Redline Recruitment Strategy Agreement Template with airSlate SignNow

Redline recruitment strategy agreement template

good afternoon everybody and a very warm welcome to our webinar we've called this recruitment strategies how to attract highly skilled and untapped talent pools my name is Bev Nicholas I'm the regional talent director for pagegroup in the UK and I'm responsible for talent acquisition and talent development in light of my role I'm particularly interested in this topic and so I'm delighted to be hosting the webinar today Katrina if I could hand over to you to introduce yourself as well certainly hi Bev first and foremost and thank you for the opportunity yes I'm Katrina Collier so I'm the author of the robot proof recruiter which recently got published your Cogan page and I'm a candidate engagement speaker and facilitator and what that means is I teach recruiters hiring managers and HR how to get candidates to respond how to keep them in the hiring process in how to stop them ghosting which of course is happening a lot these days so it's a little less on the how to find people and a lot more on how to keep them engaged and through the process until you successfully hire them thanks Katrina so the agenda for today is as follows on your screen now Katrina will be taking us through these different topics from sharing her experience and expertise so starting off with in-demand people and the war for skills why it's essential to deliver an engaging candidate experience a key topic around reaching new talent pools for diversity of thinking and then finally examples of untapped talent pools and useful resources for all again during the webinar we will have a poll for you to respond to so please keep a lookout for that and in addition you're also able to type questions to submit to Katrina too so please if you have any questions as Katrina's going through all the content then please submit those and then at the end of the set time I'll have a little bit of extra time to ask Katrina some of the questions and I we'll try and cover as many as possible so before we start I just wanted to set a bit of context behind why we're holding this webinar and also why we've picked this particular topic I probably don't need to highlight many of the people who've joined the webinar that the war for skills and talent has been a key topic for an awful long time now but in addition to that we're facing an increased skill shortage alongside unemployment figures that are at a record low so falling below four percent for the first time since the mid seventies this means it's ever more essential for employers to revisit their recruitment strategies and to ensure they're giving themselves the best chance to attract highly skilled individuals so to achieve it it's important I think to have a new mindset which includes widening our options to find candidates from new and untapped talent pools whilst employment is low our research shows that it doesn't necessarily mean that people aren't open to new job opportunities and we recently conducted some research about 2000 UK workers and it led to the following findings which are quite interesting one was that inertia is a bigger factor than uncertainty when it comes to people looking for a new job and only about half of the people who are unhappy at work or with their current careers are currently actively job hunting another interesting finding was the top three reasons people gave for looking to leave a role so one the top one was to get a salary increase the second one was to improve work-life balance and the third one was to get a more fulfilling role and I think what's interesting about these findings is they actually present great sort of hidden opportunities to engage with and attract high skilled individuals who may currently be working in different roles or industries or even those who are looking to return to work after an extended career break and at Michael Page we we've also been on a journey of encouraging people who've had a of extended career break to consider a career in recruitment and we've recently launched our recrea program and that enables someone to join us for a six-month period receive all our training and support and then make a decision as to whether recruitment is right for their future career and the key behind this is really in our experience someone's attitude soft skills and prior experience often brings great success to different roles whereas in our view in certain instances technical know-how can always be trained so that being said I'd now like to invite Katrina to share practical tools on how you can attract highly skilled and untapped talent pools so I'll hand over to you Katrina okay Thank You Bev so I wanted to start like by looking at what does it actually feel like to be one of these people that's in demand so I just thought I'd sort of shock some of you some of you may have seen this but this is what it feels like to be in demand now if you're a recruiter who is here or perhaps somebody in HR we never feel like this we never open our inbox and see it bombarded with urgent PHP developer requirement urgent required now come work for us we don't open it to this the only time we ever felt like this was when we got all of those gdpr emails when it was suddenly everybody was saying would you please risa but I am sure you found that incredibly irritating can you imagine what it's like to be a developer or somebody with who is in high demand so that could be a nurse a plaster a plumber it's not just developers but anybody who had possesses skills that are in demand this is what they face quite regularly and this is actually a a genuine screenshot from a developer from actually 2016 so I dread to think what his inbox looks like now the ability like I said it might enjoy the ability to find people has never been easier you know you can just buy a LinkedIn or Kudo license and spam to your heart's content but actually getting people to reply has become this monumental problem because people just ignore you know I'm sure you have messaged a friend you've seen your friend has read the message and hasn't replied this has just become the norm so if you really want to open the talent pool bigger you've got to change your