Category Archives: Recruitment Marketing

How Big Is Your Hotel Room? Measuring your HR Influence! #SHRM17

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Just got off the spring HR conference season, although it seems like the HR/TA conference season is now never ending. It used to be the conference season for HR and TA conferences were spring and fall, with the one outlier being SHRM National at the end of June. Now, you can go to a conference in any month of the year!

As one of the many people in our industry that writes, speaks, etc. Some folks would consider me a person who has some influence in the space. I certainly don’t have the most influence, but I do okay. My wife likes to call me a ‘micro-celebrity’, meaning I have about 23-ish HR pros around the world who know who I am, and might want a hug when they see me!

When you go on the HR/TA conference circuit, as an influencer, you get humbled very quickly, as you run into conferences where your influence is minimal, and come conferences where you’re the rock star. I just came back from a conference where I was humbled, so I wanted to share how you can tell your value at a conference as an influencer!

It’s the size of the hotel room they give you!

Let me break down the ratings of Influence “5” being the highest influence, “1” being the lowest influence in the HR space:

Level 5 HR/TA Influencer:  You’re in the suite life! Gerry Crispin is a level 5 influencer! I was at a conference with him recently and his “room” was actually 4 rooms with a breakfast nook, two fireplaces, and a hot tub! That’s influence! We won’t talk about my room as compared to his! Level 5 Influencers also are picked up at the airport by someone holding a sign with their name on it. Probably have a gift basket in their room that includes something cool like a pair of Beats by Dre or Oakley sunglasses or something. Most level 5 influencers do not attend conferences for free, many of these gigs are paid gigs. (I’m not saying Gerry was paid, just that those at level 5 can get paid if they desire)

Gerry is a level 5 influencer because TA buyers listen to what he has to say. If Gerry says buy “X” software/product, people will buy. If he says “Y” software/product is crap, people won’t buy. Don’t tell me you’re a level 5 influencer without being able to move the market!

Level 5 HR/TA Influencer upgrade moment – Kyle Lagunas had a giant suite on top of the Bellagio in Vegas this year. I got invited. It was HR nerds acting like rappers, and it was awesome!

Level 4 HR/TA Influencer: You get to stay at the same hotel as a Level 5 influencer but you don’t get the same room! You probably don’t get the private ride to your hotel from the airport, but they’ll send you a note on what shuttle to take, you might even get the gift basket, but you will never get the breakfast nook! Level 4 and 5 influencers also are personally invited to these conferences, they never have to ask to attend. You’ve reached a certain level when you’re no longer begging to come to an event and work for free!

Once you reach level 4 you start getting invited to private dinners with vendors. Really nice meals at restaurants you would never go to unless someone else was paying and ordering drinks you wouldn’t if you were paying the tab.

Level 3 HR/TA Influencer: Welcome to the Hampton Inn, are you a Hilton Honors member? If so, we can get you a free bottle of water and move you to the top floor! Level 3 Influencers have made it to the land of not having to pay their own way to a conference, congratulations, that’s actually a huge step! The expectations though for this honor will be you’ll be writing, tweeting, IG’ing, Facebook live’ing, Snapping your life away for two straight days. It’s a big step to reach level 3, but that step comes with a lot of work conference organizers expect from you. At level 3 you’re probably booking your own hotel, flight and sharing an Uber to the event. But, you can turn those expenses in and get reimbursed.

Most likely at level 3 you probably had to ‘apply’ to attend the conference. Someone took a look at your name and others who applied and determined you carried enough influence to make the ‘list’. No one was contacting you asking you to come, but to be in the game, you must play the game! Level 3 influence comes with VIP access to the big HR parties, which usually means you don’t have to stand in line!

Level 2 HR/TA Influencer: You’re paying your own travel, but enough level 3-5’s didn’t want to come to our event, so we’ll give you a free pass to get in! With this free pass, we’ll make you dance like a monkey and do anything else we ask. Where a t-shirt with your logo? Sure! Many level two’s will bunk up in a two queen room. I once asked Kris Dunn if he wanted to share a room and he wouldn’t talk to me for a month! He was definitely not at level 2!

Level 1 HR/TA Influencer: At level 1 you’re paying your own way for everything. Travel, conference admission, etc. You’re probably sharing an Airbnb with other level 1’s and 2’s to help offset the cost, but you’ve got a dream, the Gerry Crispin 4-room suite dream! Plus, you can probably make at least a meal or two from snacks and candy given out at expo booths, and some giant HR vendor will have a huge party you can attend with the rest of the heard!

