Too often, recruiting is a reactive game instead of proactive. By examining the gaps in your funnel, you’ll improve each phase of the recruiting strategy from employment branding to the hire. Join us on Tuesday, June 14 as Matt Singer, VP of Marketing at Jobvite, dives into data from our own database of 45 million job seekers and thousands of our own customers. He’ll show: Why employer branding is the first step in building a positive application process. How to convert more job seekers to applicants by a deeper analysis of your job ads. Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI.

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Frequently
Asked
Ques6ons

7. DEMYSTIFYING THE RECRUITING FUNNEL
Welcome to

8. Join the Conversation
#jvchat

9. Worked within HR and recruiting
software for 10+ years
• Currently VP of Marketing at
Jobvite
• Director of Marketing at
SuccessFactors/SAP
Twitter: @matthewdsinger
MATT SINGER
VP of Marketing
#jvchat
MATT SINGER, VP of Marketing

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

11. Recruiting is
Marketing
Recruiting is marketing.

12. THE COMPLETE RECRUITING FUNNELTHE 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

13. THE COMPLETE RECRUITING FUNNEL
#jvchat
THE COMPLETE RECRUITING FUNNEL

14. TOP OF THE FUNNEL
Employment Brand and Sourcing

15. 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
#jvchat

16. EMPLOYMENT BRANDING

17. #jvchat
said employment branding
was the #1 factor in
considering a new job!
56%
Source: LinkedIn Talent Pulse Report, 2014

18. 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

19. 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
#jvchat

20. 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

21. 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
#jvchat

22. CRM SOURCING &
RECRUITMENT MARKETING

23. Millennials hold 15-20
jobs in their lifetime.
Making the need to create and
maintain a relationship that
much stronger
#jvchat

24. 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.

25. 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

26. 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

27. 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

28. 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/

29. 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
#jvchat

30. MIDDLE OF THE FUNNEL
Candidate and Hiring Team Engagement

31. Optimizing the apply process
Engaging hiring managers
Improving the candidate
experience
#jvchat

32. POLL QUESTION
How long does it take to fill
out your application?
• 1-5 Minutes
• 6-10 Minutes
• 11+ Minutes
#jvchat

33. LONGER APPLICATIONS – MORE DROP-OFF
#jvchat

34. 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
#jvchat

35. of candidates with a bad
applicant experiences
would would never seek
employment again
42%

36. would join companies that
created great impressions, even
if they offered salaries 5% below
the lowest acceptable offer
68%

37. 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
#jvchat

38. BOTTOM OF THE FUNNEL
Onboarding and Analytics

39. POLL QUESTION
What percentage of new
employees were disappointed in
their decision to accept a job?
• 2%
• 10%
• 35%
• 50%
#jvchat

40. 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

41. 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

42. ANALYTICS
Measuring and assessing your
funnel’s performance from
employment branding to
candidate selection will create a
sustainable pipeline and funnel
#jvchat

43. THE COMPLETE RECRUITING FUNNELTHE 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

44. CONCLUSION

45. Facing a slowing economy?
INVEST IN YOUR RECRUITING

46. • Prove your team’s ROI
• Educate your execs
• Prepare for the
unpredictable future
INVEST IN YOUR RECRUITING
#jvchat

47. SUMMARY
#jvchat
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

48. Q&A
@matthewdsinger

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