Talent Talk Webinar Recruiters Preparing For The Economic Recovery
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The document discusses how recruiters can prepare for economic recovery by updating their technology, revamping their brand image, and keeping applicant pools engaged. It provides tips for taking advantage of existing technologies, enhancing career sites, and getting the most from online advertising. The document also discusses available tax credits for hiring and how much money companies could earn through these incentives by hiring qualifying employees.
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Talent Talk Webinar Recruiters Preparing For The Economic Recovery
- 1. “ Recruiters: Preparing for the Economic Recovery” Presented By: David Freeman Talent Management Solutions Consultant Hosted By:
- 2. Ask Questions Enter Question Press Send
- 3. “ Recruiters: Preparing for the Economic Recovery” Updating Technology to Prepare for Tomorrow Revamping Your Brand Image to Attract the Best Applicants Keeping Your Applicant Pool Engaged
- 4. “ Recruiters: Preparing for the Economic Recovery” Taking Advantage of Existing Technologies Enhancing Your Career Site Getting the Most out of Your Online Advertising
- 5. “ Recruiters: Preparing for the Economic Recovery” Taking Advantage of Technology This is a great time to implement new technology or update existing technology Some Key Areas to Focus On Do your existing technologies interface with each other? ATS – Background Checking, ATS – Onboarding, Talent Management Tools – HRIS, Do you have a structured onboarding and/or performance management process? Does your technology help you automate and enhance these processes? Are you taking advantage of available tax credits? Is your technology helping you get the most out of these programs?
- 6. Adding Money to the Bottom Line…
- 7. What types of incentives are available? Federal Tax Credits Work Opportunity Tax Credits (WOTC) Long-Term Assistance (WtW) Federal Empowerment Zones New Market Tax Credits And more
- 8. What types of incentives are available? State Tax Credits & Incentives Enterprise Zones Job Tax Credits Job Training Grants Geographic Based Incentives State Point of Hire Tax Credits And others
- 9. Who qualifies for these incentives? The truth is that companies small and large can take advantage of the various business incentives available today. You’re probably already hiring eligible employees.
- 10. How much money could we be earning in business incentives? As much as 20% of your hires could qualify for incentives. Qualifying hires can be worth as much as $8,500 or more in incentives The average qualifying hire is approximately $1,000.
- 11. How much money could we be earning in business incentives? Example 1: 400 hires per year 400 hires x 20% = 80 qualifying hires 80 x $1,000 = $80,000 Example 2: 2,000 hires per year 2,000 hires x 20% = 400 qualifying hires 400 x $1,000 = $400,000 Example 3: 10,000 hires per year 10,000 hires x 20% = 2,000 qualifying hires 2,000 x $1,000 = $2,000,000
- 12. Why isn’t every company taking advantage of this? Historically, 50% of credits granted are never claimed! Companies often miss out on these tax credits due to the complexities of federal regulatory reporting, and ongoing monitoring that is required.
- 13. “ Recruiters: Preparing for the Economic Recovery” Four Keys to an Effective Career Site Content Navigation Functionality Branding
- 14. Enhancing Your Career Site “Content” Reflect your company’s culture Fun place to work? Make it quirky! Casual environment? Show it off! Be compelling and written to capture the attention of the passive job seeker How would marketing build it?
- 15. Enhancing Your Career Site “Content” Provide a wealth of information Company history Values and Mission Outline training, development and advancement opportunities (how can the candidate grow with your company) Benefits information (it’s not just about insurance anymore)
- 16. Enhancing Your Career Site “Content” Make it Personal Who are your candidates? Generation X, Y? College students or recent graduates? Experienced Professionals? All of the Above Your site needs to communicate effectively with your target audience. Avoid the one-size-fits-all career site.
- 17. Enhancing Your Career Site “Navigation” The button from your home page to your career pages should be prominent and eye catching The career pages should be accessible from every page The number of clicks from the home page to the job listings should be no more than 2-3 Navigation bar and links should remain consistent throughout the entire website with easy access back to the home page
- 18. Enhancing Your Career Site “Functionality” Job search functionality should be easy to use and provide candidates the ability to search via multiple criteria Refer-a-friend option should be available from all career pages A job agent tool should be provided so job seekers can receive notifications about new opportunities Utilize interactive media such as online video or interactive games to enhance the candidates experience
- 19. Enhancing Your Career Site “Branding” What is an employment brand? Your employment brand is your company’s image of being a great place to work in the minds of your current and future employees. It includes your company’s culture, employee stability, management style, training and development practices, benefits, etc. Building a brand image starts with understanding the current climate in the workplace. What do the employees think about working for your company? Ask them?
- 20. Getting the Most from Your Online Advertising Keep the application process simple Give applicants the ability to upload and parse a resume Avoid asking for sensitive information during the initial application Limit pre-screening questions to 10 or less and keep them objective Limit the time required to complete the application to 10-20 minutes
- 21. Getting the Most from Your Online Advertising Ensure that you communicate with everyone that completes an application even if it’s automated. Let them know what to expect from the process. Remember, they are your customers. Take the time to complete your own application process anytime you make changes to see what the applicant experience is really like
- 22. Getting the Most from Your Online Advertising Make sure your job titles and descriptions use words that job seekers use and include variations Example: recruiter, recruiting, staffing, talent Use job titles that stand out and will get you noticed Focus on telling the candidate about the benefits of working for your company vs. defining the job requirements. What’s in it for them? Your job ads need to appeal to your prospective candidates. Define who they are and write an ad to catch their attention
- 23. Getting the Most from Your Online Advertising Don’t forget to incorporate your employment brand. Your message should remain consistent Don’t over do the qualifications. Instead of listing what’s required, tell them what they’ll be doing with their skills. Ex: Instead of 5 years of management experience with a strong knowledge of profit and loss statement. You might say, You’ll be using your knowledge of profit and loss statements to manage a high-volume, fast-paced restaurant environment
- 24. Getting the Most from Your Online Advertising Ask your existing employees and recent hires what they think about your ad and where they looked for opportunities during their search Remember that your candidates are your customers. You need to sell them on your opportunity and treat them like customers throughout your entire hiring process.
- 25. “ Recruiters: Preparing for the Economic Recovery” Updating Technology to Prepare for Tomorrow Revamping Your Brand Image to Attract the Best Applicants Keeping Your Applicant Pool Engaged
- 26. Cytiva’s Free Webinar series Sourcing Talent in a Time of Scarcity Getting the Most Out of Your Recruiting Investment Six Steps To Implementing Performance Management Software Interview Techniques and Strategies for Hiring top Performers Retention: The Key to a Successful Recruiting Plan Download at: www.sonicrecruit.com/company/events.htm
- 27. “ Building an Effective Referral Program to Source Quality Hires” Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts. Talent Acquisition System Custom career sites Employee referral management Career agents Ad posting and tracking Manager self-service Contact management/Outlook integration EEO/OFCCP compliance Vendor Management Module Onboarding Module Hourly Recruiting System Consulting SonicPerform Performance Management System To learn more contact: David Freeman Talent Management Solutions Consultant 877-775-0888 www.sonicrecruit.com