TALENT ACQUISITION TOOLKIT - THE ESSENTIAL
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
THE ESSENTIAL TALENT ACQUISITION TOOLKIT
TABLE OF
CONTENTS
3 Candidate Persona Canvas Template
9 Candidate Journey Map
14 7 Must-Have Email Templates for Recruiters
The Essential Talent Acquisition Toolkit ©2021 2
The Essential Talent Acquisition Toolkit ©2021 3
ESTABLISHING
Some candidates may be sold on the company just because they have a ping pong table in the office.
But not every candidate is going to care about having a ping pong table at work.
EVP
Today’s candidates need and want more than a fun work environment alone.
Their interests often extend beyond that, including things like:
BENEFITS CAREER
» What health and work benefits » Is there opportunity for career advancement?
does the company provide?
FLEXIBILITY DEPARTMENT & TEAM
» Can employees design their own » What’s the structure of the department?
work schedule? » What’s their supervisor like and how do
» Is taking time off frowned upon? EMPLOYEE they manage?
VALUE
INNOVATION PROPOSITION SKILLS
» Is the product/service the company » What skills are needed from day one?
provides unique, cutting-edge, changing lives? » What new skills will I learn?
COMPENSATION INDUSTRY
» What is the salary range? » What is it about your industry that
» Is there bonus potential or other financial incentives? is interesting to a candidate?
» Is it a stable or booming industry?
The Essential Talent Acquisition Toolkit ©2021 4
CANDIDATE
PERSONA CANVAS
The next step is to effectively communicate your EVP to individual candidates in a manner that speaks to
their unique interests, needs, and wants. The best way to do this is by developing candidate personas.
What’s a candidate persona? Short and sweet, a candidate persona is a representation of what the
ideal candidate for a particular role at your company looks like.
Your candidate personas should be a healthy balance between the aspects of your company that a rock
star candidate would be attracted to and the skills, personality, and background you’re looking for in
that candidate.
The number of personas you design will depend on a number of factors:
» How many different roles are you trying to fill within the company?
» Do you need different levels of experience?
(i.e. Junior Sales Rep vs. Senior Sales Rep)
» How many different locations do you have?
» Do you have highly specialized or hard-to-fill positions?
Once you know how many candidate personas you need, you don’t need to create a candidate persona
for every position you are trying to fill within your company. Begin by focusing on the highest priority
ones right away.
To get started, focus on those positions that either require high volume hiring or highly specialized
positions that are identified as hard-to-fill.
The Essential Talent Acquisition Toolkit ©2021 5
SKILLSET
» Does the candidate need to have
specialized skills?
» What skills are must-have
EDUCATION
and nice-to-have?
» What level of education should
CANDIDATE
be achieved by the candidate?
PERSONALITY » Is GPA or university important?
» What type of personality
PERSONA should they have? (i.e. outgoing,
reserved, etc.)
CANVAS
» What type of personality truly
fits with the existing department PROJECTS
or team dynamic? » Do they need experience
working on special projects?
When developing candidate CULTURE » Should they have experience
leading projects or working as
personas, it’s important to » Do you want a candidate an individual contributor?
coming from a corporate or
consider the following information: start-up environment?
» What qualities would make
them an excellent culture fit? WORK EXPERIENCE
» Does the candidate mirror » How many years of experience?
company’s core values? » What type of experience is
needed? (i.e. industry)
LOCATION
» Do you need a local candidate
or is remote work possible?
» Is relocation or sponsorship an
option for the right candidate?
The Essential Talent Acquisition Toolkit ©2021 6
CANDIDATE PERSONA
CANVAS EXAMPLE
VALUES & GOALS DAILY RESPONSIBILITIES COMMON OBJECTIONS
1. What are their individual core values? 1. What does their day-to-day look like? 1. What are their pain points in job searching?
2. What are their personal goals? 2. What projects are they involved in? 2. What do they want their experience to look
3. What are their professional goals? 3. How much responsibility do they have? like?
4. Are they a part of a team or an individual 3. What’s holding them back from moving on to
contributor? a new opportunity?
THE PROBLEMS INFO SOURCES & RESOURCES AREAS OF FOCUS
1. What challenges do they face in their current 1. Where do they turn to for industry 1. What are their areas of focus?
DEMOGRAPHICS
role? information? 2. What areas interest them (both inside &
What’s the age range?
2. What makes them open to new opportunities? 2. What thought leaders matter? outside of their current role)?
What’s their current job title?
3. What information does the candidate rely on?
Where do they live?
4. What type of content do they prefer?
How much do they earn?
What’s their educational background? ROLE AND LEVEL SENIORITY PERSONALITY
Extrovert Introvert Thinking Feeling
What’s their work experience?
1. Who do they report to?
What’s their family composition?
