The Best Tips for Small Business Hiring

Our objective: to share insights on recruiting talent to small and mid-sized businesses

[00:00:03] I want to welcome to today's web cast. My name is Stephanie and I'm here with my partner in crime Alison Shadman to share with you some of the key talent trends we're seeing plus some recruiting tips and best practices. Well a little bit about me here I create content. So blog post infographics ebook tipsheet you name it. Basically a lot of great content that helps you be more productive and successful. Hi there. My name is Alison Shadman.
 
[00:00:30] I've been a researcher at LinkedIn for over three years now and before that I was in the market research world for over five over the past year that LinkedIn is focused on uncovering trends in the recruiting industry including what's on the minds of candidates today.
 
[00:00:46] So the purpose of today's session is to share its views from the new research that Alison has done that will help you be more strategic in your talent accession and recruiting strategies. So today we'll cover new data about professionals who are interested in working for a small and mid-sized business. Specifically what these candidates want to know about your company and jobs and where to find these candidates along their job seeking journey. And based on all these insights you'll learn tips and tricks that will help you recruit talent better and faster and ultimately get candidates to apply to your job.
 
[00:01:22] So as a researcher I would love to start with to understand where the data actually from. So in order to build the story we conducted two very different surveys and one of them we talked to over 21000 Global Professionals who said they were interested in working at a smaller medium sized business.

[00:01:42] In another survey we talked to over 700 professionals who actually recently moved from a large company into a smaller one. Earlier this year we talked to professional all over the world in all industries of professions and in like 39 different countries all over the world. What did we ask them.
 
[00:02:02] We ask these professionals all sorts of questions around how open they are to new jobs what they want to learn about different companies when applying for jobs what resources they might have used etc. and from what the survey data we were able to learn some very interesting information.

Turns out if you’re a small business, almost everyone wants to hear from you

[00:02:55] What we actually discovered is we wanted to dig into who those 21000 people are who say they who say they're interested in working a small business. What did we learn about them compared to people who say they are not as interested in working in a small business.
 
[00:03:11] So we found out is professional to showcase interest in small business are more likely to skew younger and more junior level and also currently at a small business.

[00:03:26] So knowing all of this we know people are interested in an interest in a small business but do they actually want to know about your company. How can we guide them in providing the appropriate information.
 
[00:03:39] So I think for they want to know almost everything.

To recruit more candidates, show off your company culture and maintain good communication

[00:03:47] Remember those who move from a large company to a smaller one we asked them about the barriers they face when they switch jobs and the number one barrier they said was not knowing what it's like to work at a company they want to learn more about you and the number two reason was not be a hearing back after not hearing back from the company after applying to the job. And number three was feeling some sort of difficulty negotiating their foul either title or role. Suffice it to say they want more information.
 
[00:04:19] Well now that you know what some of these common candidate challenges are you can make it easier for candidates to learn more about your company and your job candidates don't know what it's like to work with your company.
 
[00:04:30] You can serve on showing off your company culture. People are not actual digital means so no I do recommend sharing photos of her that her culture on your company website your social media channel and your own company page.

[00:04:44] You can also post and share blog post about your company experiences on any of these channels.
 
[00:04:50] Another great place to talk culture is on the job description. You know we really recommend explaining the team. The company dynamic and the type of people that the new hire will be working with then.

[00:05:01] The second roadblock roadblock for candidates is often the lack of communication during the application process. You might want to consider following up with every candidate. Now I know it sounds like a lot but whether it's an e-mail or a phone call over an attack over communication does wonders for your candidate experience no matter where they are or drop out that a good candidate appearance can make or break the candidates interests working for your company or even recommending your company to others.
 
[00:05:31] A fact we have one question that came in and I think it'd be great.
 
[00:05:37] Real victory for this invasion.
 
[00:05:42] How I stand by the size of a small play. What is the number size of a company.
 
[00:05:49] Sure. So we're defining that as a company with 200 or less employees.