Some vendors completely screw themselves when they don’t understand the levels! If you’re a level 5 and a vendor treats you like a level 3, you can best believe you’ll never go back to that event! But, if you treat a level three, like a level 4 or 5, you just created an influencer friend for life! It works both ways!

The key for vendors is to try and get the most value for the level. It’s Moneyball! I want an up and coming level 3, who will probably be a 4 or 5 soon, to be at my event! I can get level 4 or 5 influence, on a level three budget. The hard part for all vendors is understanding who actually has real influence and who’s just pretending. Since I wrote the HR/TA Influence levels, I’m putting myself down as having some influence! 😉

The Best Recruitment Marketing I’ve Seen in Years! #VueDD17

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Okay, the last post from HireVue’s Digital Disruption, but it was something I had to share! TA leader Molly Weaver at Children’s Mercy Hospital in Kansas City is killing the game! If you do an interview with Children’s on the HireVue platform, they have actual kid patients ask you the interview questions via video!

I shared one on Twitter this week under the #VueDD17 stream and I haven’t been able to get those actual videos to share, but here’s one you can get a taste of how Children’s recruitment marketing is just amazing:

You’re in 2017. Molly and the TA team at Children’s is in 3017!

Seriously, talk about driving culture through your hiring process! It’s hard not to get emotional watching these kids ask you screening questions and then you have to go answer it!

This one single idea is the best recruitment marketing I’ve seen in years.

Imagine how you could take and use this idea in your own TA shop. Casual dining, go have actual guests ask the questions for your server screening questions. Get some half-drunk guy at the bar to ask bartender questions! (okay, just kidding!)

Go connect with Molly, she’s a brilliant TA leader and if you’re at CHRO in healthcare with a crappy TA team, back up a dump truck of cash on Molly’s door and talk her into coming over to your team!

Besides transforming their screening and interviewing, Molly’s team also added in HireVue’s “Introduce Yourself” tool that gives every possible candidate to your organization the ability to tell you who they are and why you should hire them.

Molly had some awesome stories of finding and hiring candidates from this tool that they might never have found without it. Some of these folks applied to jobs at Mercy several times and never made it past the first stage. Also, an amazing 28% of these hires were diverse candidates!

Before you say you don’t have the resources to do all this awesome stuff, know that Molly and her team did this on a shoestring budget! Found the kids on their own, filmed them, kept it as real as possible, and it’s brilliant!

Really amazing stuff, I’m starting the Molly Weaver fan club, let me know if you want in!

Should Talent Acquisition Be Driving Revenue in Your Organization? #VueDD17

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I’m on a plane flying back from HireVue’s Digital Disruption in Park City, UT this week. Really well-done user conference which is more non-user conference than user conference. Agenda loaded with great TA content, a ton of really high-level TA leaders in attendance to drive great conversation and almost no product pitch!

One of the panels they had took a strange turn down the path of whether or not, as part of a great candidate experience, TA should be making consumer offers within the apply-hire process. Basically, everyone on the panel (all retail of some sort) were really excited about their ability to drive increased revenue by sending candidates consumer offers during the hire process.

“Hey, Mary, thanks for applying for the Manager of Accounting on Wednesday, we hope to get back to you soon on the next steps! In the meantime, please feel free to use this code for 35% off regular price merchandise at the Shoe Barn!” 

My first reaction was horror!

The last thing I need my TA leaders concentrating on is driving revenue. I need talent. Figure that out and then let’s talk about you and your sales capabilities!

But the more I thought I about it, the more I think I’m on the wrong side of this!

If you’re in the business of making money to stay in business, shouldn’t every single part of your organization be focused on driving revenue? I think so. Profit or Non-profit, I want an organizational culture that is about maximizing revenue so we can better serve our mission, whatever that might be.

Can TA drive revenue through candidates? Yep. The bigger your are, the more opportunity you have. Clearly, retail, dining, etc. probably have a better chance of being more successful at this task.

Word of Caution: If you want to leverage candidates to drive revenue you better first have your candidate experienced buttoned up end to end! You can’t be awful at candidate experience and think your discount offers are going to play well when the candidate is pissed off because they never even heard if you got their application!

