer

Attend Interview

Search

•  Volume & Accuracy •  Sourcing Ninja Hacks

#socialtalent

Job Search Example:

Finance Analyst

Big Data

Budapest

Engage

•  Candidate Motivations •  Approaching Candidates Across Different Vectors

#socialtalent

45%

41%

36%

36%

34%

32%

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?

59%

54%

47%

47%

42%

39%

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?

15

21

63

Actively looking

Not interested in new opportunities

Not active, but open to new opportunities

Are Engineers/Developers Looking for Jobs?

2016 Global Developers Survey

How do Engineers/Developers Look for Jobs?

25% 17%

10% 13%

8% 4%

10% 11%

2% 0% 0%

Referral

Other Website

3rd Party

Direct Application

In-House

Career Fair

Self-Employed

Other

StackOverflow

Twitter

Facebook

2016 Global Developers Survey

How are Recruiters contacting Passive Candidates?

Source: © 2016 Global Recruiting Survey, Social Talent & Alexander Mann Solutions!

0%!

10%!

20%!

30%!

40%!

50%!

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?

6%

17%

11%

22%

21%

22%

22%

20%

45%

51%

51%

43%

17%

8%

10%

9%

11%

2%

6%

6%

0% 25% 50% 75% 100% 125%

Very Low Low Medium High Very High

What response rates are typically achieved?

Connect

There is an exception! Developers

Great Tolerate Hate Don’t have an account

Source: StackOverflow Developer Hiring Landscape 2015

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 8

avg 2

0!

7,5!

15!

22,5!

30!

37,5!

1st 2nd 3rd 4th

# of Responses!Perseverance

Pays Off! (Source: Sara

Fleichsman, HP Seattle)

How many times should you follow up?

Hey Johnny Do you know the way many multinationals test their products in inhumane ways? Would you like to work in a company that not only develops your career but is single handedly changing the way the world’s leading consumer companies think about ethical testing? Our client is recruiting Chemical Engineers like you and we’d love it if you took 3 minutes to watch this video to see why we think you should come work for them

So, are you up for it? If so, click here and let us know! Holly

Psychology of Email:

Source: LinkedIn Talent Blog, September 2016

Writing E-Mails

Be brief - but not too brief! 50-125 words is best

E-Mail Body: Be Concise

100 Words! (2.5 Paragraphs)

Clear Display

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

What is the best time to reach out by email?

E-Mail: Timing

Right Time Working Day Early Morning Late Evening

Right Time

•  Early Mornings and Late Evenings are best to get responses

•  During work hours has the highest competition for attention

•  Automate your timing, by scheduling your emails

What? How?

Why?

Holly Fawcett

Social Talent

@hollyfawcett

linkedin.com/in/hollyfawcett

#socialtalent