86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines. Learn more at: http://bit.ly/2dDmZNK

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3. Webinar Tips
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Select “Use Telephone” after joining the webinar
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● Q & A at the end of the presentation
● links to the slides and recording will be sent to all registrants via email

4. About Ideal
Ideal.com builds software to eliminate hiring mistakes.
Ideal instantly shortlists the best candidates for your company using
people analytics.
Ideal empowers Talent Acquisition to make more precise, accurate and
efficient hiring decisions.

5. About BambooHR
BambooHR is the #1 HR software for small and medium businesses.
We’re focused on setting HR free to do great work by creating software
that automates operational tasks and enables strategic work.
Top tools include employee data management, HR reporting,
applicant tracking system, and performance management.

6. About Kelsie Davis & Ji-A Min
Kelsie Davis is an HR Insights Specialist for BambooHR, the leading
HR software solution for small and medium businesses. Her
mission is to help HR create more strategic and impactful
initiatives. She does this by researching, analyzing, and writing
about all things HR—particularly topics helping HR professionals
engage, attract, and maintain employees.
Ji-A Min is the Head Data Scientist at Ideal. She helped design
Ideal’s intelligent shortlisting platform that identifies the best
applicants for open roles using people analytics. Ji-A has a Master’s
in Industrial-Organizational Psychology and has been published on
Recruiter.com, SHRM, and ERE on workplace diversity and
data-based hiring.

7. Intro: Challenges of the candidate market
1. Employer branding
2. Candidate experience
3. Total compensation
4. Unique talent pipelines
Summary: What you can do today to compete for talent
4 Ways To Compete For Talent In A Candidate-Driven Market

8. 2016’s Candidate Market
4 Ways To Compete For Talent
● Unemployment is down
● Turnover is up
● Finding talent is more
difficult

9. 2016’s Candidate Market
4 Ways To Compete For Talent

10. The number one obstacle to candidates in the application process
is not knowing what it’s like to work at an organization.
—Why and How People Change Jobs, LinkedIn
1. Employer Branding
4 Ways To Compete For Talent

11. Ask a few questions:
1. What is your reputation as an employer?
2. Why would someone want to work for you?
3. How are you currently communicating employer brand?
1. Employer Branding
4 Ways To Compete For Talent

12. 1. Employer Branding
4 Ways To Compete For Talent
What is your reputation as an employer?

13. 1. Employer Branding
4 Ways To Compete For Talent
What is your reputation as an employer?
● Survey employees
○ Would you recommend us as an employer?
○ How satisfied are you with your total compensation?
○ How satisfied are you with your work/life balance?
○ How satisfied are you with growth opportunities?
● Survey candidates
○ Why did you decide to apply here?
○ How did you hear about us?
○ How was the timeframe?
○ What did you like, and what can we improve?

14. Why would/wouldn’t someone want to work for you?
1. Employer Branding
4 Ways To Compete For Talent
Categorize the positives
(these might be your EVPs)
Address the negatives
(if you can)

15. How are you currently communicating employer brand?
● Candidate Communication
● Employee Communication
1. Employer Branding
4 Ways To Compete For Talent

16. ● 77% of job seekers would be willing to accept a 5% lower salary if the employer creates a great
impression through the hiring process
—How To Rethink The Candidate Experience, CareerBuilder
2. Candidate Experience
4 Ways To Compete For Talent

17. Job candidates have a negative impression if they:
● don’t hear back after submitting an application
● don’t hear back after an interview
● receive an offer nowhere near their lowest
acceptable terms
—How To Rethink The Candidate Experience,
CareerBuilder
2. Candidate Experience
4 Ways To Compete For Talent
Have you tried applying to your own job posting?