mindset first and put yourself in the shoes of the person who's in demand and one great way to do that is to stop doing this text EO did some research and the the one thing that will reduce your response rate so you're you send a message to a candidate to try and get their attention the one thing that will reduce your response rate by eighty percent are the words I came across your profile on and usually that is followed by LinkedIn so just if you stop using that straightaway you will improve your chances of recruiting somebody if you think about advertising it's all in the you so L'Oreal will say because you're worth it for example if you really really listen to some of the adverts much as most of us mute them and fast-forward through them but you know if you actually listen to them you'll hear you're being told what to do all the time it's all in the word you so start your messaging with the word youth that in itself will be much more impactful but before we go on to that I've got my first attempt at a poll so hopefully I will do this right I would love if you could tell me now apparently I go here and select your poll and I launch the poll hopefully that works or it's working if you could tell me what your current response rate is to any recruitment emails that you send and I'll give you a couple of minutes to do that be really interested to hear all I can see you're all voting thank you makes you feel good when I know people are there and they're doing something other than talking to the wall there's a lot of you are down in that like 25% band and then the next is that 26 250 at the moment I'll give you a little bit more time allows me to slip my teeth as well okay we're at 71% photos you're getting there I'll let you get to 100 and then I'll stop it you nearly there a little bit more time you oops sorry okay I might close it there were at 80% that's a pretty good number isn't it say if I can get my mouse to work which seems to have gone to sleep it really has gone to sleep oh sorry I can't seem to close the poll oh thank you there we go okay sorry my mouth would unstuck there for a second so we've got 46% ur at 0 25% 34% between 26 to 50 percent and for only 14% between 51 to 75 and then the elite the 5% who are over 76% that is amazing for those of you that are over and I would love to know your secrets but I'm sure they're highly personalized highly relevant you know you've taken that extra time to send those messages and you're probably using the right channel for recruitment as well which is also big part of it so I wanted to show you a stat though so those over 76% it'd be quite interesting to know but this so hopefully is that showing you've broken up a little bit there okay that's okay I'm my screen isn't showing how do I get that to show sharing oh yes it is right so you can hear me now can you hear me yes all good yep okay okay so 94% is actually the response rate you get if you use text messaging that's SMS response rate so for any of you who are getting really quite low results it could be something worth considering if you have the opportunity to message somebody instead you know do that but then of course really just sending somebody a really creative response rate as you saw there's only five percent of people that are getting over seventy five percent response rates isn't guaranteed enough to make somebody sit up pay attention and respond to you as bear was talking about that that's sort of an ur sure that happens that people don't necessarily want to change jobs but what they can also do is look at up to 18 pieces of contact a Content called according to candidate ID before they will actually respond anyway so even if you went the text message route which is a high response rate you know they're looking at things so they could look at Glassdoor for example I'm sure you've all heard of bast or hopefully you have all actually gone and checked at your own Glassdoor reviews and are responding to them but are you also aware that there are other sites there's these for example job has even Yelp can have them fairy god bus it is quite your arm American Century but it's just for women it's like a woman's community or supporting each other the job crowd rate my employer volts there's also compared ibly comparable is quite big here in Europe as well career bliss in her site and then the tree that will also really impact you over here indeed in canoe no so say you're looking to increase those talent pools and want more diversity a diverse applicant is going to go and have a look or potential applicant is going to go and have a look and see what people are saying about you before they reply or apply to your job opportunity because they want to hear from their peers now hopefully this is not news to you this is like something that you already know that I do want you to make sure you respond to them I quite regularly will use I can x-ray search so that's where you go psych and so let's use glass droids example site : glass door dock code at UK slash interviews for example for never heard back or slash reviews for toxic environment if you type that into Google you'll be staggered at the number of reviews there are that aren't replied to it's very important that you let somebody know that they've been heard and that person even though it's anonymous review will get an email from you so you can always say you know hi it's Katrina here I'm sorry about your concerns would really like to take this offline have a proper chat with you about it you know we've put some steps in place but let's have a conversation and really to address it because you're being looked at and you're potentially stopping people from coming and joining you but there's also this they don't like you personally they look at your profiles and they go I don't want to respond to you I don't want to talk to you you know you might want to increase your talent pool but I don't want to talk to you and I see this a lot I see very cryptic profiles or very bare profiles you know it's it's quite extraordinary how people just don't fill out and share much information yet strangely as recruiters and HR and hiring managers we look at people's profiles all the time and make judgments on them so we've got to make sure