My mind on my money and my money on my mind. What are some of the best ways to spend your budget so that you get a clear return on your money?
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
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Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
Chat Messages from the Session…
10:06:10 >> Daniella McDonald : In my last company we used JobTarget, but there was no control on spending and no data that we were getting candidates so we stopped it.
10:06:37 >> Daniella McDonald : There were lots of options for colleges and specialty boards.
10:07:15 >> Khristina Jones : My ATS (ApplicantPro) provides for a large variety of job posting sites, some local, some more targeted).
10:07:19 >> Bonnie Chau : Same here with my previous employer and JobTarget. It didn’t work well for our industry at the time.
10:07:34 >> Michelle Tomes : I’ve had a good experience with JobTarget, working with my account manager to only use the boards that worked best for us- and not post to others that were not brining in the right candidates.
10:07:47 >> Matthew Liptak : it depends on the company
10:08:11 >> Bonnie Chau : Agreed Matthew L.
10:08:34 >> mercheley beuns to All panelists : Circa job board does that at well
10:08:46 >> Khristina Jones : Love Handshake!
10:08:49 >> Jenny Shedd to All panelists : +1 on handshake
10:08:53 >> Matthew Liptak : yes circa bought Americas job exchange
10:09:14 >> mercheley beuns to All panelists : Handshake is great!
10:09:15 >> Daniella McDonald : We used LocalJobNetwork, now Circa. Similar to what is being mentioned now…OFCCP compliance, diversity sites, women, veterans. it was pretty inexpensive.
10:09:18 >> Jenny Shedd to All panelists : Just found purple briefcase for community colleges
10:09:18 >> KRISTINA SAUNDERS : Handshake, are you successful with the free platform or are you paying?
10:09:28 >> Matthew Liptak : its free
10:09:46 >> Matthew Liptak : simplicity
10:09:48 >> Matthew Liptak : is similar
10:10:01 >> Andrew Shelton to All panelists : I’ve found Handshake works well sometimes and we come up empty sometimes. Hard to figure out why there is a difference in results…
10:10:56 >> Khristina Jones : Free, though there was an announcement recently about upgrading to a charge site.
10:11:00 >> Matthew Liptak : handshake you need to make sure to add a lot of schools
10:12:53 >> mercheley beuns to All panelists : 100% agree Matt
10:13:16 >> Khristina Jones : Partnering w/Marketing is critical for branding.
10:15:03 >> Rita Kelly to All panelists : What are thoughts on Glassdoor vs Comparably?
10:15:11 >> Rita Kelly to All panelists : for branding
10:15:18 >> Matthew Liptak : Glassdoor very powerful
10:15:32 >> Matthew Liptak : I always recommend putting money into glassdoor
10:15:40 >> Glenn Murani to All panelists : I partner and speak at local outplacement companies. It’s a great way to meet quality people that recently got laid off from their firm.
10:16:14 >> Brad Mumpower to All panelists : We used Muse, but found that the value didn’t justify the cost after the first marketing project with them was done.
10:17:43 >> Jenny Shedd to All panelists : We have sponsored meetup groups in the past
10:19:15 >> Sean Rehder : what was the cost, Jenny? do you remember?
10:19:56 >> Brad Mumpower to All panelists : Meetup is a fantastic tool for job visibility, marketing/branding. We partner with a local Veterans group and typically have a good number of people show up from that community.
10:20:12 >> Khristina Jones : Pre-COVID I launched a Meetup program where I would partner with local groups to present at our facility. Gave us exposure to local tech talent and gave folks a chance to meet our engineers/employees. Very effective and low cost. I usually had a sponsor for food.
10:21:17 >> mercheley beuns to All panelists : Now that we are virtual, we can network with minimal costs
10:22:34 >> Matthew Liptak : in the past I used to start a yahoo group to network
10:22:52 >> Matthew Liptak : construction candidates at the management level weren’t on linkedin
10:23:08 >> Matthew Liptak : they would join the yahoo group to network with peers
10:23:32 >> Khristina Jones : LinkedIn is tough since they moved to a PPC model. I just can’t wrap my head around that model. How do you even budget for that effectively?
10:23:57 >> Matthew Liptak : usage Year over year to evaluate cost
10:24:26 >> Bonnie Chau : All employees are “brand ambassadors”. Some are just more active than others. 🙂
10:24:26 >> Daniella McDonald : I used Facebook groups in my last position. Joining groups for the cities we were recruiting in. They were hourly positions like delivery drivers and warehouse.
10:26:39 >> Jan Ackerman to All panelists : Tracking Pixels are another way to do it.
10:27:51 >> Matthew Liptak : Gen z putting QR codes on their resumes
10:29:49 >> Jenny Shedd to All panelists : Has anyone used the Professional Diversity Network
10:31:50 >> Bonnie Chau : Same for the construction industry and finding craft workers.
10:32:12 >> Catherine Hansen to All panelists : Internal mobility – SO important. Why lose great talent already in the company?
10:32:20 >> Matthew Liptak : right
10:32:26 >> Rita Kelly to All panelists : We are working on implementing an Internal Mobility Workshop for internal staff.
10:32:30 >> Matthew Liptak : I just rolled out an internal mobility program
10:32:38 >> Catherine Hansen to All panelists : Yes – employees now want defined paths and visible company commitment to their careers inside
10:32:40 >> Matthew Liptak : its very comprehensive
10:33:03 >> John Capozzi : Do you need a free IT intern this summer?
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10:33:07 >> mercheley beuns to All panelists : @Matt would you be willing to share your program?
10:33:27 >> Catherine Hansen to All panelists : My last company had an internal mobility program – the key was streamlined interview process. In other words, an employee doesn’t have to go through a slate of interviews for a new internal role. Maybe 1-2 ppl
10:33:33 >> Matthew Liptak : it was my last company..but I can share details
10:33:37 >> Matthew Liptak : ping me on linkedin
10:33:45 >> Catherine Hansen to All panelists : And we looked for transferrable skills and potential (vs exact experience)
10:34:03 >> Matthew Liptak : more simplified way for internals to apply to roles
10:34:13 >> Matthew Liptak : and seek out opportunities
10:34:16 >> Catherine Hansen to All panelists : Love the leadership / management development training program
10:34:24 >> mercheley beuns to All panelists : @Matt will do
10:37:17 >> Brad Mumpower to All panelists : Right, mobility has to be embraced by all stakeholders – including managers/teams that are losing those employees with no promise of being able to backfill them any time soon.
10:38:07 >> Matthew Liptak : with my own teams, I have always encouraged to go after internal roles if they want to grow
10:38:26 >> Matthew Liptak : there has to be career development conversations
10:39:08 >> Brad Mumpower to All panelists : It’s a balancing act, but necessary to develop that employee and ultimately keep them – better for company and employee alike
10:39:30 >> Matthew Liptak : as a leader you cannot be selfish with your team members
10:39:42 >> Brad Mumpower to All panelists : 100%
10:39:43 >> Matthew Liptak : you have to allow for a career track
10:41:55 >> Matthew Liptak : knowing how hard it is to find a good recruiter, I still pushed my team to seek career growth
10:49:33 >> Catherine Hansen to All panelists : Agree Tara. Managing, say 10 hiring manager with 10 niche roles means 10 work streams. And reduced capacity
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
