traditional recruiting is dead: 7 ways to find your next hire
DESCRIPTION
This eBook is targeted for senior leaders at firms who hire engineering, facilities, project and construction management talent.TRANSCRIPT
TRADITIONAL RECRUITING IS DEAD:
7 WAYS TO CONNECT TO ENGINEERING & CONSTRUCTION
PROFESSIONALS
BROUGHT TO YOU BY HARD HAT HUB
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Engineers and construction professionals are in high demand.
With the economy recovering and more in-frastructure projects breaking ground each day, the entire industry is in a war for talent. Some companies will continue to rely on dated recruiting tactics, but those who embrace modern techniques will come out on top.
The key to winning the war for talent is evaluating your current recruiting strategy against new alternatives.
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1STOP WASTING TIME WITH TRADITIONAL JOB BOARDS.
24 MILLION MONTHLY VISITORS
23 MILLION JOB SEEKERS
Major job boards post impressive statistics on site traffic and data-base size, but the odds of your next hire coming from them are pretty low, especially for engineering and construction professionals.
LESS THAN 2% OF HIRES COME FROM THESE SITES.
CAREERXROADS “2013 SOURCE OF HIRE REPORT”
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THE 4 DISADVANTAGES OF THIRD-PARTY RECRUITERS
1. COST OF RECRUITING2. LACK OF CONTROL3. INDIRECT CANDIDATE ACCESS4. COMMUNICATION ISSUES
HRMS WORLD, A LEADING INDEPENDENT RESOURCE FOR HR PROFESSIONALS
2 STOP RELYING HEAVILY ON TRADITIONAL THIRD-PARTY RECRUITERS.
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43 BROADEN YOUR E-RECRUITING BEYOND LINKEDIN.
“LinkedIn is valuable mainly for candi-date research -- not recruiting. Too
much wasted time, too low response rates.”
PBS MAKING SENSE ARTICLE BY NOTED SILICON VALLEY HEADHUNTER, NICK CORCODILOS
We’re not saying LinkedIn isn’t helpful. But you can spend all day searching through candidates and still need to go deeper. You want to know the year someone was certified by ASHRAE, if his Primavera experience is with P3 or P6, or what his travel preferences are for project work….not just if he claims to have “project management” skills. 5
BE SOCIAL: POTENTIAL HIRES HAVE ADOPTED SOCIAL CHANNELS MORE QUICKLY THAN YOU HAVE.
Facebook has more than
1.23 BILLION active users
16 BILLION photos have been shared on Instagram
5700 tweets are posted every second on Twitter
259 MILLION+ people have registered on LinkedIn
FACEBOOK PR, INSTAGRAM PR, BRICKFISH, LINKEDIN
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5 A CONTENT STRATEGY CAN HELP ATTRACT THE RIGHT PEOPLE.
A. Companies that blog have 55% more website visitors.
B. 78% of people believe that com-panies that provide custom content are interested in building good re-lationships with them.
HUBSPOT MARKETING STATS & TMG CUSTOM MEDIA
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6 ADD SOCIAL ADVERTISING TO YOUR COLLEGE RECRUITMENT PROGRAM.
TWO REASONS WHY:
1. STUDENTS ARE ON SOCIAL MEDIA -- NOT YOUR CAREERS PAGE. More than half of college-aged adults use Instagram, nearly 44% use Twitter, and 89% are on Facebook.
2. THESE ADS WORK! The click-through-rate for Facebook ads is up 365% YOY.
ADOBE DIGITAL INDEX Q4 2013 & DIGIDAY
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DON’T HAVE THE RECRUITING STAFF TO KEEP UP WITH SOCIAL MEDIA AND DIGITAL MARKETING?
YOU’RE NOT ALONE: MORE THAN HALF OF COM-PANIES SAY SOCIAL MARKETING IS WHERE THEY NEED THE MOST MARKTING HELP AND 62% AL-READY OUTSOURCE THEIR CONTENT MARKETING.
CONSIDER HIRING A PARTNER.BULLDOG REPORTER & MASHABLE.COM
7 TRY BRINGING IN THE EXPERTS TO EXPAND YOUR DIGITAL REACH.
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THE RECAPSTOP WASTING TIME WITH TRADITIONAL JOB BOARDS.
STOP RELYING ON TRADITIONAL THIRD-PARTY RECRUITERS.
BROADEN YOUR E-RECRUITING BEYOND LINKEDIN.
BE SOCIAL.
A CONTENT STRATEGY CAN HELP ATTRACT THE RIGHT PEOPLE.
ADD SOCIAL ADVERTISING TO YOUR COLLEGE RECRUITMENT PROGRAM.
TRY BRINGING IN THE EXPERTS TO EXPAND YOUR DIGITAL REACH.
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5These tips are brought to you by the team at
HARD HAT HUBWe’re creating the preeminent, technology-lever-
aged marketplace for matching people with compa-nies in the engineering and construction industry. We’re combing technology, sophisticated targeting techniques, and algorithmic matching to help com-
panies build better teams in a more streamlined, ef-ficient, and cost effective manner.
VISIT HARDHATHUB.COM TO LEARN MORE.QUESTIONS ABOUT US?
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ABOUT THE AUTHORSANDY JANSEN, CO-FOUNDER
Hard Hat Hub [email protected]
More than 13 years of experience in engineering, construction and information technology. Most recently Director of Human Resources & Business Development for Patrick Engineering responsible for strategic oversight of talent acquisition and new contracts in the energy, chemical, and heavy civil markets. Principal of affiliated executive search firm Talent Bridge Partners and oversight of recruiting and sales teams. Began his career with Kraft Foods designing and implementing global HR systems. Holds a Bachelor's Degree from Indiana University's Kelley School of Busi-ness.
BRAD KREIGER, CO-FOUNDERHard Hat Hub, LLC
15 years of experience in the Construction & Professional Services industry. Most recently Senior Vice President of Marketing at Jones Lang LaSalle, responsible for a host of sales and marketing strategies. Prior to that, he worked at Graycor Construction and ABN AM-RO/LaSalle Bank in various B2B and B2C mar-keting roles. A member of the Business Mar-keting Association and holds a Bachelor’s Degree and MBA from Purdue University.
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