[00:05:56] And a lot of these also apply to mid-sized companies as well. A lot of these trends that we've seen often when we look at you know some of the overall larger tablet trends when we didn't compare companies a lot of them were very similar. But right now we're can kind of highlight those that are a little bit more applicable to 200 employees or less. But they are definitely applicable to small to medium sized businesses.

Provide more information about your company in the job description, so candidates have a better idea of your values and mission

[00:06:24] Okay. So knowing that is really wants to learn a lot about your company. Number one barrier that they're facing when they switch from a larger company to a smaller one is not knowing what it's like to work at their company. We also wanted to understand what candidates really want to learn about you. Know we asked them to straight forward you know you're interested in working at a company. What type of information would you like that company to provide. No one's been was the company's culture and values. Number two the perks and benefits that the company offers.
 
[00:06:56] And number three the company's mission and vision doesn't mention these attributes are so important to candidates and job seeker.
 
[00:07:04] So should focus on sharing these with your candidates in all the places that they for example job description company with your company Website social media etc. This is some of the places you can highlight your culture and value and benefit and mission and and so for example for job descriptions you can create a section about your company culture and vision and the job description itself or that into the job description or company description on your website that you recommend. Tying in to how these roles and responsibilities lie up to your mission and vision and value on your company website or your page.
 
[00:07:44] For example you can show off your mission statement and explain how companies really live and breathe the culture and golly you recommend enlisting or showing photos of some of the perks and benefit and will show a few examples after that.

[00:07:58] And then either on your list and company page or on your career page. You can post photos share updates on your news feed and you while you're printing company pages free. There's also the links and career page. What's different about the two is LinkedIn career pages more dedicated to actual updates and more relevant content and active views for candidates. First the company page is more about your company and Jermoluk stock more product updates and news things like that where the core page is dedicated for career all the time and for job seekers specifically.
 
[00:08:31] Those throughout you realize for example some small medium sized businesses are actually killing it by sharing some of these attributes.

Use your company’s career page to highlight the people already working for your brand

[00:08:45] In for some reason my first example is not oh here we. So my first example that I wanted to share with you guys is that company Website evolves and brand is a one person e-commerce retailer that sells Christmas trees on holiday holidays for though their company Website is mostly focused on showcasing the people behind the company and the job opportunities available. Now this is just a screenshot I want scroll through but I highly suggest you google them after that. This is the career tab where you can see it shows off more people and more work hard energy so that the company. And here is an example of their team tab where you'll see the bios and the personalities behind every employee including their leadership what their company values are there hurt and benefit even a of where employees around the world. And what I love about this example is the transparency into the people and the personalities that make up this unique culture. It's really visual it's really engaging and you know from an outsider's perspective it looks like it's pretty simple to execute. Now the next example is from the iconic which is a 400 person fashion e-commerce retailer in Australia and here is an example of an instant polls that they posted on their careers page. And it really gives an insider's look into the culture. So here you'll see employees trading places for a day really chipping and help their colleagues outside of their role and out there marketing departments outside of sales really helping with the actual centre and helping the customer ultimately get the products that they ordered. And what I love about this is that it really visually communicates a culture of collaboration. Everyone here is helping drive businesses forward and the gratitude that they have for every role no candidate can see that they really feel like this would be a good place to work. And here's another example from the iconic. This more highlights some of the perks and at the company giving employees so you know free wellness class. There's no yoga that working can work hard so relax together. So it really demonstrates that the perks that they offer their employees time demonstrates the value of a strong work life balance. And here's an example of all businesses. What I love about next this page is three things. First is the photo which really demonstrates the photo and that line. It's just really hard working but playful culture is definitely targeting that millennial demographic that Alison mentioned earlier that you're more interested in small businesses. I also love this Suphat which really communicate how a candidate can have an impact at a company and grow their career. It's not just a job you know it's a fast growing telecom company.