Bad candidate experience will more than likely lead to a bad consumer experience. So, don’t think that offering a ‘Free Appetizer” to candidates who got turned down are going to make them feel better about not getting the job!

The panel offered up a great suggestion to where these offers probably fit best – after the first interview. This goes out to those candidates who you felt were worthy of the next step, give them a little thank you and an opportunity to experience your organization on the consumer side as the process moves forward.

All of these offers can be tracked and TA can actually show how much revenue they are driving to the top line of the organization. Don’t gloat too much about your $250K in revenue you gave away at a 35% discount. That margin is low, but revenue is revenue, and besides Ops, no one else in the organization can say they added to top line sales!

I actually asked one of the HireVue product people if they would be willing to tie a data point to candidates who buy the most on one of these offers! They laughed in my face! But think about the slippery slope this creates.

I want to hire ‘fans’ of my brand. My biggest fans probably spend the most in buying stuff from my brand. So, if I can offer applicants a code to buy, why wouldn’t I want to talk to the suckers candidates who bought the most!?!

Food for thought Revenue Driving TA Leaders!

The Top 7 Sources of Hire for 2017!

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Silkroad released their annual Sources of Hire 2017 report and I always love looking at big sets of data around the source of hire because I think the vast majority of organizations are misallocating their talent acquisition resources in a big way, and this data just gives me more evidence to point to!

Check out this chart:

So, it looks like Employee Referrals remain king! That doesn’t surprise anyone, what should be surprising are two items from this list:

1. Organizations are wasting more time on Indeed than any other place. 2nd place of a waste of time is LinkedIn. What? If the vast majority of your interviews are coming from Indeed, but a much smaller percentage of your hires are coming from Indeed, you have a misallocation of resources. LinkedIn has the same thing happening but from a much smaller overall number.

2. CareerBuilder is exponentially a better overall value than LinkedIn, but when I ask most companies to give me their #1 spend LinkedIn is almost always their largest single purchase when it comes to the source of hire, even though it’s #7 overall.

So, what does this data tell us?

First, if you are not investing in automating and increasing your employee referral program, you should probably not hold a TA leadership position at any company in the world. I find most organizations spend the least amount of money ‘marketing’ and ‘automating’ their referral program than any other single source they have. Yet, it’s their number one source and their number one quality of hire source.

Second, Indeed does drive a ton of traffic, and for many companies that’s organic (free) traffic, so you can’t beat that. It’ll be nice to see if Google Jobs changes all of this when it’s fully live. You should see a traffic shift from Indeed to Google as a source of hire. But, this doesn’t mean Indeed will go away. Just like the job boards, people will find value and talent at Indeed.

Third, if you’re single biggest spend is on LinkedIn, yet, it’s not your single biggest source of hire, you’re being taken. By whom? Most likely your recruiting team who claims LinkedIn is awesome when it’s really not that awesome, for you. If your hires per source and cost per hire per source work out that LinkedIn is number one for you, great! Spend more! This data shows it probably won’t.

Lastly, you should be striving to make your sources and interviews be fairly equal if possible. If you’re interviewing a ton from a source because you get great traffic, but you don’t make many hires, it’s a greater waste of time than those sources where you get a high interview to hire ratio.

One final cool stat:

3:1  

14 Million applicants, 655,000 interviews. This data tells us what the magic number is that we already all know, it takes three interviews to make one hire.

Feels right, doesn’t it?

Why Am I Being Ghosted After I Interviewed?

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Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve gotten no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

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Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because conflict in uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates is a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their head in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you? 

Here are a few ideas to try if you really want to know the truth:

1. Send a hand written letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 140 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company who truly values you and your talent! If the organization and this manager treats candidates like this, imagine how you’ll be treated as an employee?

 

Cybersecurity is Teaching Organizations How To Fix Their Talent Shortages

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Cybersecurity jobs are the hottest thing on the planet. Hackers out to do bad are growing as fast as the need to combat them and at this moment the bad guys are winning!

Every single organization I speak with have needs for Cybersecurity talent, or they are in denial of their needs for Cybersecurity talent!

Here’s the main problem, there are basically very few formal programs teaching cybersecurity. You can’t go to your local state college and get a degree in Cybersecurity. Even if you’re lucky enough to have a program like that close, this is such a ‘new collar’ field that the supply can not even come close to keeping up with demand.

So, what are organizations to do?

