Presentation

Report
}
Connecting Businesses
With talent
{
Leveraging on Online Talent
Sourcing Technology to Hire the
Right Talent
June 20, 2014
SINGAPORE • MALAYSIA • PHILIPPINES • INDONESIA • INDIA • JAPAN • THAILAND
Copyright © by JobStreet.com
Introduction
WHO ARE WE?
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No. 1 Job Site in the Philippines
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LARGEST NO. OF
EMPLOYER ADVERTISERS
22,000+
companies
LARGEST NO. OF JOBS NATIONWIDE & OVERSEAS
100,000+
jobs
LARGEST NO. OF CANDIDATES
5 million+
Filipinos
WHAT MAKES US NO. 1?
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JS MINDANAO QUICK STATS
300,000+ Candidates
355+ Companies
2,000 to 2,500
Jobs Daily
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Improve lives through better careers…
Here and Overseas
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Help 1Million Filipinos
Find Their Dream Job in 2014
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Agenda
I. Why hire right?
II. The Challenge in Recruitment
III. How Do I Tap Them?
IV. What will captivate their attention?
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Why
hire
right?
Copyright © by JobStreet.com
Drive your company’s growth up to
60% by hiring the right people!
High-performance organizations need good people (McKinsey Report,
2012)
A study by Watson Wyatt (2009) showed that:
Poor Recruitment
Results to Losses
HR experts estimate that
hiring an employee
costs a company 1.5
times his or her salary
This is a combination of
recruiting costs, training
time, and lost
productivity as coworkers and supervisors
pitch in during the time
the job is left unfilled
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Copyright © by JobStreet.com
We are challenged by many unfilled
“hard-to-fill” positions
According to DOLE, many occupations remain
unfilled for a long time.
“There is a high demand for the position but there
are very few applicants, or there are few qualified
applicants compared to the number of available
jobs.”
DOLE report (2013)
Copyright © by JobStreet.com
May 28, 2014
SNAPSHOT OF A
MINDANAO-BASED CANDIDATE
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Using a survey in one of Mindanao’s metro cities,
JobStreet.com found out that candidates in the region
….
• are YOUNG (78% are aged 20 to 35 y/o).
• 50:50 Male/Female ratio.
• 55:45 employed:unemployed ratio.
*Based on a 2013 JobStreet.com Study with the following parameters:
TARGET- economically active working age population that satisfies the study
requirements on age (18-44YO)
AREA: Davao
SEC: ABCD, college degree holders
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How do they look for a job?
Walk In to Companies
Online Job Sites (e.g. JobStreet.com)
Apply Direct (Fax or Email)
to Company
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What makes them apply to a job?
Good/ High Paying Salary
Top/ Big Reputable Companies
Job Requirement/ Suitability
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According to JobStreet.com’s database, there are a lot of
early jobbers who are subscribed with the job site.
Top Specializations
Position Level
2. Clerical/Administrative Support
3. Food/Beverage/Restaurant Service
1%
5%
6%
Junior Executive
38%
15%
1. Customer Service
Fresh / Entry Level
Senior Executive
Manager
Non-Executive
4. Healthcare –
Nurse/Medical Support & Assistant
5. Education
6. Banking/Financial Services
7. Finance - General/Cost Accounting
Senior Manager
35%
8. Manufacturing/
Production Operations
9. IT/Computer – Software
10. Sales - Retail/General
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How do
I tap
them?
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Some Recruitment Channels
Online Job Sites
Recruitment
Firms/Head
Hunters
Referrals
Social Media
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Pros & Cons of Commonly Used
Channels
Paid Referral
Advantages
Social Media
• Credible
• High traffic
endorsements – • Ability for
filtered by
content to
referrer
become viral
• Free
Disadvantages • Uncertain
quantity
• Limited based
on your
employee’s
network
• Less targeted
• Low credibility
• No privacy
Head Hunter/
Recruitment
Agency
• Convenience –
recruiter
screens and
filters.
• Privacy
• Highly targeted
• Expensive
• Calibration
challenge
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Best Practices for the Channels
REFERRALS
SOCIAL MEDIA
HEAD HUNTER
 Create an effective
employee referral
program.
 Create an FB Page
where you can share
your vacancies.
 Use this for highly
specialized or high
level positions.
 Keep your own
employees engaged.
 Develop good and
constant flow of
content on your
page.
 Calibrate!
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And finally, there
are candidates
who can be
captured via
JobStreet.com…
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What captivates them?
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I. What is a WINNING JOB
ADVERTISEMENT to a candidate?
Answers
questions
about FIT
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II. JobStreet.com’s 5 FIT questions
Can I do this
job well?
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II. A. Do I want to work in this location?