that we are judged in such a way that people want to talk to us but on top of that we've got to sort of fight the noise so you've got to look like somebody who's worthy of someone's time amongst this this is what happens in one minute on the internet all of these things go on you know he's looking 3.8 million Google searches and you've got people tweeting and you've got people swiping and doing all sorts of stuff and sending messages I mean look at that 40 1.6 million messages are sent on messenger and whatsapp on top of 2.1 million snaps are created so there's a lot of noise and a lot of interruption yeah a lot of people talk about this war for talent I actually think it's a fight for someone's attention do you look like you deserve to have someone's attention personally and as a company let alone lucky Job Description so it's so much more now in this very transparent and noisy world that we're living in so on that talking profile pictures right so somebody you send a message to somebody or they're coming in for an interview you send them your LinkedIn profile and they look at you and they make a decision whether they want to talk to you so I was looking to change my profile picture and I thought oh this is a nice one of me this is me speaking on stage surely that would be great and I went to a site called photo filo which is photo f double e l ER and you can have people who don't know you at all vote on whether this is a business of social or a dating profile and tell you what they think well actually didn't come back that well on this racing paper said well she's only vaguely likeable and influential that is just about the norm but it was still that's not how I want to be perceived so I had a photo from my book launch that you know it was caught on the fly I must admit it's a little unprofessional a little bit too relaxed but I put that in and immediately I was more likeable more influential more competent so hopefully more people would want to talk to me any kind of thinking wow that's a bit fickle isn't it but I am sure that you have looked at somebody's profile picture on LinkedIn and subconsciously god I want to talk to them I don't trust them there's something about them and it's because for so many thousands of years we've had to trust that immediate perception we have of somebody now just one more thing on that with LinkedIn specifically make sure that people can actually see your profile picture there it's extraordinary how many profile pictures are set so the only your first level connections can see it now I don't know if LinkedIn made a change because it seemed to happen all of a sudden that you just couldn't say all of this like second level and third level connections photos but go in to the settings top right in the desktop and check that your photos visible because we all know it really makes a difference and I'm sure you don't want yours private anyway but again I know I know I'm kind of laboring the point here that looking like someone worth talking to but if we're going to look at diverse applicant sick or candidates they're quite hesitant so they really want to know what you're about so on that please fill out your LinkedIn profile there is so much you can do on here for free and do the same for hatred do the same for the hiring managers everybody who is involved in the recruitment process from the initial sourcing through all of the interviewing right through to onboarding and looking after all of their profiles need to be beautifully transparent filled out with extra information on them so things that you can do you can fill out that headlines are where I've written the also there I've got proof recruiter etc fill that out that is seen on Google and it's also seen when you viewed someone's profile its have a profile picture that looks appealing fill out that bio so that it really stands out to people and then underneath fill out the summary now I have quite intentionally taken this as a screenshot from my phone we all use the desktop all day that's what we do but the candidates don't do that and people receiving your messages are probably looking on their phone and you will find there's a distinct difference in how your profile appears on the phone and the summary is spelt out just those first three lines so from I'm a candidate engagements through to Cambridge that's all they see and it's really different to what you see on the desktop so look at your profile on the phone and then of course add some rich media add photos show inside your company this is completely free to do all of this so fill it out but also if you're going to use the other social media sites fill them out and use them if you're not using your Twitter account which will come up on Google is someone searches we just delete it rather than leave it there dead I don't hear there's anything worse than a dead Twitter account but if you're using it again fill it out keep it light it's Twitter it's slightly less formal and LinkedIn but just think that people probably want to go there because it's a little bit more interesting see what you're talking about please watch in the current climate what you are talking about it's very easy to go to Twitter in this current climate to vent but just be aware for not just how you're perceived as the person you know bringing the people into the company but also how how it will impact your future career so just be a bit wary there what you're doing and then because Instagram I am massive Instagram fan there are 1 billion people who are using Instagram compared to just 300 million who are 303 million who go into LinkedIn once a month for less than 17 minutes they are very very active on Instagram short the sourcing side is more challenging but the ability to show yourself as a recruiter worth talking to and a company worth talking to it's a really really powerful tool and I'm going to talk about that again in a minute but again some people use a instagramming a very crisp cryptic don't be cryptic I've got my name I've got my author again I've got like what I'm about so people know that they come here and they're going to see like book photos and dog photos and all this sort of stuff I think currently as dog and car is about me so it's sort of phases