Convey the tone, vision, and strategy of your small business in your web copy

[00:11:39] And finally description on the bottom right hand side of the screen you know the conversational language really communicates what it's like to work at next. That and the benefits that the company offers to employees without being too stuffy corporate jargon.
 
[00:11:57] So if you're still stuck on what exactly to share about your alternatives you're some direct advice from candidate on what they want to hear from small and mid-sized businesses when they look at job opportunities. They really want the company to highlight both the good and the challenging part of the work environment because candidates. Now it's not all roses and lavender fields when they get to the job. That is to really explain what makes you different. A lot of candidates and job seekers are comparing you to a competitor both big and small. So it's really important that you communicate what makes you the state.

[00:12:32] And finally to be clear about the vision and the strategy of the company. You know it's not just putting up the vision or mission statement up there and helping every candidate will be able to understand what your company wants to achieve.

[00:12:43] But really communicate how the company plans to achieve some of these lofty goals and how the candidate can help actually move forward.
 
[00:12:54] So all great tips on how to showcase the company culture and values some of the benefits that you might offer as well as the company's mission vision.

Why do candidates move to smaller companies? Many report seeking more challenging, impactful roles

[00:13:03] What about other things candidates might be interested in. And this comes specifically about the jobs. And so we ask about the job and what they're going to be doing. So we asked those recent Jobs switchers. Remember those who move from a larger company to a smaller one why they accepted their new job. So what really drew them in and what we're looking at here are the most unique reasons meaning more so important to people who moved into a small business than any global jobs switcher. We found it was surprising in that they really wanted to work at a company where the work sounded more challenging to them and they would have more of an impact. This is vitally important know I actually started to allude to the fact that it's not just about having a job in companies that are talking about having more of an impact is vital in order to have candidates make an impact and be drawn to the company because they believe they're going to have more of an impact at a small company.
 
[00:13:57] Now this is one of the number one thing that really do. And so if you really want to get candidates to apply. That's your job. Show them how to make an impact and one way to do that is in your job description which is one of the first places that they look at when you're looking for opportunities in the job description.

[00:14:14] You really highlight how the new hire will grow learn and make an impact. And one way you can do that to communicate the impact at the heart is you really describe what success looks like in a roll off of a plane. Why the role is really important to the business and the community that serve for the customers that are really exciting candidate. So here's just a simple example how you can reposition some you know typical job description language to really highlight intact.

[00:14:46] Instead of saying you know identify and develop a brand strategy instead you can say you know this is a really great opportunity to shape the company's future. You know you'll define the brand positioning and really build a strategic roadmap. Now that you've applied at that job what I thought the section.

[00:15:08] So there is some work by some candidates on what they want to hear from small and mid-sized businesses when they're looking for jobs specifically you know what will get them to fire except the first is career trajectory. It's really want to know how this job will strengthen their career. So highlight you how how the company are how the employee can grow at your organization. The second is expectations and workload. Again here is were kind of that honest perspective comes in where you really want to balance the great opportunities and the challenges. So people know that it's realistic.

Give candidates a good idea of what it’s like to work for your small business

[00:15:41] Gone is the day in a life you really give them a sense of what they might be doing on a day to day the tasks and the responsibilities the people that work with the good and the bad because it helps candidates really envision what it would be like to work for a company.
 
[00:15:55] And also finally employment back that is really great when they can hear directly from people just like that with their potential peers. What it's like to work there. So it's not just the top down from the company but also the people who are living and breathing the company in the culture every day. So that might help somebody in place respect.
 
[00:16:19] Last but certainly not least as talk about where to actually find candidates by understanding where they're going themselves where are they seeking out information.

[00:16:31] So we know that those who recently left a larger company and move to a smaller one first heard about the job from someone they knew at the company the past year and say you know seekers just talking about leveraging employee perspectives and I'm going to repeat that again. This is actually somewhat. This is actually one of the most important things you need to empower your employees as they're often the ones talking about what it's like to raise your company and maybe the first perspective that someone actually hears about what your culture is like. If your employees aren't currently living and breathing it in empowered and loving the company good and bad doesn't have to be perfect but they're the first. Often the first stop for how come candidate actually hears about your brand.

