RACP® – Recruitment
Academy® Certified
Professional
Introduction to Recruitment
Milan Novak
Group CEO of GoodGroup
(GoodCall, Recruitment Academy,
Datacruit)
19 years of experience in recruitment
RECRUITMENT ACADEMY – CERTIFICATE PROGRAMS
Recruitment Academy Academic Board
Recruitment Academy Happy Customers
Candidates
Mobile, Social Recruitment
Recruiters
LinkedIn
ATS, Excel
Internet + Job boards+ Emails
Print, Job Ads
2018 vs. 2019
List of Recruiting Trends 2018 Recruiting Trends 2019
• Recruitment Marketing
• Inbound Recruitment • HR Technology
• Employer Branding • GDPR
• Candidate Experience • HR Analytics
• Talent Pools • Employee Referrals
• Candidate Relationship Management • Talent Sourcing
Social Recruiting
•
• Collaborative Hiring
• Recruitment Automation Tools
• Structured Interviews
• GDPR
• Strategic Alignment
• Data and HR Analytics
Source: https://www.talentlyft.com/en/blog/article/87/list-of-recruiting-trends-you-should-
implement-in-2018
Modern Recruiter
What are competencies? What do I need to develop?
The role of Emotional Intelligence
Independence
Empathy
EI Stress
management
General
Mood
History of Recruitment
Statistics - Referrals
•Referrals are 5x more effective than all other sources of
hiring.
(Jobvite 2017 Recruiting Funnel Benchmark Report)
•46% of employees hired through referral programs stay for
three years or more, while only 14% of those hired through
job boards stay.
(Jobvite Index)
•Referrals are hired 55% faster than those hired through a
career site.
(Jobvite Index)
•To get quality referrals, 64% of recruiters report awarding
monetary bonuses as incentive.
(Jobvite Recruiter Nation Report 2016)
Recruitment Process
EMPLOYER VALUE PROPOSITION
& EMPLOYER BRANDING
Employer Branding
Employer brand is the term commonly used to
describe reputation as an employer, and its value
proposition to its employees, as opposed to its more
general corporate brand reputation and value
proposition to customers.
Employer Value Proposition - EVP
www.recruitmentacademy.co
The Benefits of a Strong Employer Brand
The employer brand matters more
2,4X
(Research shows that a company’s employer brand is twice
as likely to drive job consideration as its corporate brand)*
Revenue
Lower turnover
growth
(Companies with a strong employer brand have a 28% lower
turnover rate than companies with a weak employer brand)*
A competitive advantage
(Only 69% of companies work with employer branding from
a strategic perspective)**
1,8X
Lower cost per hire Profit margin
(The cost per hire is more than twice as low for companies increase
with strong employer brands)*
*Linkedin Whitepaper, Why Your Employer Brand Matters, 2012
**Talent Attraction Barometer 2012 (How does you organization approach employer branding?)
***Boston Consulting Group, Creating People Advantage 2012, Mastering HR Challenges in a Two-Speed World
Why have an EVP?
Creating a competitive and unique EVP is a key element in acquiring, maintaining, and
motivating the talent needed to achieve business results.
FOCUSED
COST
EFFICIENT UNIQUE
Strategy – How to build an appealing EVP
● Company vision and strategy - where does the company go?
● External analysis
● Internal analysis
● Focus Groups
● Communication and media plan (career sites, advertisements,
videos, social profiles)
● Analytics, KPIs
Persona Exercise
Job advertsing
19.05.19
Job advertising - copywriting
• Write it the way you would say it!
• Talk about „you“ more than „we“!
• Turn features into benefits!
• Format for breezy reading!
• Make the next step easy!
Life Cycle: Candidate - Employee
Stage 1: Stage 2: Stage 3: Stage 4: Stage 5: Stage 6: Stage 7:
Discovery Consideration Application Onboarding Performance Leave Remember
Job Vacancy
Company / Department information We offer / Competitive benefits
Job description / requirements Process
Search keywords:
Salary/Benefits
Company
When was the Company Established? Why would you someone like to work for your Company?
How many employees? What benefits does the position carry?
What departments are there? What other long term opportunities are there associated with this role?
What are the Company’s growth plans and future areas of development? What is the salary?
What type of company are you? If I found someone who was exactly right for this role and he/she was earning that
What do you do? package would you pay more?
What are your clients? If so, how much?
What other locations do you have?
What relocation package would you offer if someone is moving to the area?
Job Description/Person Specification Process
What will the person be doing on a day to day basis? Who will be involved in the interview process?
How much of their role will involve…? How many interviews?
Who will they be reporting to? What is the agreed shortlist date?
What type is the team? After the interviews, how soon would you be making an offer?
How big is the team? What type of interviews?
What equipment will they be using?
When would you be looking to interview?
What are the hours of work?
Any tests?
What experience do they need?
What is the background of the ideal candidate (inc everything preferred) Start date?
Which industries would you like this person to come from? How urgent is the role?
Are there any other industries you would consider? How has the position come available?
What type of person would fit in? How long has this position been open for?
What is the dress code? What other methods are you using to recruit for this role?
What qualifications are needed? How many people have you interviewed so far?
What is the job title? How were they sourced?
Is there any travel in the position? Do you want all CV’s faxed/posted or emailed?
What else?
Golden Rule
Treat candidates the way you
would want to be treated
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