Fall Sourcecon 2016 Day 1-Breakout Sessions 1

Fall Sourcecon 2016 Day 1-Breakout Sessions 1

So day 1 Breakout Session Part 1 is here. The Breakouts fall into one of three categories; Candidate Identification (CI), Candidate Engagement (CE), and Marketing and Branding(MB).

 

First up Kerri Mills with 6 Secrets to Sourcing like a Grandmaster under the CI category. IT starts out with some very interesting stats; Software Engineers are contacted 3 times more than other candidates on indeed, on Indeed there is a 25% response rate by these Engineers. The main message here is you need to up your response rate and the way to do it, “Hyper-Personalization”.  In other words make it about the candidate and make a connection, find out their interests. The rest was different tool such as SourceHub for Boolean, Mailtrack for Gmail for emailing, Banana Tag for emailing, and then some Boolean strings. You can see a video for Kerri’s presentation at the link below

https://www.facebook.com/sourcecon/videos/1116334715081845/

Next up was Jason Vogel “putting the Human back in Human Capital” under the Candidate Engagement track. He breaks this down into 3 main things; How to find people, tools to find contact info and influencing and persuading people to make a change. Under the How to find he starts with Boolean. The 2 parts of a string; Were to look, and what to look for. He shows a great picture showing some of the place were you might go to look for people. Amongst them are; Facebook, Linkedin, Github, Angel List, Tumblr, Gmail.

Some of the tools he mentions are; Zip-Codes.com for finding zip code radius’s, Recruit’em for creating Boolean strings, Lusha, 360 Social, Prophet for finding contact info, Facebook Search – Intelligence SW for facebook searching.

Then he talks about the fact recruiters are not well thought of out there, some of the words used with regards to recruiters are; Idiots, Evil, worthless, dumb, etc.

The phrase to sum it all up:

 

“Recruiting isn’t about “filling positions” or “providing opportunities.” Effective recruiting is about “Influencing People to Change.”

Lastly is Dana Myers “Breaking up with your Email Marketing Strategy under the Marketing/Branding track. She starts out with some great stats on the sheer mass of emails send per day. 246 billion emails sent per day and growing. Average open rate for Recruiting emails; 20.16%. SO then she goes into the 10 best practices doe Email Marketing Success;

1. create a baseline-ROI, Spam abuse, Bounce rates etc

2. Use an email marketing tool-examples-Avature, MailChimp

3. Makwe Changes-move away form the basics change things up. Things to consider; Length of message, Call to Action, Content etc.

4. Track your changes and Results

5. Test-A/B testing

6. Compare notes with Colleagues

7. Ask your Marketing team for support

8. Use email stat research as a guide

9. Test on Mobile

10. Perseverance is the key

 

That all till next week

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