[00:17:15] Second way how someone who recently moved from a larger company to a smaller one they found out about the job from a third party Web site or online job board. And number three was from a headhunter or firm. It's important to keep in mind these are the channels that people moving into small businesses are actually using in order to get the job you certainly want to meet them where they're going. One of the things that was really surprising was the fact that almost half of the people who recently switched to a smart company were not aware of the company when they first heard about the job. That's huge to say there's just no wealth of opportunity here right because it has one out of every two people that you are talking to you don't know much about your brand. There's an opportunity to shift that change that. Think about ways to help push your brand out externally to the world and make sure you're driving a conversation about what it's like to work for your company. The huge number of people who want to learn more about you is also important to keep in mind that recent job switchers specially those who move to smaller businesses are doing their research. They're looking up company Website reading articles online looking up their employees employee profile again hoping to circle back something that you talked about earlier which is that your employee profiles are another avenue of the way that you know your company brand is being put out into the world. These are things that they're thinking about and we both are researching your company to learn more. We know the number one barrier is how is not knowing enough about the company.

Make sure you’re driving your brand identity online with SEO-optimized content

[00:18:57] Think about the ways to shape your brand online and make sure you're owning that conversation.
 
[00:19:04] So they threw out and saying it candidates are going to do some major online talking about your company. Right. Like they're gonna be looking at a Web site they're going to be looking at Article. They're going to be googling a lot of things.

[00:19:15] So when it comes to where to meet them at the right places at the right time when they're searching here are a couple Tetteh verses you know get your search engine engine optimization and candidates immediately go to Google to find your company Website. So think about things some work into your search engine optimization strategy. You can think about if you think your the candidate shoes and think about you know what would a candidate be searching for about your company. And then you have those keywords on your Website and Page doesn't appear in the first lines of text in the search results.

[00:19:50] And a great tool to use when you're thinking about digging more in-depth yet is Google keyword planner which they help you see search volumes for particular keywords and see what would be what would be best for you to leverage. And you know one of the other major activities that job seeker to join the small business did was looking up employee play profiles you know really help your employees make their employee profiles look really great. You know they're going to stalk their employees. So one thing that I know some small businesses do is you know they train their employees or give them give employees copy videos etc. about their company and their culture to include underlings and profiles. Basically all this ensure that their professional presence is up to date and ultimately help attract the right type of cover that will be back to work with them.
 
[00:20:43] So I'll show a couple examples. Here is a really great example from another e-commerce reach retailer. Clearly I was hoping to go online shopping and of looking up all these examples because a lot of them were e-commerce retailer bulbar. This is a jewelry e-commerce retailer in New York and this is when they people search for a bottle bar or jobs at Bottle Bar.

Showcase your culture with a beautiful website and expert employee LinkedIn pages

[00:21:04] This is one of the first things that they see and after they quit and then they see this beautiful Website. And what I love about this page is that it's really visual. It's a really unique way to communicate your culture when you really don't have photography or video as a resource for example. So what they likely did here was they actually probably ran an internal survey with their employees ask them a variety of different questions and then use all those answers to create an improper aspect about their company their culture and their workplace. So you know each week they consume me almost 18 hundred pieces of candy and 140 bagels you know per out each each week so you know deftly shows a little bit about their culture and their work life. And that if they feel like this would be a great place for them to work they scroll down and they can see some of the open rolls of what the company. So I think this is a really great first impression a candidate has when they're searching for your company Web site and when they go here searching for.