Build your own! Old school is the new black! Remember when if you needed an Electrician, no you wouldn’t because it’s been decades, you wouldn’t go hire one, you would hire an ‘apprentice’ and basically teach someone how to be an Electrician, and for this training they would give you 35-40 years of great service and you would give them a Timex gold watch and a bad back!

Remember when if you needed an Electrician, no you wouldn’t because it’s been decades, you wouldn’t go hire one, you would hire an ‘apprentice’ and basically teach someone how to be an Electrician, and for this training they would give you 35-40 years of great service and you would give them a Timex gold watch and a bad back!

Cybersecurity is bringing back the modern day equivalent of solving a talent shortage by having organizations actually solve their own problem, and not wait for higher education to catch up and fix the problem.

The new modern day fix to labor shortages involve a number of things the personnel departments from the 1960s and 70s didn’t have, but in some ways are still trying to catch up with a modern equivalent of the old apprentice programs.

IBM is on the forefront of building their own Cybersecurity workforce and they’re basically giving you the blueprint to do this on your own.

Steps you should be taking to build your own talent:

Step 1 – Reexamine your workforce strategy. You better know what skills you need three to five years down the road, you’re too late for the skills you need right now. The only way to solve that current problem is through a big checkbook because you will have to pay your way out of that problem!

Step 2 – Get really close with your community. You’re going to need training help, so start investing in programs at the high school and community college level. Your money goes further in these places than at State U., and you’ll have more direct control. You need to build a recruiting base.

Step 3 – Own the local talent pool you need most. If there are local groups, you support them in every way they need. Bring in national level development opportunities for those skill sets and give it away for free. Build a complete talent ecosystem with you at the center. This isn’t to say you won’t let others in on your market, let’s face it, it’s simple supply/demand economics. If you’re all building this talent, the overall price will come down!

Step 4 – Build Apprentice 2.0 for your Company. This is heavy lifting and hard work, but it’s the only way you can fully build the talent you need. This means great training, mentoring, hiring manager and peer ownership, continual development and upskilling, etc. The difference between old school apprenticeships and new school is you can’t just grow them and forget about them, or they’ll just leave you and waste your investment.

Step 5 (but should probably be #1 but you wouldn’t have paid attention to it!) – Forget about 4-year degrees! Your unfounded need to have college graduates in every role is silly and now hurting your company. IBM has shown you don’t need to be this ‘traditional’ peg to fit in the round hole. You can actually redrill the hole in any shape you want if you find the right attitude and willingness to learn.

But, Tim, we don’t have the money for this!

You will either pay for this, or you’ll pay at least 40% more to lead the market in wages and steal talent. I tend to believe this is the cheaper and more effective outcome because if you grow your own talent from puppies, they tend to be really, really good at your business and your problems. Hired guns might have talent, but you still have the issue of getting them up to speed at a much higher cost.

Hyperlocal Hiring

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The BLS reports that 80% of hourly workers live within 5 miles of where they work. Snagajob’s 2017 State of the Hourly Workforce survey found that 70% of our hourly workers refuse to commute more than 30 minutes to work. When you take a look at your own total workforce, my guess is you’ll find the vast majority live very close to your place of employment.

Blue collar, white collar, it doesn’t matter. People would prefer, for the most part, to live fairly close to work so they don’t waste a ton of time commuting. Commuting hours are for the most part one of the biggest drags on balance. Sure you can be productive on your commute, but it’s not really what you would prefer to be doing!

I’m wondering what it would be like if an organization started “Hyperlocal Hiring”? What if you only hired people who were willing to live within 1 mile of your place of employment? Maybe 2 or 3 miles, but not more, the idea is you could walk or bike to work in a reasonable time.

I know of some local government services that already require this in certain positions. I knew a Fire Chief who worked for a city and one requirement of the job was he had to live within the city limits. This was a rather small town, so he was within that 3-mile distance for sure!

Play along with me for a second!

We already know that the millennial and GenZ workforce like to work for companies that have community involvement. If your employees work in the communities they live in, it makes it pretty easy for organizations to truly support their local community. High engagement equals longer tenure, increased productivity, etc.

The Advantages of Hyperlocal Hiring:

– Hyper-short commutes give employees better work-life balance

– Living close to co-workers build more natural, deeper relationships (if you have a best friend at work…)

– Working and living in the same community gives you a stronger tie to both, increasing tenure.

– It would seem the living/working in close proximity would drive a stronger culture as well.