through but just again so that people can understand what you're about straightaway one little caveat on that you can have two Instagram accounts so I personally would have one that I use for business and a little bit of personal insight and I would have another one that's completely locked down and private for the kids that is just my personal opinion I'm happy to take that offline and talk to you about why I have that opinion I'm more than welcome to do that afterwards rather than now but please do not stop at these three okay we run sort of guys I want in Twitter and Instagram I've got it sorted out but there are 2.4 billion people using Facebook I have one point four billion will go in today right remembering I said 303 million go into LinkedIn once a month for 17 minutes Facebook's interesting 1.4 billion in every single day if they really want to know what you're about they're gonna go to Facebook they can just search your name if your name is unusual like mine they'll find you really easily so give them something to say fill it out make you look approachable again I have the dogs coming out from under my bed you know that's fine it's Facebook but the profile picture is always my face it's not always the same as on LinkedIn it's always you can see my face you want to talk to me fill out your headline there your bio there and then also fill out your job description so just let people know who you are where you work what you're about present it how you want to be seen and then you can hide all the stuff you don't want them just to see etc and on that you can also fill out these nine photos so to me these nine photos depict my life you know I speak I train I I do a lot of charity work I travel it's sort of representing me and it's giving people something to talk to me about and it's exactly the same as your potential candidates so you're saying to them this is what I'm about this is something you can talk to me about and of course you can add all of your links and all of that now I know it sounds really strange but people are inquisitive they're going to go and look and if you're wanting to open that talent pool you want to look like you really were someone's time so I wanted to show you a bit about the emotion of job hunting I don't know when you last job hunters that it's probably been a while if you haven't I strongly recommend you talk to someone who is going through the process I know a lot of recruiters going through the process right now it is not nice and I think is his sums up so beautifully over the last three months I've been job hunting and let me tell you the interview process these companies make you go through he's exhausting I've had a company say they want to hire me on the spot and then went dark for a whole month here's a month on the spot then they had the audacity after a month of ghosting me to expect me to drop everything to speak to the hiring manager no I told the recruiter I'm no longer interested in this role you all have played with my time and my own notions enough my time and my emotions wow thank you but no thank you and get this this is the second offer I've rejected uses the blatant disregard for me as a human if you can't prove to me you care about me in the interview process I'm definitely not convinced you and care about me is about that stressful about me as an employee pass brutal but really really true I have found researching for the book hundreds of these horrific lis hundreds people bringing in the people into the company but sometimes we let the technology get in the way we let the process get in the way and we forget about how does she put it the emotions my time and the emotions time you're never gonna get the time back the time you are giving me now being here live and listening to me it's a gift yeah you will never have that time back so we must must must remember that so now if we go into the next pieces we're looking to hire diverse people we're looking to look at a different range of people we want them to feel like we will actually open our doors and let them in we will truly be inclusive there is so much talk about diversity and almost like a tick box exercise you know I know it's really important for you to know that the diverse makeup of your employees but actually make people feel included is really different so I absolutely love this and what this is is thought works they are an IT consultancy and if you go to their website on the homepage you will find their blog and then you can click in energy inclusivity which I've done here and I moved this around a bit to suit this but the posts that are there some of them have actually reduced me to tears in the past they're from their employees and they're talking very openly so there's a beautiful post from someone who's transgender and about technology saving her life and it's so raw and it's so real and thought this is like we would like you to write and put that on a blog because we want our clients and we want our employees and we want our future employees to all know that you can come here and be yourself I don't think anybody proves inclusivity like they do I think it's absolutely extraordinary and I love theirs and lots of tips as well so they don't just do that I mean you can see the bottom left here getting back into IT as a mum so talking about you know coming back in and what it felt like and how scary it was and how hope she was and things like that so if you can do this if you can show as a company what it's genuinely like you will attract more people because it's not just the finding it's this getting people to actually be willing to step out and one of the great things about hiring people say hope with a disability for example is they're so loyal to you because they're not made to feel welcome in other companies sometimes they can't even apply so this is why this is so important to just really show what it's like and the great thing about this is it costs nothing but time for somebody to write the post and share the post and obviously I guess to be brave because it does there's you know to be allowed to be that brave is quite something as well but there are other ways you could do it so I mentioned Instagram a minute ago if you're not already doing this as a