taking the pain out of hiring while saving you time and money | foodco biannual conference

Taking the pain out of hiring while

saving you time and money

Presented by Alli Baker, Director of

finding staff...

WorkibleJOBS

WorkibleJOBS

piles of resumes

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WorkibleJOBS

inexperienced candidates

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WorkibleJOBS

IRRELEVANT applications

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WorkibleJOBS

did you even

did you even

READ

the job description

did you even

READ

the job description

did you even

READ?!

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Spec Job Ad Post Job Ad

Pay for Job AdWAIT

Receive Applications via Email

Open and/or Print Each Cover Letter

and Resume

Read Every OneDiscard Irrelevant

Sort the Rest Shortlist

How hiring happens…

$7-30 days

95% LOST

The Old WayExpensive job ads

Deliver irrelevant application avalanche

Costing weeksWorkibleJOBS

How hiring happens…

Profile Ideal Candidate

Get Your Shortlist

<1MINUTE

The WorkibleWayAffordable subscriptions

Deliver perfectly matched candidates

Within minutesWorkibleJOBS

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skills experience availability

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...ranked in order of best fit!

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— even see the person behind the resume!

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Hire your brand fans in-store

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Hire your brand fans online

The Dymocks Job Network

20,000+ eager brand fans

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find exactly who you need...

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withinDAYS

if notHOURS!

'Insanity is doing the same thing over and over again, but expecting different results.'

WorkibleJOBS

Expensive • Businesses shell out $300+ average on each job ad • For businesses who hire regularly, the costs are exorbitant • High cost of staff resources required to manage the time-consuming hiring

process that can take weeks if not months • Expensive legacy HR systems are layered with features no one uses and

charge for additional features and upgrades

Impersonal • Anyone can apply for any job whether relevant or not • Basic job ad forms don’t allow for personal preferences or application ranking • Zero feedback for applicants giving them a terrible experience

Slow & Inefficient • Searching limited to one-to-one keyword matches at best • Post and wait for applications can take days if not months • Application avalanche can mean weeks of sorting • Businesses must list job ads and manage accounts on multiple, fragmented

job sites to reach the most candidates

The problems with hiring

Affordable • One low annual or monthly subscription fee for unlimited hiring • For businesses who hire regularly, the more you hire the cheaper it gets • For every dollar a business spends, Workible saves them $10 or more

Personal • Purpose-built profiling wizard helps identify exactly who you need • Workible’s sophisticated matching algorithm continually learns what you want and delivers it • Automatic, personalised feedback for every applicant gives a positive experience and valuable

insight to use next time they apply • Simple, user-friendly, cloud-based interface with all the features you need & none that you don’t

Fast • Workible’s technology streamlines the hiring process so efficiently that businesses can hire in

days if not hours • Vast machine-learning skills engine intelligently deciphers relationships between skills, previous

roles, qualifications and personality attributes so you don’t miss out on the right candidate because keywords are way too one-dimensional

• No need to sort applications because they are dynamically ranked according to who best fits your needs

• One post with automatic distribution across The Workible Network to ensure if a job seeker is out there, you’ll find them

Why Workible is the future

The power of The NetworkPress “post” and Workible distributes your job ad to all of the relevant job sites in

The Workible Network delivering more of the right candidates — and unique, real-time workforce data.

80+job sites

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BIG RECRUITMENT MISTAKES3

Recruitment Mistake #1You’re spec-ing not selling

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Relying on the Job Title alone

Simply using the job description for the ad copy

Starting with “We” instead of Me

Going on and on and on and on….

Using job ad jargon

Thinking Quantity begets Quality

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You want to sell the sizzle, not

the steakWorkibleJOBS

Take a cue from the Real Estate Industry

“A Grand Family Estate with Park-like

Grounds”

You’re not selling the job - you’re selling the experience.

Compelling Headlines - benefit, news/ info, spark curiosity

Does your job ad do your job justice?

Inviting job seekers to imagine themselves in the role.

Goal = match the picture they have in their minds

Why is this role interesting? What challenges will there be? Describe the kind of person that would be successful in this role. What do you expect them to achieve? Who will they be working with? What environment will they be working in? Who will they become? Why is their role important?

Re-Write Your Job Templates

Rule of Thumb: What would you want

to know if you were in the job seeker's

shoes?

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Worki

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What part will your new hire play?

Simon Sinek TED talk, “Start With Why”

“The goal is not to hire people who need a job. It’s to hire people who believe what you believe.” … “If you hire people just because they can do a job, they work for your money. But if you hire people who believe what you believe they’ll work for you with blood and sweat and tears.”

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80% search for people & culture fit

above anything else

6/10 Millennials

want a “sense of

purpose” in their job

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Job Templates

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Recruitment Mistake #2Your Candidate

Experience is making enemies not friends

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2016 National

Job Seeker Experience

SurveySource: Workible’s 2016 National Job Seeker Survey WorkibleJOBS

The longest amount of time Australian job seekers typically search for jobs is six months, submitting approximately 100 job applications in that time period.

Source: Workible’s 2016 National Job Seeker Survey WorkibleJOBS

32% of candidates rate their overall

experience as poor or very poor.


31% feel employers

treat candidates

“poorly”

12% said employers “don’t care at

all” about candidates


57% less likely to apply

again if they did not receive an email to tell them about the

outcome of your application

21% would never apply again


25% of candidates would never apply to a

company again if someone accepted their application

in-store but never acknowledged it after.


“Walking into a shop to apply for a job and they put my resume in the bin before I'd even walked out.”

What They Said:

— Hannah, has been looking for a job for 12 months


80% would never re-apply

if they get no acknowledgement

after their interview

70% would never

re-apply if they get no acknowledgement

after their application


72% will tell their

family/ friends about it

80% have had a bad

candidate experience


The #1 Job Seeker Dilemma

“Can actually reply to my applications.”

What Else They Said:

— Kirsty, 19 years old, lives rurally, has been looking for a job for 5 months and is in “desperate need” of money. She believes employers “don’t care at all” about candidates “because actions speak louder than words.”

When I’m looking for a job one of the top 3 things I look for is…


Candidate Experience

Platform

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Recruitment Mistake #3You’re reacting

instead of preparing

THE OLD WAY

REACTIVE RECRUITMENT

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Create Your Own Army Reserve

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FoodCo have started to create your own job network so you can tap into talent

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We asked: Does brand factor into your their job search decisions?

Source: Workible’s 2016 National Job Seeker Survey

60% said YESWorkibleJOBS

We asked: Have your worst candidate experiences affected your

perception of the brand responsible?

60% said YESSource: Workible’s 2016 National Job Seeker Survey WorkibleJOBS

Your candidates are voting with their

wallets!


43% confirmed a negative candidate experience has affected whether or not they continued

to buy from the company

45% confirmed it affected how

often they buy from the company


83% said they would be more likely to apply to a

company again if they received an email to let them know they

were unsuccessful that included personalised feedback

about how to increase their chances next time.


business.workible.com.au

Alli Baker [email protected]

http://business.workible.com.au

mailto:[email protected]