Okay, I know you’re already poking holes in this theory, but just imagine this for a few minutes on the positive side. It could be extremely cool!

I’m sure an organization with 10,000 employees couldn’t pull this off as it would be super difficult and expensive to have housing for 10,000 employees in a mile or two radius of your place of employment. SMB organizations, on the other hand, could use this as a huge advantage in hiring and attracting that younger workforce. Of course, this also works better in urban settings, but I could imagine a billionaire building their own city!

Dan Gilbert, Quicken Loans founder, basically went up and bought much of downtown Detroit and then moved this headquarters there. 5,000+ employees, modern company, downtown Detroit! If you don’t know the area, you either live a mile or two from the headquarters, or you drive out 30 miles to the suburbs.

There’s nothing that stops you from making a proximity of where someone lives a condition of employment. As long as it’s contractually agreed to up front, you would be fine. You can’t go tell someone they’ll be fired unless they move closer to your office, but new hires coming in can have this condition.

I know most of us would say, well, you’ll limit your candidate pool, so you just can’t do this. That’s my point! I want to limit my candidate pool to others who share this vision with me. To work and build a community in a micro-community with all of us involved! Yeah, Hippies! Come join the commune, but in a very modern, free-will, capitalist sense of being!

What do you think? Would you ever want to be Hyperlocal employee?

‘Divided America’ is a myth – @Jobvite 2017 Job Seeker Nation

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Jobvite does an annual study called Job Seeker Nation where they go out and survey over 2,000 Americans. The data is fascinating from an employee and candidate perspective. This year’s study found that 80% of Americans believe the country is divided, but when you dig into the detail of their responses, you find that’s not really true!

Sure, at a high level you have Dems and Repubs. Rich and Non-rich. Big city and country. Anything from far enough away can be divided into two sets. But, when you really dig into individual beliefs, you find that Americans are that different in their beliefs.

You can access the free, 35-page report from Jobvite!

Here are some of the highlights I pulled out of the data:

– Women negotiate less than Men for salary increases. We’ve known this for a while, but the data also showed that 87% of men who negotiate get a higher pay, and 80% of women who negotiate get higher pay. So, what does this tell us!? HR pros and Hiring Managers are awful negotiators! Also, it’s a candidate market! So, negotiate!

– 68% of job seekers do not believe Diversity is very important when selecting an employer. Only 36% of Women believe it’s very important, 60% of African Americans believe it’s very important. This isn’t to say that the majority don’t find diversity important, it’s saying that most candidates actually find other things more important!

– The lower you get paid, the less loyal you are to your employer. I think we all can understand the psychology behind this. If you have a great paying job, you’re probably more likely to be loyal to help keep that job. If you’re paid like crap, you probably don’t care as much about keeping that job.

– 46% of job seekers find it harder in 2017 to find a job, than in 2016. I found this unbelievable! I can walk outside of my office, right this moment, and within a quarter mile find at least ten business begging for employees. There are more jobs than job seekers, so why is it more difficult for almost 50%!?

– Get used to Hyper Job Hopping. 46% of Millennials will change jobs every 1 to 3 years. So, those hiring managers who have job hopper-itis when it comes to looking at resumes better get over it! That being said, I still don’t buy into the candidates who’s jumping a new job every year.

– Cover letters are dead. 58% of younger workers did not submit a cover letter on their most recent job application, but 26% of recruiters still view cover letters as critical to their decision to hire. That means 1 out of 4 of your recruiters have no clue at what they’re doing!

– You have a 13 times better chance of getting a job through a referral than applying on a job board. 13 times! That’s no joke. If you really want a job, find a referral, work your network, stop applying!

– 28% of younger workers analyze your company culture using Instagram. Candidates believe IG gives them better insight into your true culture over your career site.

I could go on all day with this stuff, I barely scratched the surface of what’s in this report. Go download it for yourself. We’ll basically be seeing screenshots of this study in every conference PowerPoint for the next twelve months!

Three overall key takeaways I took from the study:

  • We are more alike than different when it comes to being job seekers
  • Companies have shaped the behaviors of job seekers more than job seekers are changing company behaviors related to job seekers
  • If you hang onto your old ways of treating job seekers, you’re only hurting your own organization, not the job seeker

 

Why Hasn’t Employee Referral Automation Caught on? #SHRMTalent

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I spoke at SHRM Talent this week. One of the best corporate recruiting conferences around. Many people don’t believe me when I tell them, but the content, speakers, and audience are really engaging.