company I highly recommend you create a corporate hashtag so the one you can see at the top of the screen there is inside indeed so I'm sure you know indeed big job board aggregator so they say to their employees use inside indeed as the hashtag if you share a photo wherever you are if it's about work or or on the fringes of work use the hash tag by sharing the poke the post publicly and by using that hash tag they are giving the company permission to repost that onto a corporate site or to share it elsewhere I love these when they're embedded on career sites as well because they're really really real you know that the constantly photos are changing all the time and I'm sure if I went and took a screenshot of this right now it would be completely different again and what I love is when you do click in so here's Michelle here in Austin Texas and she's sharing a photo in her bed working with the dogs it was pointed out to me that this was on a Sunday so my mistake using this screenshot because I'm a dog person so of course I went for it but I don't know is she's working that Sunday that she hasn't had time off to make up for the trouble that she's doing as well so I decided to leave it in but I was pointed out to me I made a bit of a boo-boo there but what I love about this is when I click in I can see you know it's just Michelle she doesn't say that she you know works that indeed I happen to know Bryan Cheney so I happen to know she does work it indeed but she doesn't say that at all she's just shared the photo and used that hashtag so she's not even in the marketing Department who be more inclined to it she's just an employee this is genuine stuff that people can go and look at so if you're going to go that inclusivity route cannot recommend that enough either really making people feel welcome really understanding what it's like to work at your company before again they reply or apply so interesting again you know of course I understand that you want to you know you could know what your levels are right you want to tick boxes and you want to make sure that you've got your diversity and inclusion is correct and you've got enough women and you've got enough disables and you've got enough I think there's so many different ways diversity can work present but we have to be really careful now you know there are people who don't feel like they are once and draw another aura gender-fluid so by asking are you male or female and not asking so you know like he/she if you were to use the pronouns for example which you'll find on my profile so I've got she her so you've got he she she her or they their by not having that option by not giving people that choice you're basically saying I only acknowledge male and female and I don't understand that some people won't feel that way so I urge you to go and have a look one perhaps you could read this post which is again at ThoughtWorks go and have a look at your website like sort of step back and say what are we doing in the application process you know we spend all of this time putting this net out drawing people to us are we repelling them can they actually apply actually you know what it's putting people off you know we've I'm sure you've done a lot around whether the writing of your job description is male versus female but sometimes we actually just need it to be neutral as well so this is the same kind of thing please have a look at that and just make sure that you're not putting people off you perhaps a gender-fluid um something else that you might not know about and there is a massive campaign about ban the box so if you have the tick box that asks if you have a criminal conviction well actually 70% of companies will say if somebody ticks yes that they will not hire them they will not look at them they'll reject them out of the interview process but actually 50% of the criminal convictions in the UK are for driving offences so unless somebody needs to drive for you you know here in London most people don't really need to drive today I've actually just got a car after the first time in 17 years I haven't needed one so it's like do you really need to put that checkbox or if you do can you not at least give people a chance to explain underneath what it's about perhaps you could just remove it and the other thing is only 8% of people with criminal convictions actually go to jail as well so just removing that could immediately open up your talent pool now I get for some of you that's not possible and I understand the reasons behind but it's just something to think about as well so something else I'm being a bit harsh here but please I just thought wow if we can look at oh sorry I'm talking so much counting my words up the Royal National Institute for the blind so this is their career site and going into that wording and how the word can impact in the grey box at the bottom there you'll say if you're interested or you'll see if you're interested in a career with us take a look at our current job vacancies this is the Royal National Institute for the blind I found that a bit strange now of course it was pointed out to me quite quickly that well actually they also have blogs about top screen readers for Windows from that their own text advisor who is actually providing assistance and it is most likely that somebody who has a visual impairment will have put something in place but have you done that have you put something on your website have you thought about the wording I was just recently applying for my passport and it's like tick the box if you need a passport in Braille and I might okay that was interesting it did make me chuckle but at the same time I think I wonder how many people are actually getting assistance doing this or a stuck now if you wanted to do something and by the way I do not work for this company I'm just think this is the coolest product ever I cannot recommend this enough go and have a play with Rhys I it is a really really clever little products it just sits over the top and as you can see it'll say I'm try recite so you can go to their website and try it and when you go in there it will show like an audible version or give you different colors there's a very cool ruler which I could use myself anyway for reading online