Location is the top parameter that candidates (90%) use to FILTER through job
advertisements*
• Reflect not just the region but the CITY
of the work location.
₋ Candidate should know the estimated
distance for commuting/travel
purposes.
•
Show Work Location Map
₋ Candidate to be familiar with the
surrounding areas for safety and
access to transportation.
*In a survey done by JobStreet.com out of 5000 candidates.
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II. A. Do I want to work in this location?
SiVA
Advertisement
Tab
Create
Advertisements
Set Location Map Instead of
Removing it
Input Work
Location
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II. B. Does it meet my salary expectation?
Salary is the second parameter used by the candidates (80%) to FILTER
through job advertisements*
 Check JobStreet.com’s Salary Report
 Check the Salary Expectation in resumes of
candidates’ who applied to you from relevant
competitors
 Should not fall below the minimum wage
 Should be within your industry’s standards –
Check reports similar to MERCER
*In a survey done by JobStreet.com out of 5000 candidates,
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Salary
Similarly in a survey conducted for JobStreet.com in 2013,
67% of respondents said that a good/ high paying salary
makes them want to apply.
Copyright © by JobStreet.com
II. B. Does it meet my salary expectation?
SiVA
Advertisement
Tab
Create
Advertisements
Take note of Similar Position
Average Salary!
Input Ad Basic
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II.C. Can I do this job well?
Answers the following:
What tasks are entailed in this
position?
Responsibilities
What is the expected output of
this role?
KPIs
Do I possess the right skills and
behavior to perform this role?
Who will I report to? What teams
will I work with?
Skills &
Behavior
Org Structure
Resulting to a WINNING job description!
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II.C. Can I do this job well?
99% of the candidates said that Detailed Responsibilities is
the no. 1 information that a candidate would like to see in a
job advertisement*
How to write a Clear Job Description?
•
Talk to the Hiring Manager –
₋ Probing is key
₋ 3+3 Approach (3 Must-Haves, 3 Nice-to-Haves)
•
Requirements and skills ₋ Non-negotiables
•
Short and Concise –
₋ Easier to read
₋ Not intimidating
₋ JobStreet recommends 3 to 5 bullets for
Responsibilities and Requirements
*In a survey done by JobStreet.com out of 5000
In order to succeed in
communication task, you
need to keep your
audience's attention.
Writing clearly and concisely
is one way to capture and
retain their interest… IEEE
Professional
Communication Society
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II. D. What’s in it for me? (C.A.R)
Candidates are motivated by a Company’s Work Culture, Advancement Opportunities
and Rewards *
Motivators
Why is it important to
candidates
Culture
•
•
Wants a culture that fits own
values
Will enable him to contribute
Related Questions
•
•
•
Advancement •
•
Rewards
•
•
Salary aside, what are the reasons why
your employees stay with you?
What sets your culture apart from
other companies?
What is uniquely inspiring working for
your company?
Looks forward to development •
and
•
Learning opportunities to
•
advance career
How do you drive performance?
How do you develop your people?
What training programs do you have
in place?
Provides sense of recognition
A way to gauge
accomplishment
What non-traditional benefits/perks do
you offer to employees?
•
*According to Peter Weddle (HR Consultant and Business CEO turned author)
Copyright © by JobStreet.com
In random one-on-one interviews , JobStreet.com confirmed with
employees from the most preferred PH companies that...
 They all strongly agree that their respective companies
provide better benefits and are stable, reputable, and prestigious.
The companies they belong to are among the Philippines’ best.
 Majority said that they agree to the fact that their companies
give above-industry salaries.
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But aside from these three factors and once they have worked for
these companies, what they loved the most and made them stay
was...
Work Environment and
Company Culture
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How did employees define this?
Employee Empowerment.
“It is speed and empowerment, the
experience of working with outstanding
leaders and the cross-cultural exposure
that make me love my work at Company
C.”
Marketing Manager
This philosophy (employee empowerment) is based on the theory that as
employees are empowered to take control and make decisions, they feel
more confident, capable, and determined to work more effectively and
efficiently. As a result of these business practices, employees become more
productive.
http://www.saylor.org/site/wp-content/uploads/2013/02/BUS208-5.2-The-Benefits-ofEmpowering-Employees-FINAL.pdf
Copyright © by JobStreet.com
How did employees define this?
A Happy & Familial Work Environment.
“It feels like one big happy family! I love the
fact that my peers and bosses are my
friends.”
Finance Manager
Company S
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How did employees define this?
Alignment with Corporate Values.
“The people I work with share and apply the
same values the Company also has. We have
what we call PVP - purpose values principles such as Leadership, integrity, passion for
winning. The fact that people beeline and work
in the same manner makes it natural to deliver
results.”
