Join Alissa Bencks, VP of Organizational Effectiveness at Wonderlic and leading Recruiter Rick Powell in a joint webinar to learn how you can drive more candidates to each opening, 'sell' your company to top candidates, and create a positive brand image with your recruiting efforts this holiday season with 12 tips for a more impactful hiring process.

1. Our Gift to You
12 Tools, Tips and Tricks
for Recruiting in 2019
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2. ● Over 12 years of Talent Management
experience and has been with Wonderlic since
2011
● Focuses on building systems and processes
that unleash human potential and enable
people to do their best work
● Passionate about aligning people and work
Alissa Bencks
VP of Organizational Effectiveness
www.linkedin.com/in/alissa-bencks
Rick Powell
Talent Architect
www.linkedin.com/in/rickpowell
● Over 18 years of corporate recruiting experience
● Lead hiring of over 4000 professionals
● Passionate about building training and development
programs that engage employees

3. 12 Tools, Tips and Tricks
01. Identify Your Targets
02. Build a Farm System
03. Use Pep Talks
04. Throw in Some Humor
05. Use Social Media / Social Aggregators
06. Engage Candidates at the Mission Level
Agenda
07. Expand Your Brand (On Indeed)
08. Make Negative Glassdoor Reviews Work for You
09. Create Consistency Across Hiring Managers
10. Always Be Recruiting
11. Leverage Contingent Recruiters
12. Immediately Engage Top Candidates
Questions and Answers

4. 12 Tools, Tips and Tricks

5. Identify Your Targets
● Involve a Range of Employees and Create a Database of Top
Industry Competitors
● Pull in top employees who came from competitors and have a
coffee networking session to build a name list
– Do this for multiple companies and your employees
● Create a recruiting strategy to woo them away
– One way to do this is load LinkedIn profiles of these people
into a dummy job in Newton to track activity

6. Build a Farm System
● Create relationships with your favorite Universities and staff to find the
best new graduates for internships and upcoming openings
● This is a multi-year program so keep steady, don’t give up or skip
events and always be interviewing
● Create evergreen reqs for this in Newton
● At career fairs for students create fun swag, interactive screen time
and light verbiage that they ‘get’

7. ● Have a ‘Proactive Employee Referral Program’ to get the best talent
(connections to your existing employees) into your pipeline. Simply
offering a reward doesn’t cut it.
● Celebrate the new hire and gather everyone around on day one. Hand
the referral check to the receiving employee in front of everyone with a
gift card to take the new hire to lunch. Yes, give it to them on day one.
Getting the referral is their job, retaining them is the hiring managers job.
● Gamify it with tools like Newton’s Gravity app.
● Have a special, and double the bonus reward for a month making sure
you advertise to all.
● Sit down with the new employee in the first week and gather names.
Have a creative script to ask them questions.
Use Pep Talks

8. ● Interviewing is uncomfortable, unnerving and unknown. The best thing you
can do is make candidates comfortable through humor
● Add humor to your job ads, career site, interviews. Create video job
ads that are so funny people will forward them
● Start interviews with a light topic to make them comfortable and
relax them as you are trying to ‘find the best performer, not the
best presenter’
Throw in Some Humor

9. ● Have a junior Marketing person do social media for recruiting. Weave
recruiting and jobs into your corporate social sparingly
● Connect with large influencers to tap into their audience and promote in
a fun way to build followers and future employees
– This can be tied to the humor and pep talk for best effect
● Having tools spidering popular social media sites and consolidating for
you is key to success in this competitive market. Some of these are
Entelo, TalentBin, Hiretual and Connectifyer
Use Social Media / Social Aggregators

10. Engage Candidates at the Mission Level
● Collaborate to Create a Great Sell
● As you interview and screen candidates, it’s critical to help them
understand the vision and mission of the organization. Both sides need
to be confident that the role is a good fit. This should be reflected in
your job postings and descriptions
● What is your company pitch? Why would a top performer leave
their job to join you? Involve others and create a document to share,
everyone involved in the interview process can use this, especially
your recruiter.
● Teach your tech screeners to screen and sell. Document notes and
findings in comments and scorecards in ‘Newton’ to build on this info vs
repeating the same questions

11. Expand Your Brand (On Indeed)
● Featured Employer increased your brand’s visibility by 1,005%
– Featured Employer Views
162,889 (91%)
– All Other Brand Views
16,198 (9%)

12. Make Negative Glassdoor Reviews
Work for You

13. Create Consistency Across
Hiring Managers
● 83% of talent say a negative
interview experience can change
their mind about a role or company
they once liked
● 46% of candidates would sever
a business relationship due to a
poor candidate experience
● 87% of talent say a positive
interview experience can change
their mind about a role or company
they once doubted
● 74% candidate who rate their
experience as “great” say they’ll
definitely increase their employer
relationships by applying again,
referring others and making
purchases when applicable

14. Always Be Recruiting

15. ● Recognize the signs that you need to engage a recruiter early.
When there are a high volume of candidates, even for a highly
skilled job, you should start with your usual job postings
(to save your time and their time)
Candidates in the Information and Technology industry:
Leverage Contingent Recruiters
Director of Assessment - 93 results
Director of Sales - 45,268 results

16. Immediately Engage Top Candidates
● According to SHRM research, top candidates are typically hired
within 10-15 days
● “I was pleasantly shocked at how quickly I was having strategic
conversations with the talent acquisition team. It was obvious the
company had a clear vision and it was easy for me to determine the
alignment of my skills and passions with the company and role.”
– Jim D’Arcangelo, VP of Marketing

17. Learn More About How Wonderlic Can
Help You Use Data to Find the Best Fit
Wonderlic’s goal is to transform the lives of institutions
and individuals by matching talent with opportunity
using the best predictive, bias-free science.
Wonscore from Wonderlic helps companies hire better
by delivering predictive insights and data with simple,
intuitive assessment tools.
Contact us
sales@wonderlic.com
Visit us
www.wonderlic.com/wonscore

18. Learn More About How Newton Can
Help Streamline Your Hiring Process
Newton is an intuitive applicant tracking system
designed by recruiters. With built-in functionality
that allows you drive candidates quickly through
your hiring process, we’ll help you hire better
people – faster.
Contact us
sales@newtonsoftware.com
Visit us
www.newtonsoftware.com/demo-request

19. Questions and Answers