where you can just roll down it'll help people read lines you can change the font size it will of course read it out loud have you got something like this on your career site you can people with people with dyslexia can they apply there are an estimated 10 to 15% Guillou of people globally that have dyslexia there are 285 million people around the world who are vision impaired and according to the 2010 Equality Act it actually protects 11 million Brits so we really do need to be going above and beyond so I know you're sort of think about hang on a minute I want to know like where these talent pools are but I'm going that doesn't matter if they can't apply if we can't help get them through the door so definitely something to think about the other reason that this recite is also good is there's 4.2 million people here in the UK who have English as a second language so this can help them it will translate and things like that for them as well and again there's 1.5 million people here with a learning disability as well so maybe this site can help them to apply and make it easier for them perhaps you could put this on the screens of your employees as well so that they have an easier time of it I've just had one of my district HR talks in Cambridge Ireland came out as a dyslexic and she was horrified to do so but knew she had to because she's like it doesn't mean I'm dumb I've been able to succeed you know she's head of talent and branding and globally for arm it's not held aback it's made him a much better a much more creative employee so something to think about so back at the beginning they've talked about the amazing job that page group are doing with career breaks and recurring people I'm not alone I don't know if you've seen some of these why are we offering these tech returner and women returners programs there are so many people that go out for a career break and it's interesting because both said something at the beginning about you know we we retrain we give people six months to discover if recruitments to them I actually started in recruitment and in a recruitment agency a lot older and I actually think that gave me so much more life skills and understanding of the recruitment industry so could it be the same for your industry could you bring people back could you retrain them is it possible I think these are absolutely amazing you can go and you can click in and you can be inspired by them and just it there's a huge pool of potential that we have here and sites like women returners have so much help and support available there on the website to help you and when you look at Tekamah is such a monumental shortage of people in tech as well some more stats for you again this is about job sharing this is from further and more but there's also Jerome II and Ginny B who focus on job sharing roles 79 percent of people believe they could not ask their employers to job share without it affecting their status or the perception of their commitment to a role so of course again if you look at if it's not in your employee manual if it's not on your career site that were open to job sharing that will opened flexible working that were open to creative ideas to fill our gaps people won't ask they're too scared to ask so is it something that you could add with complete ease to make it possible for people I love this 83% would choose a role with an employer that would make it easy for flexible working it's funny because a lot of people talk about oh it's you know moms or you know people just like people like that I haven't worked in an office for ten years I couldn't stand the thought of working in office I'm lucky enough to work for myself and I work when I want how I want but I actually do that because I have this ridiculous hearing where I can't be in an open plan office I can hear everything I can hear a clicking pen across the opposite side of the room so you know people that are highly sensitive people can't work in those situations introverts don't necessarily like it so could you offers flexible working could you make it more open it's like again opening up your talent pool all the time and of course again it's a huge expense to replace a seeing a staff member and maybe you do need to say actually before you go was there something else we could have done that's retention that's still recruitment and then of course remote working a lot of people think we'll actually remote or flexible or you know skills based working project-based working a lot of them think oh that's just Fiverr not at all professionals are doing it I see a big leech with the Gen X not because of the fact that they've got any kind of generational typecasting traits more they're older they're able to take their knowledge and leave and they can come back and deliver projects they're financially more able to do that and more confident to do that so can you if you're looking for project based people can you go to sites like Evo do and flex jobs and like look for those professional workers because they're out there and they're wanting to do it and they're wanting to tap in and then of course just to just finish off where else and who else I think this is a question we should be asking all the time could you be hiring vets ex-offenders who else could you be hiring what other way could you as a business be operating to fill those roles you know if the people are in demand what can you be doing differently as a company to make it more viable for them to come and join you and with that I'm pretty well done talking except for answering your questions which I can see there's a few already hopefully Bev is there but I just I think all the time at that untapped talent pools is where else and who else oh and there's also if you're having any issues with your hiring managers in Chapter five in my book there's a lot of input from I crowdsource this book there's a lot of input from recruiters about but how to get your hiring managers open to looking at other talent pools as well because sometimes they're also a bit biased so Bev are you around or are there questions - Lord lunch at me I'm definitely here Katrina and my apologies we've just been notified that a couple of times the sound dropped out so really hope yes ruined the webinar