Finance Supervisor
Company P
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http://www.markumgroup.com/what-is-organizational-culture-why-does-it-matter.html
Copyright © by JobStreet.com
Because of Company Culture,
people stay in the organization...
“If possible, I plan to retire here. Company N
has made it possible for me to think of my
career growth in the long run, unlike treating
this work experience as a stepping stone.
We all have different wants and needs, but
somehow this Company will also help their
employees mature both in career & in their
personal life.”
Junior Sales Executive
Company N
Steve McClatchy, founder of Alleer Training and Consulting, whose client list
includes top-ranked Pfizer, says a happy workplace is one that is committed to
perpetual improvement, and not just as a line item on the balance sheet. “It’s
one that supports employees in achieving goals, letting them fail, and learn from
that,” he says
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II.D. What’s in it for me?
Options
Tools
Company
Profile
Work
Environment
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II.D. What’s in it for me?
Culture
Options
Tools
Company Profile
Headers and Pictures
Pictures that feature vibe of your
employees, work environment
What you can show in pictures
can also be shown in a video
…Words are processed by our short term memory. Images on the other hand go
directly into long term memory, where they are indelibly etched…Dr. Lynell
Burmark, PHD Associate at the Thornburg Center for Professional
Development
Copyright © by JobStreet.com
II.E. Can I trust this company?
Trust Turn-offs
vs
Trust Builders
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II.E. Can I trust this company?
Trust Builders 
Milestones and Awards
Products and Services
Leaders and Partners
Vision, Mission and Values
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II.E. Can I trust this company?
Trust Turn-offs 
Gender / Race Biases
• Born Again Christians Only
Promoting Trainings in Job Postings
• Free Trainings to join the BPO Industry
Multiple Positions in 1 Job Advertisement
• Receptionist / Nurse / HR Supervisor
Multiple Postings
• Posting an ad several times within 14 days, which target the same jobseeker
profile—same position level, same specialization, work location, and similar
position title.
Overuse of Company Confidential Postings
• Allowable limit is 5% of total postings per month
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II.E. Can I trust this company?
Options
Tools
Company Profile
Company
Information and
Company Overview
One of the top 5
triggers of
candidates (42%)
to apply to a job
is the Company
Profile*
*2013 Nielsen Usage Attitude Index or UAI
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II.E. Can I trust this company?
Options
Tools
Company Profile
Basic Information
Company
Information
Most company logos reflect what the company is about or a representation of
Mission & Vision
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Example of a WINNING job advertisement
Do I want to
work in this
area?
Does this meet
my salary
expectation?
Can I do this job
well?
•
•
•
•
Responsibilities
KPIs / KRAs
Skills &
Behavior
Org Structure
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Example of a WINNING job advertisement
Can I trust this
company?
Do I want to
work in this
area?
What’s in it for
me?
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IV. Ways to improve targeting
2 Ways to Target your Candidate:
LiNa
• LiNa is JobStreet.com’s matching
agent. It matches the qualifications
set in the job advertisement to the
JobStreet.com database
Browse Jobs
• It is searching for jobs whether in
the JobStreet.com website or thru
search engines.
Approximately
40% of
JobStreet.com
applications
come from
LiNa
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IV. Ways to improve targeting
Parameters used for accurate LiNa Matching and Browse Jobs
Parameters
LiNa
Browse
Jobs
What you need to do
Specialization
•
If more than 2 specialization requirements, focus
on the major one and the 2nd add to content
Work Location
•
Note landmarks and modes of transportation
accessible
Position Level
•
Should be in sync with position title, skills and
years of experience
Salary
•
Show your salary
Company Name
•
As registered in company documents to allow
candidates to research your company
Refrain from using Company Confidential
•
Position Title
Skills
•
In sync with skills and position level
Try alternative position titles or what is most
understandable to the candidates
No “/”
•
Necessary only to perform the role
•
•
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IV. Ways to improve targeting
Creating accurate LiNa Matching for my Job Ads
Position Level
Specialization
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IV. Ways to improve targeting
Sample of LiNa email sent to candidates
Location
Salary
Specialization
Position Level
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IV. Ways to improve targeting
JobStreet.com Job Portal where candidates Browse Jobs
Most common keyword typed in is Position Title
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V. Key takeaways in creating
WINNING job advertisements
1. Answer JobStreet’s 5 FIT Questions
To Create Clear Job Description
2. Trust Turn-Offs vs Trust builders
To build credibility
3. Improve your ads targeting through:
a. Accurate LiNa Matching and
b. Inclusion of important keywords in
Browse Jobs
Copyright © by JobStreet.com

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