TA Tech companies and vendors haven’t caught on yet to the new SHRM Talent. Most corporate TA pros I spoke to might not have million dollar budgets to spend, but every one of them had decisions making over tens and hundreds of thousands of TA budget dollars!

It’s becoming one of the favorite conferences because the audience of corporate TA pros and leaders are very open to wanting to learn and get better. Their questions are genuine and the truly want to learn how to improve recruiting and talent attraction in their organizations.

One topic that I bring up during my sessions as the most under-utilized TA technologies on the planet is employee referral automation. Jobvite created the space, others followed, like RolePoint, Zao, Gooodjob, etc. Still, main stream corporate TA tech in mass aren’t using employee referral automation. It’s one of the great mysteries in the TA space for me!

When you ask corporate TA pros and leaders what their top source for talent is, employee referrals will always come in the top 3. When you ask what is the highest quality of hires by source, employee referrals are almost always number one! When you ask how much money have you invested in increasing employee referrals, it’s almost always $0!

So, help me out, what am I missing?!

The SHRM Talent audience told me I wasn’t missing anything, they just simply didn’t know this technology was available to them! Jobvite was in the expo hall, but mainly they were selling ATS, not employee referral automation (huge miss, but I know ATS margins are bigger than employee referral automation!). 97% of my audience weren’t using this tech, but almost all had an interest in learning more.

It’s really a zero-budget buy for most companies! If you use this type of technology you can basically get rid of your referral bonus program and your numbers will still go up on employee referrals. So, there’s the money you need to buy the tech that will put your employee referral program on steroids!

Truly, the bonuses per referral are not needed! You will have to actually begin recognizing those who do refer in your company, but almost all employees will refer people to your organization without a monetary gain! Also, increasing bonuses does little to actually increase the number of referrals you get.

So, why isn’t the vast majority using this tech?

First, they aren’t being sold this technology. Most corporate TA pros and leaders buy because of what is being sold to them, not necessarily what they need.

Second, I’m guessing the companies that sell this tech are for the most part fairly weak at marketing because it seems like a pretty easy sell to the groups I have in front of me!

Third, most corporate TA pros and leaders just have no idea this tech is even on the market for them, and if they do, they believe it’s too expensive to purchase.

They’ll spend a million dollars on LinkedIn and Indeed, but not $50,000 on technology that gives them more hires of their highest quality source?! There’s a major disconnect here on both sides of the market, which means there’s a giant opportunity for a company with a great brand with great tech that can make it simple for corporate TA leaders.

 

 

7 Ways to Increase Your Hourly Hiring!

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In 2017 there will be over a thousand webinars on how to hire more IT talent, 15,285 blog posts on how to hire more IT talent, 100s of new technologies will be released on how to hire more IT talent. You won’t see a fraction of that help when it comes to hiring Hourly Workers!

Why?

The majority of hiring done on a daily basis by most companies around the world is in hiring hourly workers, yet almost no one spends time on how to make this easier or do it better. This webinar is designed to help our brothers and sisters in the trenches who are out there every single day, doing all the dirty work in their organizations. Those recruiters and talent leaders who are responsible for hiring the masses!  

Tim Sackett loves the people! (and apparently talking about himself in the third person!) The real people, who go to work every single day and keep our organizations running like a well-oiled machine, not those pretty boys sitting behind a computer screen who have no idea what we really make and do on a daily basis!

Can you hear that music playing in the background? “America, America, God shed His grace on thee…” (Okay, I’m off my rocker, but you get it, I love this stuff!)  

What you’ll learn from FOT’s first webinar on better hourly hiring:  

–7 things you can start doing to increase and simplify hourly hiring in your organization

–3 ways top organizations are leveraging technology to do massive (over 1,000 hires per year) hourly hiring

–Pitfalls most organizations fall into when hiring hourly workers, and what you can do to make sure you don’t go down this path  

Smashfly, the world’s best recruitment marketing platform, is the sponsor for this FOT webinar.  So, you know we’ll be discussing the benefits of utilizing CRM technology in mass hiring, along with so many other tips, tricks, and techniques.

Joining me on the webinar will be my special guest, friend, and HR Influencer, Robin Schooling, VP of HR from Hollywood Casinos, who every day is in the weeds with her team in hiring the best hourly talent!

Register today! Thursday, April 27th at 2 pm ET!