Yesterday’s Advisor began to cover Glassdoor’s recent webinar on The 7 Deadly Sins of Recruiting. Today, the two final sins from Glassdoor.
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6. This is basic marketing stuff, so I don’t need executive buy-in.
When it comes to making sure you have the best tools, data, and practices, it helps if you can get the executives on board. Glassdoor says that its clients regularly mention that executives in their companies don’t acknowledge HR and recruiting. Without recruiting, though, there would be no company. When it comes to getting your executives on board with your recruiting plans, Glassdoor suggests:
- Indicate to your executives that a marketing funnel and a recruiting funnel function similarly. Having the right tools and technology that support your recruiting funnel is very important.
- Make use of your partners for support. What your partners want is always of interest to the executives. They will also have suggestions about things you may not think about.
- Always keep the value of your recruiting plan at the forefront in any discussion with the executives. Companies that have a great employer brand save 22 percent on recruitment fees and, on average, save 50 percent on cost per hire. Express to the executives how good recruiting saves money and time; that’s what they really want to know.
Need to sell your recruiting strategy to management? Start on Wednesday, September 30, 2015, with a new interactive webinar, Talking Recruiting to Management: How to Get the C-Suite on Board with Your Strategic Recruiting Initiatives. Learn More.
7. If I build it, they will come.
- Give candidates content they can understand. Using social media oriented around a day in the life of the company gives candidates something they can easily digest.
- Make an application experience that is simple, easy to use, and that candidates won’t forget. Having a form that can be filled out on a smart phone, for example, with as few questions and pages as possible keeps candidates from wandering away if the process is too complex or long.
- Take the candidate’s perspective into consideration. Glassdoor’s studies suggest that employees want to know what makes your company a good place to work, what kind of compensation and benefits packages are available, and the company’s basic mission statement.
Finally, make sure you actually try your own application process to see where the hiccups are. Take the opportunity to trim down the whole process to its bare minimum.
The hiring process is just part of your overall recruiting strategy. In the war for talent, organizations must embrace network recruiting, focus on brand, candidate relationship management, referral recruiting, the data science of recruiting, and leveraging external networks. That means getting the c-suite on board. Fortunately there’s timely help in the form of BLR’s new webinar—Talking Recruiting to Management: How to Get the C-Suite on Board with Your Strategic Recruiting Initiatives. In just 60 minutes, on Wednesday, September 30, you’ll learn everything you need to know about getting your executive team on board with your recruiting efforts.
Register today for this interactive webinar.
Need your executives to back your latest recruiting strategy? Join us Wednesday, September 30, 2015, for a new interactive webinar, Talking Recruiting to Management: How to Get the C-Suite on Board with Your Strategic Recruiting Initiatives. Earn 1 hour in HRCI Recertification Credit and 1 hour in SHRM Professional Development Credit. Register Now.
By participating in this interactive webinar, you’ll learn how to:
- Tips for conducting a solid recruiting audit for your organization—what do you have, what do you need and what would you like to see it the future?
- How to define those needs and wants in a way that shows benefits for the overall company, not just another bell or whistle for the HR department
- The kinds of metrics you can track and incorporate that will get executives’ attention
- What typically turns the C-suite off when it comes to recruiting needs—and how to turn those potential landmines into opportunities
- A review of “executive speak”—how to speak the C-suite’s language in a way that will not only have it offering support, but turn it into a valued recruiting partner
- And much more!
Register now for this event risk-free.
Wednesday, September 30, 2015
2:00 p.m. to 3:00 p.m. (Eastern)
1:00 p.m. to 2:00 p.m. (Central)
12:00 p.m. to 1:00 p.m. (Mountain)
11:00 a.m. to 12:00 p.m. (Pacific)
Approved for Recertification Credit and Professional Development Credit
This program has been approved for 1 credit hour toward recertification through the Human Resource Certification Institute (HRCI) and 1 credit hour towards SHRM-CPSM or SHRM-SCPSM.
Join us on Wednesday, September 30, 2015—you’ll get the in-depth Talking Recruiting to Management: How to Get the C-Suite on Board with Your Strategic Recruiting Initiatives webinar AND you’ll get all of your particular questions answered by our experts.
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Train Your Entire Staff
As with all BLR®/HR Hero® webinars:
- Train all the staff you can fit around a conference phone.
- Get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow the presentation.