18. Go mobile
● 94% of smartphone job seekers use their smartphone to browse or
research job listings
-Searching for Work in the Digital Era, Pew Research Center
● 44% of job seekers search only from a mobile device but 56% of
Fortune 500 companies’ application processes are not mobile friendly
-2016 Talent Attraction Study, Indeed
2. Candidate Experience
4 Ways To Compete For Talent

19. Simplify & shorten
● minimal screening Qs
● Don’t ask candidates to enter info already on their resume
● Don’t make candidates create a user account until necessary
● “Maybe [your recruitment process] includes one-touch applications that
connect candidates to hiring managers without lengthy forms.”
-Mason Stubblefield, VP of Rewards, Adobe
2. Candidate Experience
4 Ways To Compete For Talent

20. Build real relationships
● “Despite the shift toward high-tech recruiting processes, high touch still reigns
supreme in many instances.”
-Mason Stubblefield, VP of Rewards, Adobe
● “The most powerful convincing tool of all is a personalized one-on-one
meeting or call with the CEO or other respected high-level executive.”
-Dr. John Sullivan, ERE
2. Candidate Experience
4 Ways To Compete For Talent

21. ● “Talent acquisition is a marketing role, not a sales one.”
-Maren Hogan, “Future of Talent Acquisition,” Talent Tech Labs
To attract the best candidates:
1. Offer a transparent, respectful, and responsive job application: leverage
software to automate / speed up processes.
2. Make it easy for job seekers to apply: mobile & simplify (e.g., the Tinder
model).
3. Demonstrate that you genuinely care about the candidates’ needs and
desires.
2. Candidate Experience
4 Ways To Compete For Talent

22. Beyond a paycheck and standard benefits, what do you provide that
others can’t or don’t?
● Company Culture
● Work-Life Balance
● Unique Benefits
3. Total Compensation
4 Ways To Compete For Talent

23. Company Culture
3. Total Compensation
4 Ways To Compete For Talent
Eight in 10 U.S. adults who are open to a new job or who are actively
seeking a job say they are at least somewhat more likely to apply to a
company that has won a great workplace award.
—Gallup Panel

24. Work-Life Balance
3. Total Compensation
4 Ways To Compete For Talent
For Millennial workers, work-life balance and flexibility are the biggest
motivators for career track and retention. 15 percent would even trade
promotions and pay increases for increased work-life balance.
—University of Southern California, London Business School, and PwC

25. Unique Benefits
95 percent of Americans weigh job benefits and perks before deciding to
either stay put or take a new position.
—State of the Workplace: Benefits and Perks, Ask.com
3. Total Compensation
4 Ways To Compete For Talent

26. Social media
1. Facebook
Search: e.g., past or present female
Google employees AND past or present
software engineer employees
facebook.com/search/females/str/Google/pa
ges-named/employees/str/software%20engin
eer/pages-named/employees/intersect/
Groups: e.g., Albert's Job Listings & Referrals
~19K members
4. Unique Talent Pipelines
4 Ways To Compete For Talent

27. Social media (4-1-1 rule)
2. Snapchat
Campus recruiting: Higher Ed Snapchat Directory;
US & European schools
Tech recruiting: DevSnap; 100+ Developers
Facebook.com/WhatsYourSnapchat
Google+ Snapchat Usernames community
4. Unique Talent Pipelines
4 Ways To Compete For Talent

28. Social media
3. Instagram
Hashtags: Search for potential candidates
Boolean search: e.g., site:instagram.com (sales
OR account management OR business
development) (san francisco OR Bay Area)
4. Unique Talent Pipelines
4 Ways To Compete For Talent

29. Networking
1. Your own recruiting events
2. Meetup.com
Search: www.meetup.com/find/
4. Unique Talent Pipelines
4 Ways To Compete For Talent
Glassdoor's 2015 Recruiting Metrics: Revealed

30. Talent communities & marketplaces
1. Your own talent community: recruitment marketing (e.g., email
campaigns, newsletters, events)
2. Slack: Create a new team: https://slack.com/create
3. Upwork for on-demand talent; Hired for tech; Ideal.com for
sales
4. Unique Talent Pipelines
4 Ways To Compete For Talent

31. 1. Social media: Facebook, Snapchat, Instagram
2. Networking: recruiting events, Meetup.com
3. Talent communities: internal, Slack
4. Talent marketplaces: Upwork, Hired, Ideal.com
4. Unique Talent Pipelines
4 Ways To Compete For Talent

32. Choose. Focus. Finish. Repeat.
● Employer Brand
● Candidate Experience
● Total Compensation
● Unique Talent Pipelines
What You Can Do Today
4 Ways To Compete For Talent

33. Learn more about intelligent shortlisting:
Ideal.com
contact@ideal.com
@Ideal
Learn more about the #1 HR software for SMBs:
www.bamboohr.com
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