Hiring in Today's Digital Age

Hiring in Today’s Digital AgeMaria Mayorga, Director of Strategy, Coalmarch

We all have a problem.

You need good people to make great money.

The cost of replacing an employee is roughly 30%

of their salary.

These are the things we all know.

We don’t work in a sexy fieldThese are the things we all know.

We don’t work in a sexy fieldHiring is important



We need a system in place



We need a system in placeMillennials make up the majority of our

applicants



We need a system in placeMillennials make up the majority of our

applicantsMaking a change is not easy


Our Applicant Pool

Why do I care about diversity?

When we attract more diverse candidates, we are able to fill our jobs FASTER with more QUALIFIED

applicants.

CONVERSATION STARTERShow of hands, who here has worked on their sales funnel in the past

six months?

The Recruitment Funnel

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1.Attract

All of the things we learned yesterday apply

to recruitment

We have to build a digital strategy to recruit

candidates

There are seven components in the digital

recruitment strategy

1. Create and measure goals2. Build your brand and website for both leads

and applicants3. Identify your unique value proposition for

applicants

How to Attract Quality Candidates

4. Create content for job seekers5. Generate reviews on Indeed and Glassdoor

6. Pick platforms to maximize your efforts7. Analyze the entire experience

How to Attract Quality Candidates

1.Create and measure goals

Are you planning for 2017 or reacting?

2. Build your brand and website for BOTH leads and applicants

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Prospective employees shouldn’t have to hunt for the

careers section!

3. Identify your unique value proposition

for applicants

4. Create and optimize content for job seekers

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Optimize your career pages!

86% of job seekers use their mobile phone to

look for jobs.

5. Generate reviews on Indeed and Glassdoor

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6. Pick platforms to maximize your efforts

7. Analyze the entire experience

Key Takeaways1.Execute a digital recruitment strategy that includes recruitment

goals

2.Build your website for leads AND applicants

3.Create an internal campaign to generate reviews on Indeed and Glassdoor

2. Convert

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Textio Image

Textio Image

Textio’s machine intelligence platform has proven that the language you use in a job

post actively changes who will even consider applying for your job

Textio

Which directly impacts the quality and diversity of your applicant pipeline.

Textio

Crappy job listings=

Crappy Applicants=

Wasted Time and Money

What does Textio tell us?

PRACTICAL ACTIONSWhen is the last time you rewrote your job descriptions?

There is an art to writing a job description.

Growth vs. Fixed Mindset Language


Textio’s analysis found that roles that are ultimately filled by women are twice as likely

to contain growth mindset language.

In other words, by using this type of language, hiring managers can attract more women, but

they don’t risk alienating men.

Growth vs. Fixed Mindset LanguagePostings with fixed mindset phrases filled 11x more slowly than those that did not.


The Textio Analysis

Average ScoreThe average Textio score was a 40.

Average ScoreThe average Textio score for the bottom 10

was a 26.

We aren’t doing enough!

CONVERSATION STARTERHow many people in here show salary on their job postings?

Salary: To show or not?74% of applicants want to see salary more

than any other feature in a job posting.

Salary: To show or not?9 listings out of the 30 analyzed listed

salary in the job posting.

Salary: To show or not?Only 2 in the bottom 10 listed salary.

Average LengthLong descriptions can hurt you. But so can

short ones.

Average LengthTextio’s research suggests that candidates scan job listings for less than six seconds.

Average LengthThe average length in the top 100 was 374

words.

Average LengthThere were outliers. The longest was 1189

words and the shortest was 60 words.

What types of companies stood out?

What types of companies stood out?

What were the main problems?

1. Listings were too short


1. Listings were too short2. The listings were missing the equal opportunity

statements



statements3. They need more “you” statements



statements3. They need more “you” statements4. Used too much directive language


What is the perfect job description?

1. Pay attention to the title2. Keep it simple

3. Talk about company culture4. Mention salary (or give a range)

Steps to writing the perfect job description

Key Takeaways1.Rewrite your job descriptions and include bullet points, “you”

statements, and less directive language.

3. Close

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Millennial CandidatesIt is particularly important to maintain a good

relationship with millennials because they will be the first to tell their friends about their experience.

(Good and bad)

Nurturing FunnelJob seekers say 4 out of 10 of their

applications never receive a response or any type of communication.

CONVERSATION STARTERHow many people in here have a system in place to nurture candidates

you don’t hire immediately?

Nurturing FunnelThe best digital marketers understand they

are not going to convert every buyer in their first transaction.

Nurturing FunnelAnd recruiters need to think the same way

1. Create an email marketing campaign to regularly reach out to candidates

2. Encourage your managers to also reach out (personally to candidates)

3. Keep job postings up all year and maintain communication with (all) candidates

How to Nurture Quality Candidates

Key Takeaways1.Implement a nurturing campaign to keep candidates interested in

your company all year long

4. Delight

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HUPPSA!

HelpfulUpstandingPositive

PassionateSmart

Authentic

Final Thoughts

Thank you!

BASIC SLIDE TITLESample Content

getforgely.com

QUESTIONS?Don’t be shy.

Hiring in Today’s WorldMaria Mayorga, Director of StrategyCoalmarch Productions

[email protected]

linkedin.com/in/mariaemayorga

@mariamayorga1

Hiring in Today's Digital Age

Recruiting & HR