[00:22:04] Since the number 3 activity among job seekers was looking after your employer profiles here they can actually help your employees.Profiles with a friendly photo a compelling summary and photos and videos about your player brand. Now I know few small businesses who run quarterly Linkedin profile make overt or even lunch and learn. With few consultations with someone in their recruiting department and they even leverage no employees who are really passionate about photography and use them to grapey to take beautiful headshot photos with just like a quick photo. So really helping employees polish profiles and their presence will really help extend your employer brand and really accurately represent your please jobs to hopefully get the candidates to apply for your job.
 
[00:22:54] So no matter what. So no matter what when it comes to helping people create the fight. Find your job and research the right tech things by your company. Content creation is key to giving candidates the information that they're searching for. So no matter how much how much money you have in your budget or how much time you have you you and your employees can create blog post. You can create recruiting videos. You can create take photos of your company experience employee volunteer opportunities behind the scenes work by your company. Anything that really represents your company culture vision values a what are the attributes that we talked about earlier perks and benefits and the information and the things that they're looking for about your company. Well you can share a lot of these photos was even blog posts across your social media channel.

Use online channels to demonstrate how your company is unique

[00:23:47] We're page your company Website with your employees. When candidates do their research you want them to be able to see a lot of these great anecdotes about your company so you're getting them across our online channels will help them find all this information a little bit easier.

[00:24:04] And don't worry you know we have tools and resources to help you. At the end of the presentation we'll have links to a couple resources but we have an e-book on recruiting videos it offers courses on Lynda.com on how to use Photoshop and take great photography. There's a lot of great free resources available for you if you're interested in content creation to show that your culture and vision and values and perks and benefits to those candidates interested in your company. Now we talk a lot about what candidates want to know about your company and where they search for this information. So here's a quick look at their candidate journey on debt starting with connections. Candidates do so much research and a lot of insights that Alison shared so much research and so much online talking about your company and your job before they apply. So think about how you can meet them at every step in their journey from your company page to your employees. So we talked a lot about as we talked a lot today and you're probably suffering from a little bit of information overload. If you remember anything at the end of the session remember these three things. First you know candidates want to hear from you. It really helps them discover you well before they apply. The candidate journey start early and as you thought has many many apps. So think about investing in common channels that candidates use before they apply to your job your company or career site online article your employees etc. Get to communicate your company's culture value and careers. Use your online channels to show what makes your company really really unique. For example your job descriptions to really highlight the challenging work and the performance impact that candidates want to know about your career. You can also train your team your recruiting team or your employees to really share a full picture of what a career at your company looks like.

[00:26:04] And number three finding a candidate can it by empowering her employees because recruiting is everyone's job at a small business. They're really empowering employees. They are because they're the first and last touch point in a candidate's career journey to your company.

Use strategic recruiting resources to find qualified talent

[00:26:19] So make them aware open roles at your employer for all program if you have one to really equip them to be brand ambassadors of your company. So not only have these takeaways but we also have a few tools and resources you can think about and use them to take of these sites and put them into action. Now we won't go into some of these in depth but just to give you a taste of what some of these things are. You know job postings of job postings where you can post your job descriptions in your job advertisements online. If you're hiring for  three or more hires a year hiring for several roles you might want to consider more. We can rotate those job postings in and out and then recruitment ads where you can kind of target some those ads to kind of like the top key hard or the primary role that you're searching for.
 
[00:27:05] Again I mentioned a little bit earlier but the company page and LinkedIn career page the company page is free and it's a really great place for you to kind of talk a little about your company overall. You know it's a great place for a marketing department to use for company updates new product releases etc. where the career Page is an add on to that and that's really dedicated full time for all the career opportunities and job opportunities you can highlight your culture and benefits their employee experiences have more.

[00:27:34] For that what candidates are interested in. And then finally referrals. We have a new referral product that was launched earlier this year and it's really easy to tell where employees can refer a lot of candidates that they might know or might might think about referring for a different role.
 
[00:27:50] And you know all of these are tools that help recruiters find out when they're on their search. But we also help that we've got to have that help candidates find it find you. But we also have tools that help you find candidates and that are signature recruiter tool Forget-Me-Not go to indef these but if you ever have any questions please put them into the survey afterwards or follow up with us my question and answer section.

