Below, you’ll be able to find the video of the first episode of The Tea on Recruiting, our weekly video series for recruiters, as well as its transcript. Enjoy!
Welcome to our very first episode of The Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career. Why did we call it The Tea on Recruiting? Well, that’s simple. The show is for recruiters like you and I am obsessed with Tea. Like seriously I can’t stop. We’re also going to be spilling some tea for sure at the end of these episodes.
Watch Netflix? We know you do. So a show came out called Ratched, and Netflix has a video of the cast reading out guidelines on hiring woman from this 1940s manual… And they’re barbaric!
I am pretty sure that’s not the way that you hire women in 2020, but there are plenty of minorities out there, and whereas we have certainly improved in candidate treatment over time, sadly some businesses are still quite backward. And it might be that yours is too and you don’t even know it!
Imagine if the cast of Ratched had this conversation about your recruitment process. It would be humiliating, wouldn’t it?
How does your Glassdoor page look like? The reviews on it might not be from Sarah Paulson, but they’re definitely out there for the world to read.
So, before we start, let me give you a fundamental piece of advice: measure your Candidate Experience. You cannot fix what you don’t know. Asking the right questions to your candidates through a respondent-friendly feedback tool, and then analyzing this data and deriving insight can actually make a difference in your career
Onto the second piece of content that we’re going to share with you today. The article “Why you need a social media recruiting strategy and how to make one” is from December 2019, and yet it’s never been as relevant as it is right now.
The days were living in are beyond bizarre… (Coronavirus!)
If social media was relevant before in order to show the world what your company culture is like, well, imagine the power of digital communication, now that so many of us are working from home. You might say that you’re slowing down your hiring process, but well, the applicants that you want are actually the top-notch type of talent that can turn things around when s*** goes down.
Why would you want top talent? Isn’t it cheaper to hire average talent and then train them? Well, the answer is, No.
Netflix said that star performers are two times better than average at procedural work and actually when it comes to creative and inventive work they’re fully ten times better than average. McKinsey and Company estimated that high-performers are 900 percent as productive as average performers in high complexity jobs. OK, so you need a social media recruiting plan but how do you create one? Well, we got you.
There are five main steps.
Step number one. Create your social media accounts and by this, I mean that you can have separate ones for jobs and careers. This way you’re gonna be easier to find and you can use these to showcase your culture, to build relationships with potential future talent, and more. Now it’s really important that you’re going to be creative both in terms of platforms and your approach to them. This way you can differentiate yourself in the market.
Step number two, learn how to leverage Boolean operators so that you can target specific audiences.
Step number three, post regularly.
Step number four, expand into new networks and forums. If, for instance, you think that your candidates are going to be hanging out on Reddit, on Quora, on academia.edu then this is where you’re supposed to be.
Point number five, get your employees motivated. They can really help you with your employer branding and they can do so with a much needed human touch.
The more barbaric your treatment of candidates, the more demonic their reviews on your Glassdoor page.
We explored the dark side of this review platform, and we came out with a really nasty review that we’re going to share with you today.
So, shout out to a famous company that I’m not going to name. They had this anonymous candidate who somehow then ended up taking a job at that company, but, well, let’s hear what they shared.
“It was a seemingly endless amount of hoops to jump through, the interview had some very odd questions and verged on being discriminatory. By the time you finished you feel like you’ve joined a cult and that’s because you have. Take it all with a grain of salt, it’s only a temporary job.” Well, my friend I really hope so.