Demystifying the Recruiting Funnel

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DEMYSTIFYING THE RECRUITING FUNNEL Welcome to

Join the Conversation

#jvchat

Worked within HR and recruiting software for 10+ years

• Currently VP of Marketing at Jobvite

• Director of Marketing at SuccessFactors/SAP

Twitter: @matthewdsinger

M A T T S I N G E R VP of Marketing

#jvchat

MATT SINGER, VP of Marketing

AGENDA

Top-of-funnel •  Employment brand •  Sourcing Middle-of-funnel •  Candidate experience •  Hiring team engagement Bottom-of-funnel •  Onboarding •  Analytics

Conclusion

Recruiting is Marketing Recruiting is marketing.

THE COMPLETE RECRUITING FUNNEL THE COMPLETE RECRUITING FUNNEL

#jvchat

11% Visitors to Applicants

12% Applications to Interviewees

17% Interviews to Offers

89% Offers to Hires

0.2% Top-bottom

42 Days Average Time to Hire

59 Average # of applicants per req

THE COMPLETE RECRUITING FUNNEL

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THE COMPLETE RECRUITING FUNNEL

TOP OF THE FUNNEL Employment Brand and Sourcing

POLL QUESTION

Which section of your organization’s recruiting funnel do you think needs the most work?

•  Employment Branding •  Sourcing •  Candidate Experience •  Candidate Selection & Onboarding •  Overall Data and Insight

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EMPLOYMENT BRANDING

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said employment branding was the #1 factor in

considering a new job!

56%

Source: LinkedIn Talent Pulse Report, 2014

In Marketing, 60% of the decision making process is

complete before someone talks to us.

It’s not difficult to imagine the same for Job Seekers as more

information, reviews, and industry news is available.

Source: CEB (Corporate Executive Board) Study, 2012 #jvchat

TELL YOUR STORY

Figure out why your employees accepted the job at your company and why they’ve stuck around Try: •  Holding 1:1 interviews with

your top employees •  Surveying employees on a

regular basis

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PROMOTE YOURSELF

Get your employees engaged in the recruiting process through social media promotion •  Run contests for most posts or

re-tweets •  Broadcast the best social sharers •  Celebrate when referrals become

new hires!

#jvchat

Tenable, a software company based in Maryland, created a social campaign to attract people to their career site •  744 career site visits within their

campaign’s first 24h

•  Overall 215% increase in career site views through social media sourcing campaigns

215% INCREASE IN CAREER SITE VIEWS

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CRM SOURCING & RECRUITMENT MARKETING

Millennials hold 15-20 jobs in their lifetime.

Making the need to create and

maintain a relationship that much stronger

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The average millennial changes jobs every 1-4

years.

Which means you’re essentially building a

completely new company every 4 years.

#jvchat © 2016 Jobvite, Inc.

Nearly 75% of respondents expressed frustration at

marketing content not personalized to their interests.

Recruiting outreach should be

personalized too.

GET PERSONAL

#jvchat Source: 2013 Online Personal Experience study 

A passive pipeline starts with the

audience.

Using a CRM, or even an Excel spreadsheet of sorted contacts, is a great place to start.

#jvchat

Make sure to track and measure your top sourcing channels from LinkedIn to social media to career fairs

TIME TO START ACTIVELY SOURCING

#jvchat 2013 Online Personal Experience study

Employers who used social media to hire found a 49% improvement

in candidate quality over candidates sourced only through traditional recruiting channels.  

Source: Top Recruiting Statistics, http://blog.capterra.com/top-15-recruiting-statistics-2014/

With employees using Jobvite to share Talend’s content through their vast social media networks, the company saw a:

•  145% increase in referral hires •  67% overall increase in candidate

pipeline

145% INCREASE IN REFERRAL HIRES

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MIDDLE OF THE FUNNEL Candidate and Hiring Team Engagement

Optimizing the apply process Engaging hiring managers Improving the candidate experience

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POLL QUESTION

How long does it take to fill out your application? •  1-5 Minutes •  6-10 Minutes •  11+ Minutes

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LONGER APPLICATIONS – MORE DROP-OFF

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SOLUTIONS

Meet with hiring managers regularly Implement SLAs to ensure candidates don’t wait too long for next steps Use Jobvite’s Hiring Team app to make interview feedback quick and easy

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of candidates with a bad applicant experiences

would would never seek employment again

42%

would join companies that created great impressions, even if they offered salaries 5% below

the lowest acceptable offer

68%

BJ’s Restaurant re-structured their entire apply process •  Saw a 30% increase in

applications

•  Dramatically lowered their drop-off rate

•  Continued to personalize the application process with individualized follow-up questions and emails

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BOTTOM OF THE FUNNEL Onboarding and Analytics

POLL QUESTION

What percentage of new employees were disappointed in their decision to accept a job? •  2% •  10% •  35% •  50%

#jvchat

Half of new employees were disappointed in their decision

to accept a job

12.5% were failures within the first twelve months

#jvchat Source: Development Dimensions International’s global research survey

In an Aberdeen Group report, companies that excelled at

onboarding achieved a stellar 91% employee retention rate.

Compare that to the 30%

retention rate achieved by companies with less strategic

onboarding programs

#jvchat Source: Development Dimensions International’s global research survey

ANALYTICS

Measuring and assessing your funnel’s performance from employment branding to candidate selection will create a sustainable pipeline and funnel

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THE COMPLETE RECRUITING FUNNEL THE COMPLETE RECRUITING FUNNEL

#jvchat

11% Visitors to Applicants

12% Applications to Interviewees

17% Interviews to Offers

89% Offers to Hires

0.2% Top-bottom

42 Days Average Time to Hire

59 Average # of applicants per req

CONCLUSION

Facing a slowing economy? INVEST IN YOUR RECRUITING

•  Prove your team’s ROI

•  Educate your execs

•  Prepare for the unpredictable future

INVEST IN YOUR RECRUITING

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SUMMARY

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You can start tackling gaps in your recruiting funnel

CRM and Sourcing – Start building a list in Excel of interested contacts, using tags to segment them

Recruitment Marketing – Map out target candidate profiles, execute simple but personalized mail-merge email campaigns

Hiring Manager/Candidate Engagement – Host monthly or quarterly 1:1s with your top managers, implement an employee referral incentive program

Analytics – Create simple dashboards of your most important metrics like time-to-hire or new jobs created

Q&A

@matthewdsinger

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