Download the full talent trends report to gain more insight on recruiting strategies

[00:28:17] And then finally you know here are some of the resources that you can use that I mentioned earlier. And again we'll send out the decks you can put these links when you get the follow up email and download and access some of these great resources. But first is the talent trends report again Allison talked a lot about these sites today so you can download the full report and scroll through them and see how you can apply these to the recruiting strategies. The site is linked in blogs and almost everyday were posting one or two times three blog posts on best practices. Some other small business and great stories about how they're recruiting. You can learn from your peers. It's just another great resource with daily articles and blog posts where you can learn more about recruiting strategies. Job postings etc.
 
[00:29:00] Also is the recruitment video playback which I mentioned earlier. Again it's a really great event that teaches you how to create a really awesome creative video with just using your phone.
 
[00:29:10] And finally the job posting starter kit. It has everything you need from the job postings process from before you write. When you post job description tips great questions to ask your hiring manager what to do after you post. Though a lot of these are again free resources and tools you can check out after the webcast.
 
[00:29:32] And without a move that over to you in a day I'll answer any questions. That's the heart that we can get.
 
[00:29:39] Yes.
 
[00:29:40] I think is that any announcing for a very insightful session has reminded everyone this is your opportunity to get free advice from our experts today. And we actually have about 15 minutes to go through. Feel free to drop in. So started and have already come and that is maybe for you to the that you mention work for recruiting the level of that give Yeah I believe so.
 
[00:30:20] I mean I feel you know like level executives.

Highlight values and culture of the company, especially across social channels

[00:30:22] I think the one thing that really particularly stands out is the ability to make an impact on a company no matter what seniority you are especially for a CEO. They want to be able to either you know turn a company around if they're struggling or really help them take the company to the next level and grow. So I think really highlighting impact in the job description or the opportunities available that the CEO can make an impact they will really help them kind of see the change and you know be the growth that they can have with the company. So just highlighting part culture and value of shirts that you have a certain philosophy on leadership and employee experience and how people work together. So we think culture and values are going to be really key to attracting the right types the right type of CEO that really complements our culture. It can really strengthen it when they take reins. So those are just a couple things. I think specifically for CEOs when you're recruiting them that they'll be particularly interested in.
 
[00:31:22] Okay great.
 
[00:31:24] And then you're in your opinion how much time should be in that this will be a showcase one culture on the plane landing page or on other social media or just make sure I'm hearing that correctly.
 
[00:31:41] Is that how much time it should take or how much time you will probably think about how much time should be invested in that.
 
[00:31:48] Yeah.

[00:31:49] You know I often come from social media background so even just a simple one post today starting out you know obviously when you're recruiter for small business or ahead of talent accession for a small business you're doing multiple things at the same time. So even just one simple post a day I think is just a really great foundation to making sure there is consistently an update. You know I know a lot of social media managers you can't create a contest calendar even if it's just with a simple you know Excel spreadsheet or spreadsheet listing out the different types of things that they could be posting where there's a photo from a company Tech that was last week. You know photo from town hall. An employee receiving an award or a blog post about you know a new perk or benefit that was implemented at the company. You know just something simple it doesn't have to be anything crazy but I think one post today is a pretty good state and at a pretty reasonable investment in time when you're balancing a lot of different responsibilities.
 
[00:32:49] Things happen in housing construction and you.
 
[00:32:53] And this comes from Jason and you're wondering how did human and learned how to use an online assessment factor into the handcraft early. Give us an example of how that can be factored in.

Leverage recruitment marketing tactics to communicate your brand to candidates

[00:33:09] Sure. I guess I have another few more questions if you will to follow up on this. What he means specific to how it relates to how candidates react to using analytics or if it's more how the recruiting industry is using that one to have a few more clarification points. Jason you want to make those in take a new question and come back to you.
 
