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Rally Webinar: 4 Strategies to Identify "Hire-Ready" Talent Quicker

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Rally Webinar: 4 Strategies to Identify "Hire-Ready" Talent Quicker

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Your talent network is filled with talent who know your employer brand and may be a great fit for a role. But are they “hire ready” and a good lead to pass on to recruiters and hiring managers? Learn strategies to identify who are the most qualified leads quickly!

Your talent network is filled with talent who know your employer brand and may be a great fit for a role. But are they “hire ready” and a good lead to pass on to recruiters and hiring managers? Learn strategies to identify who are the most qualified leads quickly!

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Rally Webinar: 4 Strategies to Identify "Hire-Ready" Talent Quicker

  1. 1. IN PARTNERSHIP WITH 4 Strategies to Identify "Hire-Ready" Talent Quicker
  2. 2. © 2022 Today’s Speakers
  3. 3. © 2022 Craig Fisher Director of Caregiver Recruitment Marketing The Key Lori Sylvia Founder and CEO Rally Adam Gordon VP Recruitment Marketing Automation iCIMS Our Speakers
  4. 4. © 2022 About The Key The Key has been the nation’s leading provider of premium in-home care for over 20 years
  5. 5. © 2022 About Candidate.ID Award-winning marketing automation • Reveals which candidates are cold, warm and hire-ready with real time engagement scoring • Automated personalized campaigns at scale • Track each digital touchpoint with your brand
  6. 6. © 2022
  7. 7. © 2022 What You’ll Learn Today • A framework for defining “hire-ready” talent at your organization • New Recruitment Marketing Automation practices and how they work to help you prioritize the most qualified candidate leads • Best practices for creating “hire ready” talent pipelines for your recruiters and hiring managers • Strategies for creating personalized campaigns to support your diversity and early careers / campus hiring initiatives
  8. 8. © 2022 What is Hire-Ready talent? © 2022
  9. 9. © 2022 3 Types of Talent • Cold: Not looking to take an interview with your business now • Roughly 80% of people • Warm: Interacting with your employer brand • Hire-Ready: meaningfully engaged • Return visitors to careers site & employer brand content • Reviewing job descriptions
  10. 10. © 2022 Why does focusing on “hire-ready” matter? Cuts down on unproductive tasks for recruiting teams: • Reviewing people not suitable for the job • Cold contacting people on LinkedIn
  11. 11. © 2022
  12. 12. © 2022 What can we expect to achieve? reduction in cost per hire more hires per recruiter reduction in time to shortlist decrease in time to offer 40%+ 57% 50% 44%
  13. 13. © 2022 How Scoring Works JOHN JANE Opens e-mail n/a n/a n/a n/a n/a n/a Opens e-mail clicks link Views landing page Views company on Glassdoor Views YouTube video Views HM’s LinkedIn Profile Views job spec +1 +1 +1 +3 +3 +3 +5 +10
  14. 14. © 2022 4 Strategies in Identifying “Hire-Ready” Talent © 2022
  15. 15. © 2022 • Most people are not interested • Don’t talk about recruitment • Be useful and relevant 1. Think Beyond Employer Branding
  16. 16. © 2022
  17. 17. © 2022 What are you doing with all the people in your talent database? 2. Wake the Dead • Wake them up through personalized communications and content
  18. 18. © 2022 Personalized email campaign Landing page + form
  19. 19. © 2022 Grow the base of people you’re nurturing to become “hire-ready” so it’s a sustainable strategy 3. Increase your audience • In social media & ads/jobs ads, have a second CTA (i.e. if you’re not ready to apply, sign up to get careers information) • Make better use of chatbot
  20. 20. © 2022 • Allows you to personalize content at scale • Segment audience by job function, level of experience, location 4. Segmentation & Personalization +1 • Lead Scoring • Scoring identifies “hire-ready” fast
  21. 21. © 2022 In a world of candidate journey automation…
  22. 22. © 2022 Pro Tips • Most people aren't interested in a job move - keep them nurtured and engaged with non-recruitment content • Think about personas when designing the journeys you want prospects to experience • Use automation software to design and execute candidate journeys so with every click they make, they automatically experience a next best action • Your audience will be 46% mobile - be brief and give an easy call-to-action. • 25% of millennials check email first thing in the morning - so be early. • Be a good part of your audience’s network and give them a way to keep up with you on social channels.
  23. 23. © 2022 Thank you! Up next… Q&A
  24. 24. Up next…
  25. 25. And, it’s time to enter…
  26. 26. © 2022 Q&A Craig Fisher Director of Caregiver Recruitment Marketing The Key Lori Sylvia Founder and CEO Rally Adam Gordon VP Recruitment Marketing Automation iCIMS
  27. 27. IN PARTNERSHIP WITH Thank you! 4 Strategies to Identify "Hire-Ready" Talent Quicker

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