and content for you and so apologies for that but and Katrina we did get 95% of it if not slightly more personally thank you for that we have indeed had some questions come through and so Katrina you've talked a lot about considering how both people individuals working for companies and companies and smells come across to candidates but what all of you helps people get the balance between being authentic and not being sort of too salesy because obviously you want to present the very best side of the business and the people but how do you keep that authenticity that yes though I get what you mean because I have that because obviously I'm selling a service so I want to look professional and not like be in your face Scelzi and I think a lot of it comes back - what yes you can be quite frank in your post about like this is what I do but then when it comes to the updates that you share to make sure that you're adding value so I could go buy my book or I could just sort of answer a question around information I discovered writing it which is immediately something that people can take away so for example photo Fila that i showed the number of people I know who lit stopped at that chapter and scorn and use the site to check their photos so I can share updates about that but not about by my book if that makes sense I'm trying to do a comparison I think people like to be known liked and trusted or people like to work with and buy from people who they know like and trust so if you remember that all the time of I need to build the relationship I can't just come in cold it's the same thing with building out your profiles I'm not sure if I'm answering that question who sent me a message and asked me that's great a couple of other questions here so and in in the research that you've done Katrina what things have you come across that really perfect candidates off when it comes to company brand and image Oh ghosting nothing else just ghosting so obviously in a relationship ghosting is where you stop contacting each other but it's literally that incredibly disrespectful thing if somebody has spent hours of their time prepping for coming to your premises and interviewing and you don't have the decency to tell them that it was a no and why ghosting if your hiring managers are refusing to give you that information you need to do something about it because it is going to stop your future hiring as simple as that because they go to Glassdoor they go to in deeds they go to Twitter and they vent it is the number one complaint that I hear I mean when you think about if it happened to you you so upset and there are countless reviews from recruiters about other recruiters for doing exactly that in fact I was talking to a recruiter it was more like a head of talent acquisition yesterday and he's just in the last throes of getting this job and he has had age discrimination and all sorts of stuff in the last while while he's been looking so it's it's we've forgotten the human in the process and we've forgotten that we need to respond to people it's just the technology has got in the way so I yeah I go on about that so much in the book because it's just don't buy technology that wasn't created by a recruiter because it's not going to help you you need they either need to be working with a recruiter or have been a recruiter to really understand the process and don't like for for the bells and whistles if it's not going to save you time and put the candidate first and the hiring manager first and make your life easier please don't buy it it should all be about how can we make the candidate process special and on the flip side of that like if I look at n border ENB o ard er so I keep calling on border because it's onboarding tool bit in border but onboarding extraordinary tools for keeping people engaged from the moment they say they'd like to start through until they start which is a big time when candidates now goes to us because we're not keeping in touch with them we like well here they we should better her contract she signed it should start actually because she's being bombarded by other come work for us all the way through so you know if you want that loyalty that's like the flip side that is a tool it's absolutely brilliant for putting the human first so think about that so yeah stop the stop us ghosting will stop them go string put the human first yeah you can tell I can rant about that topic for an hour and it is interesting because it is getting that balance between getting sort of the efficiencies and the reach you can get from technology but remembering in recruitment its people you know as people in their in their lives and you can do a two keyword search on LinkedIn and you can use the template that they suggest every person who's been through the link in recruit licensed use which is I came across your profile on LinkedIn Bev and I'd really like to talk to you about a cashier job at the supermarket and you're just like thanks for that I don't even know how you got that from my profile and that's what happens so everyone gets all these and they just switch off so it's it is it's a massive problem so I have another question here and I'm not sure which industry this is but the question is how would you attract candidates to unglamorous industries oh absolutely keep it real go and have a look at sorry this is personally me thinking this is on camera sorry Ben glad he'll if you're listening I apologize profusely go and have a look at yodel yodel have got some videos see I personally think being a courier is like completely unglamorous but I live in London the traffic isn't like there but go and have a look at their career site and they've got videos male and female of course they've got both it's very diverse talking about what they love about their job and very real and one of them even goes look it's long days and I do get tired and I do have to lift boxes up to thirty kilos and it's really real and then what I love is they actually this is the use of technology in the right way they've attracted people to the career site there is a little chat bot which you can use to start the process of applying and I usually get to the bit where it says can you lift 30 kilos and I go nope and it goes oh