HRdergi Istanbul 2015 Good to Great: The 6 traits of High Performing Recruiters

Good to Great

The anatomy of a world-class recruiter

Insights from Social Talent

Perform Research Data

#HRdergi

Johnny CampbellCo-Founder & CEO

@socialtalent

/johnnycampbell

Metric Driven Recruitment

Candidate Applications

Invited to Interview

2nd Interview

Offer

Accept

Start

Your standard

Recruitment Funnel

Candidate Applications

Invited to Interview

2nd Interview

Offer

Accept

Start

Lack of quality candidates

= bottleneck

Candidate Applications

Invited to Interview

2nd Interview

Offer

Inbound Recruitment Funnel

Career Website Visitors

Clicks on “Apply” button

100

5Low application volume

Average Conversion

Rate:

Potential Candidates Identified

Potential Candidates Contacted

Engage Candidates

Submit

Candidate Applications

Invited to Interview

2nd Interview

100

10

2

0.25 5

40

200

2000

Outbound Recruitment FunnelAverage

Conversion Rate:

Potential Candidates Identified

Potential Candidates Contacted

Engage Candidates

Submit

Your Goal:

100

95

70

16.6

Greater search accuracy

Effective messaging

Employer Branding

Granularly analyses recruiter web behaviour over time

2928 sourcers monitored 900 sourcers with performance data

Professional NetworksOther Social NetworksJob BoardsOthers

• Recruiters spend 7x more time (46%) on LinkedIn than all Job Boards combined (7%)

Recruiters’ Average Daily Web Usage

Average Daily Web Pages Visited

0

37.5

75

112.5

150

High Medium Low

Number of Web Pages Visited

High Performers spend 36% less time on the internet than

Low Performers

2

1 High Performers use the internet more efficiently

Average Daily LinkedIn Pages Visited

0

22.5

45

67.5

90

High Medium Low

Professional Networks (LinkedIn) Usage

Low Performers spend 60% more time

on LinkedIn than High Performers

2High Performers use LinkedIn less (but use it more effectively)

Searches Conducted

0

4

8

12

16

High Medium Low

Searches Conducted per day

High-performing

Recruiters conduct 65% fewer searches per day than Low-

Performing Recruiters

How can you perform better if you search less?

Java Developer

("java" OR "j2e" OR "j2ee" OR "jee" OR "j2me" OR "j2se" OR "javaee" OR "javabeans" OR "jdk" OR "jsp" OR "jboss" OR "jsf" OR "json" OR "jquery" OR "jvm" OR "javascript" OR "js" OR "node js" OR "apache" OR "beans" OR "corejava" OR "eclipse" OR "ejb" OR "grails" OR "gwt" OR "hibernate" OR "hibernateorm" OR "maven" OR "mvc" OR "objective c" OR "scala" OR "scripting" OR "servlets" OR "spring" OR "struts" OR "tomcat" OR "uml" OR "unit" OR "weblogic" OR "websphere")

("developer" OR "dev" OR "programmer" OR "devops" OR "develop" OR "developing" OR "development" OR "developed" OR "developpeur" OR "design" OR "designer" OR "desinger" OR "architect" OR "analyst" OR "coder" OR "coding" OR "consultant" OR "contractor" OR "engineer" OR "engineering" OR "entwickler" OR "expert" OR "eng" OR "enginer" OR "enginner" OR "entwicklerin" OR "ingenieur" OR "guru" OR "ninja" OR "ontwikke laar " OR "program" OR "programator " OR "programmeur" OR "programmierer" OR "programista" OR "software" OR "softwareentwickler" OR "technical lead" OR "utvikler")

3 High Performers spend less time searching

Advanced Search % of all Search

0

6.5

13

19.5

26

High Average

% Use of Advanced Search

High-performing Recruiters use

Advanced Search 4X more often than

average

Advanced Search % of all Search

0

3.75

7.5

11.25

15

High Average

% of Searches that contain Boolean

High-performing Recruiters use

Boolean 2x more often than average

4High Performers leverage Advanced Search & Boolean to be more efficient

Before 2pm

0

15

30

45

60

High Medium Low

High-performing Recruiters conduct less searches in the

morning (before 2pm)

What time of day do Recruiters Search?

If high performing recruiters are

spending less time searching in the

morning…

what exactly are they doing instead?

Source: Yesware, December 2013

5High Performers spend their mornings engaging with candidates

Social Media Visits (%)

0

4.5

9

13.5

18

High Medium Low

High-performing Recruiters spend 8x more time on social

sites

Use of Social Media

<500 Connections

0

15

30

45

60

Highest (>40%) Lowest (<10%)

Response Rates by size of LinkedIn Network

>2000 Connections

0

15

30

45

60

Highest (>40%) Lowest (<10%)

Response Rates by size of LinkedIn Network

Poorly networked recruiters are over

10 times more likely to have low response

rates

6 High Performers leverage Social to build trust

Hi Johnny,Your experience with Social Talent overthe last 5 years really made you jump offthe page when I viewed your profile...

Members with strong* networks report response rates 10X better than those

with weak* networks

* >2,000 LinkedIn Connections ** <500 LinkedIn Connections Source: Social Talent/ AMS Global Sourcing Survey 2014

Robert Cialdini: 6 Key Principles of Influence

Robert Cialdini: 6 Key Principles of Influence

1. Smart Sourcers use the web less (but use if efficiently)

2. Master LinkedIn, don't be a slave to it (under-performers waste 60% more time on LinkedIn)

3. High Performers Search less but search better (65% fewer searches)

4. High performers use Advanced Search & Boolean more (4X & 2X)

5. Engage in the morning & search in the afternoon to be successful (6am emails, 8am calls)

6. Use Social to build trust & reputation online (convert more candidates & improve responses)

RecruitLearn Perform