Understanding Your Ideal Candidates

Understanding your Ideal CandidatesPresented by: Paul Hebert and Andre Boulais

• All lines are muted to avoid background noise• Q&A will be through the ReadyTalk chat panel

and on Twitter using the hashtag #jvchat• Questions will be at the end of the presentation

Before we get started

Paul Hebert (@IncentIntel)• Interviewed by the BBC on executive motivation and pay• Columnist for IntrepidHR and contributing writer to Fistful of Talent blog• Host for the Enterprise Strategies Media Engagement Radio Show• Writer and founding member of the editorial advisory board at the HRExaminer

website• Quoted 3 times in USATODAY as an expert in incentives and channel travel programs• Contributing author of “Enterprise Engagement: The Textbook: A Roadmap to

Achieving Organizational Results Through People” • Contributing author of 3 books on social media “The Age of Conversation #1, #2, and

#3”• Social Media Editor for the Enterprise Engagement Alliance

Andre Boulais (@AndreJBoulais)Head of Engage Services for Jobvite Talent Acquisition leader with 10 years executive recruiting, management and strategyFormer Head of Global Sourcing during rapid growth cycle for the Salesforce Marketing Cloud • Saved $3.5M in 3 years from high-profile sourcing hires via Jobvite Engage• His outbound Sourcing team had a 46% response from passive candidates• Exceeding both Apple and Google’s Talent Acquisition teams by 50%

Public speaker and both nationally and internationally on social recruiting & talent sourcing best practices

Setting the Stage

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Talkin’ ‘Bout My GenerationGeneration Name Years Born Current Ages

The Silent Generation 1920s - 1940s 75 -95

Baby Boomers 1940s – 1960s Late 50s – Mid 70sGen X Late 1960s – Early 1980s Mid 30s – Late 50s

Millennials Early 1980s – Late 1990 Mid 20s – Mid 30sGen Z 1996 - ????? 20???

GenerationsUnlearning and Learning

What to unlearn

http://www.ftpress.com/articles/article.aspx?p=2416793&seqNum=4

Silent Generation Baby Boomers Generation X Generation Y

Core Values

Rule Followers Conformists, Discipline, Sacrifice, Duty, Hard Work, Responsibility,

Loyalty

Equal Rights, Equal Opportunities,

Personal Gratifications, Spend

Now - Pay Later

Diversity, Entrepreneurial,

Independent, Informal, Self-

Reliance, Cynicism

Overconfidence, Fun, Tolerance, Social, Tech

savvy

AttributesCommitted to employer, Financially conservative, Strong Work Ethic, Task-

oriented

Ambitious, Challenge Authority,

Competitive

Adaptable, Focus on Results, Free Agents, Self-Starters, Sense of Entitlement, Work to

Live

Attached to technology and

parents, Multicultural, Overindulged,

Innovative, Open to new ideas, Self-

Absorbed

Work Ethic

Dedicated, Work Hard and pay your dues

Driven, Quality, Long Hours

Balance, Work smarter not harder, Self-Reliant, Want

structure and direction

Ambitious, multitasking,

entrepreneurial

Technology Adapted Acquired Assimilated Integral

What to unlearn



Think work is... An obligation, a career An exciting adventure A difficult challenge, a "job" Like, really hard

What they bring to the workplace

Experience, dependable, disciplined, stable

Challenge the status quo, big picture, team

player, mission oriented.

Adapt well to change, determined, task

managers, multitaskers

Consumer mentality, collaborators, fast,

optimistic

Major problems they have at work

Don’t adapt well to change, avoid conflict, black and white

opinions

Expect everyone to be workaholics, don't like

change

Their cynicism can get really, really tedious,

impatient, lack people skills

Inexperienced, need supervision,

unreasonable expectations

Opinion of authority Respectful Impressed Unimpressed Indifferent

http://www.bankingexchange.com/management-topics/human-resources/item/5682-time-to-ditch-generational-thinking

• Born between 1995 and 2015

• Not just a birthright, but a choice

• Digital natives and/or “hyperconnectivity junkies”

• Technology is an invisible, ever-present part of their daily lives

• Accustomed to continual change

• Their expectations will radically change the business world

Gen Z is you and me

Leaders must be trustworthy

Everyone wants respect• Older individuals talked about respect in terms of “giving my opinions the

weight I believe they deserve”• Younger respondents say respect iz “listen to me, pay attention to what I have

to say.”

Nobody likes change• Research found people from all generations are uncomfortable with change• Resistance to change has nothing to do with age; it has to do with how much

you stand to gain or lose as a result of the change.

What to learn - All generations have similar values

http://www.amanet.org/training/articles/The-Myth-of-Generational-Differences-in-the-Workplace.aspx

Loyalty depends on context• Research shows the amount of time a worker puts in each day has

more to do with his or her level in the organization than with age. The higher the level, the more hours worked.

Everyone wants to learn• Learning and development were among the issues brought up most

frequently by all generations. • Everyone likes feedback.

What to learn - All generations have similar values

http://www.amanet.org/training/articles/The-Myth-of-Generational-Differences-in-the-Workplace.aspx

Real and unrealSometimes a choice not just a birthdayPart of bigger discussion and not the end game

Generations are…

Medium is the messageMarshall McLuhan

What to Learn and Focus on



How to communicate

One-on-one, "memo", good grammar

“Call me anytime!”, include in decisions,

emphasis on company mission

“Call me only at work.”, email, speak

their language, informal

“Text me.”, positive language, action

verbs, humor

Feedback and rewards

No news is good news, private recognition

Like monetary rewards and often

display all awards for public view, like

praise,

Want to be rewarded with time off, regular feedback, structured

coaching

Need frequent feedback, clear goals,

need/want recognition, flextime

Messages that motivate

“Your experience is respected.”