well I'm sorry you're not right for this position so you can actually go start the application process so I know that's high volume and not glamorous but it's or high volume so not necessarily what this means but it's to me that is not a glamorous role that's a tough role that not everybody can do not everyone has the patience to sit in traffic all day if you all their names gone out of my head so annoying when it happens when you're on a live webinar it's completely gone but there are some no it's gone I can't think of their name but they just I think if you can get some employee generated videos that are very real because there are people that do that job and they love that job so it's just find those that have been with you a while ask them what it is about the job that keeps them there I mean they might shock you it might be well really is just a minstrel end or it might just be something else I think you just have to go and ask them and I love those in videos really short videos and genuine not over polished PR because people don't buy into that they don't believe it that they like the ones that are you know too almost taken on their phone and then we'll hear from Steven is how do you get hiring managers to change their if the candidate wants the job they will comply with our schedule attitude yeah I'm gonna say read chapter 5 of my book because honestly this just sorry at much information in there and if you can't just slap them around with a cold fish which I'm sure you can't but it's a case of you need to go in armed with the information so it's know what the what the industry hiring rates are like like literally know everything you can possibly know there aren't many of them they're located in this location what you're asking for is like I just can't find them so actually you know what they've got all of these job offers on the table so it's kind of flipping the tables where I've done this is I've gone into a company and I got the hiring managers and the recruiters talking and on the same table and I started the session by asking well first for honesty which I did by asking you know were people there under duress and this man put his hand up which amuse me no and then he was honest right and I said stay honest and I said who has had a job offer this week and every single hand in the room went up and so it was well then don't you think that the candidates were trying to recruit are also having the same problem they're also being bombarded by job offers and you're trying to recruit me you're not making an effort and then what I did was I showed them the reviews so I showed them where they have been really neglectful to a candidate because I have the time they're there under the interview reviews on Glassdoor I'm soaking site coal and glass stored at code at UK slash interviews and then you can put your company name and some keywords into Google and see what comes up or grow their old long-winded way put that evidence in front of them but the more arms you are with that the more you can do that and other than that you just need to and again that's why I'm saying like read that chapter because it's I asked my issue cannon and Steve Levy internship Ellis who are excellent at getting them out hiring managers on-site help me with that chapter those should have show you how to set s LA's with them and really open their eyes up to what it's really like in the marketplace their job is 10% oh they hope their recruitment is 10% of what they do they're just they don't have the bandwidth half the times so sometimes it's just like winning them over and showing them like how a bit of time and a bit of effort will save them so much time down the line hopefully that answers us are there any more oh oh this is one of those sound moments oops sorry Louis time back thank you so much for answering those hassium we do have more questions at which for those of you we haven't had time to ask Katrina to answer and the questions that you submitted we will we will submit those to Katrina in addition we've been asked whether or not the slides will be shared which they will be following the webinar and Katrina we've also had a request if you're happy to provide the links to a number of the different websites slope yes yes you mentioned and reference yes yes Emma's Emma's asked asked for that so and just in summary and thank you again Katrina for all the insights that you shared we are coming to the close of the session and I just thought it'd be useful to summarize a few of the key points that have been covered so the piece around attracting talent in a candidate short market probably requires all of us to update our recruitment strategies and really challenge ourselves around are we appealing to a really diverse sort of pool of candidates and are we appealing to you know individuals who you know may be from different backgrounds or industries that we haven't considered before and this definitely includes considering the untapped talent pools that the Katrina's talked about and and looking there for the right people for your business and I think essentially it's having a really effective engagement approach and Katrina's covered positive elements that and things that could put candidates off and what you're really looking to do I guess is connect people not just candidates but people with both you and your business so it's been an absolute pleasure to be your host today and answer your recruitment partner we do want to offer you really valuable insights through webinars like these but also through things like events and content reports and an awful lot more we have in June launched a number of ebooks to support people leaders in attracting and recruiting the best people from a more diverse pool and you can access those ebooks via our website the links to all our different resources will be shared via the webinar recording and also if you want to find out more about other webinars that we're running you can access that information on our website in the recruiter section at the top of the screen so just finally thank you again Katrina for sharing all your insights your enthusiasm and expertise and thank you to everybody who's attended and I hope you have a very good rest of the day thank you Thanks