[00:33:33] One of them is as long as we have limited marketing resources and building or building play brand how do you suggest overcoming those challenges.
 
[00:33:48] Sure the refrigerator department on employer branding or does that lie within the marketing team or does that require us.
 
[00:33:58] Yeah I mean employer branding I feel is a very exciting opportunity for recruiting but it's also kind of scary because it seems like very daunting it's a very daunting process.
 
[00:34:07] So I think the first thing to do is to reach out to your marketing departments. I think you know collaboration is key especially learning from your marketing departments. So either asking if they can you know allocate maybe 10 percent of their time to helping you create the middle market.

[00:34:24] Your job opportunities in the best way possible with their facts through helping contribute post on your social media channel or your company page or your page or if the marketing department doesn't have the bandwidth.
 
[00:34:37] I've known some small businesses who just schedule weekly or monthly meetings with someone in marketing to just kind of sit and learn from them and just absorb and apply a lot of their great best practices themselves. So either it's just monthly copy chat just learning from your marketing department. So you know I feel like time obviously money is a different experiment to find resources or time than there is money. So you know I think it's first of matter you know what do you want to highlight in your employee value proposition what you want to specifically communicate that makes you distinct and unique and then how do you go about communicating that. And that could be where you collaborate with marketing or learn from your marketing departments on what exactly to deal and then doing some sort of you know execution you know once a day or once a week depending on your bandwidth so that kind of my first recommendations for that.

Learn to be a great content creator with these online resources

[00:35:29] Thank you for your insight on that. The name of the resources that you provide that provide job training for just one generation.
 
[00:35:42] Yeah yet Lynda.com so LinkedIn acquired Lynda.com a little over a year ago and Lynda.com basically has you know various different types online courses that you can take. I have a cousin who actually she's you know she's she's actually a medical researcher. But in her spare time lapse photography and graphic design and she's taken a fewLynda.com courses on how to best use Adobe Photoshop how to use her lenses on her Nikon camera. The best way possible or different lighting techniques things like that and she found a lot of great value for that. So definitely go to Lynda.com and you can hop in the search bar Photoshop Adobe content creation anything like that and you'll be able to take about 30 minute 30 minute courses or an hour long courses depending on the instructor on how to be great content creator slash recruiter.
 
[00:36:36] Yeah Lynda.com is uber resourceful.

Attract younger candidates by highlighting your company legacy and the potential learning opportunities opportunities

[00:36:46] And again that this is directed towards you. Our company has a very tight knit older culture hired through a friend of very little obviously. Are there any tricks you would recommend to appeal to the younger demographic while still being honest and transparent about the culture.
 
[00:37:08] Yeah I think you're kind of two things with that. One is you know having to really educate you know your leaders on you know having to go a little bit beyond of just you know word of mouth type of traditional recruiting like you know hiring their friends and family with very little publicity. So to get a little bit of education I think possibly you know sharing some of the trends here and showing them the data on how some of these you know younger these younger demographics that are interested in small businesses behave online in their job search etc. They think versus education. And then after that is finding a way to highlight that you know that is a bit of a more traditional culture. That's fine but highly you know there's a lot of great things that they can get from a candidate that can learn and grow from that type of culture. You know it could be you know learning from a lot of great season leaders. There's a lot of great learning and development opportunities there for career growth and mentorship. I think you can also communicate in your job descriptions are also when you're promoting job posts you know kind of the legacy that the company has had with their customers or on the impact that they've had. I've worked with other you know more traditional companies too and I think there are a lot of great things that you can do. So first start with education that we're leadership feels more comfortable with you know doing different types of outreach and kind of telling a little bit more about the culture and then identifying what's the best way to position a culture for what the younger demographic wants about wanting impact and wanting career growth and really great benefits not just you know the free coffee or whatever but you know let the learning and opportunities there. Mentorship and great people to work with us.