“You are valued and needed.”

“Do it your way.” "Forget the rules."

“This place is fun.”"You will work with

smart, creative people.

Understanding Your Company Culture

19© 2015-2016 Jobvite, Inc.

1 Generational differences aren’t enough when you’re building a balanced culture

Culture is the sum total of all employees

Employees are individual humans

MACRO Culture

Generational

Geographic

Department & Division

Company’s overall culture is the shared

elements of the micro-cultures

Overlap of Microcultures

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Understanding your culture is key to your competitors’ recruiting strategy

Understand Who You Are

Be Genuine

Play to your Strengths

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Why Should I Come Work for You?

© 2015-2016 Jobvite, Inc.

“45% of workers will jump ship for a new job even though they are happy in their current position.” - Jobvite 2015 National Job Seeker Report

“78% of business leaders rate retention and engagement urgent or important.” - Forbes

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Retaining top talent as important as attracting it

– User-centered Design– fictional characters

created to represent the different candidates

– Uses facts as well as educated guesses

– Creates a story about the candidate• History AND Future

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Building Personas

• Location• Age• Gender• Education• Relationship status• History of work• Interests• Anything else to round out the story

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Types of Elements to Consider

What are commonalities for top performers – are their similarities?– Education– Interests– Background– Etc.Are there elements of people who didn’t make it? Can we create a picture of someone who isn’t a good fit/perfomer?

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Research Your Company

Building a Team

First, create a foundation...

Then add the extras

Before choosing who…• Trust• Leadership/Direction/Mission• Defined Rules of Engagement

• Used to talk about roles – but we have a new world of transient leadership and multiple roles

• Ethics and Accountability• Freeloader problem

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Foundations

Diversity of thought and culture

Shared Experiences

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People Stuff

• Once personas are developed check team structure if you can• Do your teams show a distinct structure – do certain personas show up

in top teams vs. poor teams?• Think in terms of not only the persona that fits a role – but where that

role will plug into a team

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Review Teams


1.Research Your CompanyWhat are commonalities for top performers – are their similarities?

– Education– Interests– Background

Are there elements of people who didn’t make it? Can we create a picture of someone who isn’t a good fit/performer?

How Jobvite Understood PersonasHow to Hire for Skill AND Culture

For Jobvite each Hire is More than a ResumeWe want to understand who you are as a person

Are you an:• Innovator• Builder• Industry-leader• Blogger/contributor to your field

We utilize our own technology to do our homework ahead of interviews

41© 2015-2016 Jobvite, Inc.

✓ Social Media Profiles

✓ Personal Web Sites and Blogs

✓ Notes on Interests

Today’s Candidate is So Much More Than a Resume

✓ Social Media Profiles

✓ Personal Web Sites and Blogs

✓ Notes on Interests

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Today’s Candidate is So Much More Than a Resume


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It’s Imperative to Make an Impression When you Engage With Top Talent

How to Attract the Right PersonasMake a personal connection

• Have a Mobile-Optimized Solution

• Be where the Candidates Are

• Utilize Social Media

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Three Quick Tips to Attract Talent


46© 2015-2016 Jobvite, Inc.

Utilize Social Media to Connect Across a Variety of Personas

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Personalize how you attract and communicate with key personas

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Tailor Customized Web Page Campaigns to your Targeted Personas

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Make an Impression by Texting a Link to a Customized Web Campaign

● Your Employees are your #1 Marketers

● Employees already have 10x more followers than the brand they work for

● Brand messages reach a whopping 561% further when shared by employees on social than when they’re shared via official company social channels

Unlock Your Company’s Hidden Weapon

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Employ your Executives, Hiring Managers and Employees to Attract Talent

Recruiting web campaigns can be dropped into any employee’s LinkedIn page.

Within seconds, they become recruiters!

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Amplify your Message Via Social Media

Watch your #recruiting

efforts become the next hot

hashtag

Jobvite Engage is the Marketing Automation tool for Recruiters

55© 2015-2016 Jobvite, Inc.

“For us, Jobvite Engage is the most comprehensive, and overall most advanced platform for finding and managing the best candidates.

It's easy to post broadcast our jobs across a number of traditional and social media sites, manage in-bound talent, work together as a team to interview & assess candidates, and ensure the people applying for jobs have a smooth and awesome experience."

- Director of Talent Acquisition, Tenable Network Security

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Stop Looking and Make Top Talent Come to YOU!

“We’ve seen a major improvement in the quality of candidates we’ve hired since adopting this new and improved email recruiting strategy.”

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Tie Recruiting to Global Events to Target Multiple Personas

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No Small Results with Engage

“The possibilities for social media are beginning to become endless on what we can accomplish, and we've only just begun using it!”

--Talent Leader at Bankrate.inc

“FYI, I received my first employee referral through the system 45 minutes after I sent my first Jobvite!”

--Head of Talent at G.A. West

GroupM Asia-Pacific took home trophies at Human Resources magazine’s first Asia Recruitment Awards 2015, including the overall

Grand Winner

“Jobvite Engage has helped us craft talent communications in a way that’s exciting and dynamic for our recruitment team and

candidates.” - GroupM APAC Talent Leader

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Are You Ready to Reinvent Your Recruiting Playbook?

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Recruiting & HR

Understanding Your Ideal Candidates