Find your ideal candidate with these targeted recruiting tactics

[00:38:48] Our. We have a here from Ryan and they are hiring all technical people or a small manufacturing company with suggestions or recommendations you have that would help target those people that need to be acknowledged.
 
[00:39:08] Right now recruiters aren't working. I looked at them and think you know technical people you know are highly technical people it sounds like you know it's a very neat type of skill and candidate that you're looking for more senior we have to have a lot of really specific qualities in order to do a great job at the company. You know I think targeting those people one thing they could possibly do and again is an eagle on the product side is recruitment. And so you know you had your job posting you know someone is in dot com. You can actually target if you want to put a little insert not harder to fill role maybe pop possible top priority. Put a little bit more arms behind that post and targeting that to people that have these certain skills that fit these technical acquirements people who have a certain job title and seniority or a certain number of years experience. So he gets that job post in front of you know those type of hard to fill roles. I know that you know sometimes they're hard to fill in a really incredible role a higher might require putting a little bit more power behind that job posting. You know recruiters reaching out doesn't happen to be working. Zach could be you know one thing to possibly look into.

[00:40:32] So you mentioned that we can create videos and share photos. Do they have to be overbearingly than other tools that you can suggest that a lot of them are tired.
 
[00:40:49] Yeah. You know they don't have to professionally done. I think people love to see the true employee experience. You know you're walking through the halls and someone snapped a photo of you know like it's an employee's birthday and everyone's grouted crowd around the desk surprised them with cupcakes and everyone singing happy birthday. Someone snapped a photo and shared it. I think having you know you can do some beautiful glossy photos but if that's not an option I think simple photos with your iPhone that communicate really to your authentic experience of life at the office and life of an employee. The types of unit experiences that reflect the culture and value in work and please make an impact. I think that's totally fine. If you do want to invest in photography you know there are a lot of freelance photographer about there possibly even searching for those on LinkedIn and negotiating great price with them. You can even look at me like a local university who you know has a photography group or club or even a type of an art media that has photography and love doing them. Students want to be able to build their portfolio to sell.

Respond to negative feedback online to create authentic communication

[00:41:52] Those are a couple of low cost options that I would consider a time where you have to take one more question and see if they have any suggestions on how to prevent or reduce the number of negative posts on things like Glassdoor.
 
[00:42:16] See that's a bit tricky. Is clustering it really allows a more authentic experience. I think one thing too is listening you know listening to some of those negative comments and following up with them and say hey you know we hear you out you know maybe for example. It's an issue with vacation days or something about the candidate experience you know hey I never heard back like that was one of the top roadblocks that Alison mentioned earlier. You know I never heard back from the recruiter I was really angry. We never recommend working for this company and perhaps wanted us negative comments that you're envisioning. Take a look on Gloster or any other tips social media channels where no candidate might vent their frustrations and reach out sort of like oh my gosh I'm so sorry. You know we really strive for a very high bar we can't experience what everyone to feel that you know they've been hurt and we've connected with every candidate. You know peers you let us know how you would like to be contacted in the past. So you know definitely without you know some people feel more passionate so think about how to tread lightly for some of those really tricky karma negative comments but find opportunities where you can actually start a conversation and say hey relistening how can we improve. We really value your feedback so give you another job or other candidates for job have a better candidate experience.

[00:43:35] That's what I might consider doing on managing some of the more negative comments and we do have one more I did when I came in. What are your observations regarding hiring opportunities for independent contractors.
 
[00:43:52] Yes. So that was actually really easily answered because we have our contractors report that's available. So you'll see the links to where to find on these reports. We have over 40 different ports available we cut it by globally by assignees we talked about today a lot of different countries and then we also include in our survey a number of freelancers as well as independent contractors so feel free to download that report and certainly reach out if you have any questions. But there's some great findings about recruiting and learning from contract talent as well.
 
[00:44:46] We will send out a link in our follow up know the landing page for all of the talent trends report and reports they'll come in the fall of the thank you already.
 
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