2. Do they have management responsibilities?
Sensing Intuition Judging Perceiving
3. If so, what are they?
Phenom | The Essential Talent Acquisition Toolkit ©2021 7
CANDIDATE PERSONA
CANVAS TEMPLATE
VALUES & GOALS DAILY RESPONSIBILITIES COMMON OBJECTIONS
THE PROBLEMS INFO SOURCES & RESOURCES AREAS OF FOCUS
DEMOGRAPHICS
ROLE AND LEVEL SENIORITY PERSONALITY
Extrovert Introvert Thinking Feeling
Sensing Intuition Judging Perceiving
Phenom | The Essential Talent Acquisition Toolkit ©2021 8
The Essential Talent Acquisition Toolkit ©2021 9
CANDIDATE
JOURNEY update
linkedin
update
resume
The candidate journey is the process an individual goes through during their
job search. It’s not a reflection of a single journey by a candidate, but rather an talk to
aggregation of the many unique journeys taken by your candidates. friends
& family
A candidate journey map allows you to see the collective thoughts, feelings, and
actions of various candidates as they go about discovering new opportunities,
research search
researching companies, and deciding whether or not to apply to certain companies. glassdoor career
reviews sites
No two candidates will take the exact same journey.
network
Even if they take the exact same actions to discover, research, and apply for a with hiring
managers
job - their motivators will differ.
Therefore, those same two candidates will not have the exact same candidate
apply at apply at
experience. Mapping the candidate journey is an important part of building a target target
candidate-centric experience with your company. company company
But how do you figure out which thoughts, feelings, and actions go into the
candidate journey? interview interview
job offer
The Essential Talent Acquisition Toolkit ©2021 10A candidate journey map defines all of the interactions a
candidate may go through when applying to jobs – and even as
they become an employee.
1 AWARENESS
The map provides a way to visualize and effectively analyze how
2
a candidate reacts to and engages with your EVP through the
recruiting process. APPLICATION
It should be developed completely from the candidate’s perspective
and capture their needs, wants, and interests. This includes the steps they
take to navigate your process, and their perceptions of your EVP and process.
This visualization allows you to consider each and every touchpoint, identify
gaps,and determine how to optimize the overall candidate experience to not only
3 INTERVIEW SELECTION
attract phenomenal talent to your company – but to create unique experiences for
the candidates you ultimately want to hire and onboard now and in the future.
In order to create the candidate journey map, you need to outline the stages of the
candidate job search process from beginning to the time they apply.
4 OFFER & ONBOARDING
As an example, these stages could broadly look like:
The Essential Talent Acquisition Toolkit ©2021 11CANDIDATE JOURNEY EXAMPLE
Exit Research & Job Company Apply Interview
Waiting
Planning Exploration Discovery Navigation Process Process
Work Pressure, Leadership Talk to Friends & Family, Value Proposition, Learning, Bene- Website Look & Feel, Ease of Ease of Applying, Number of Steps, Follow-Up on App Status, Interviewer, Team Collaboration,
TRIGGERS Change, Better Opportunity, Researching, News Articles, Blogs fits & Perks, Culture Search, User Experience Resume Upload, User Experience Follow Company on Social Hiring Manager, Type of Work
Waiting on Promotion Media, Research Hiring Manager
Search Search for Job Ask for Direct Apply
Update Referral View
Job Market via Google Apply through on Company Company
Resume & Economy & Land on Try to Read Referrals Career Site
Research Reviews
Acquire Company page Company Research
Salary Culture Try to Match the
New Skills Search for Jobs Interview Job Responsibilities
by Location Questions
via Glassdoor Look at
Inform Answer Interviewers
Friends Questionnaire
Find Local
ACTIONS
Companies Search in Research Company,
Job Boards Projects, Clients, etc. Reach out to
& Aggregators Hiring Manager
Update
LinkedIn Cloud Try to Understand
Check Out Apply Job Role
Subscribe to Search Job
Company & Apply Ease of Apply
Job Alerts Look for Via Social Sites View Company
Compensation Culture Specific Process
& Market Value
Visit Careers
Page
Understand
Search Professional Upload Resume
Upload Resume & Social Networks Contact through Gather Relevant
on Job Portals Looking for Find Staffing Agencies Documents
Promotions Testimonials Wait for Try to Read
Updates Review
- Should I change jobs? - What do friends and family - What open positions are - Where is the career search - Do I meet the requirements? - Did my application get seen? - How do I get ready for the
- What are the easiest ways think? commutable? section? - Is my resume good enough - Who should I contact for an interview?
THINKING to find a job?
- Is the job market good
- What’s the industry and
market look like?
- Any new opportunities?
- Is the company website and
- Are there positions related to
my specialty?
to land an interview?
- How do I impress them?
update?
- Should I reapply?
- What questions should I be
prepared for?
enough to make a change? - Do I want to make a move? culture attractive? - What’s the company culture? - Is there anything I should study?
- Will I find the right job? - Which jobs fit my background? - Will I be able to make an - Wow! The company website - Will my application get seen? - Am I not selected? - Will I do well at the interview?
- Will it further my career path? - Is this the time I change my impact with my talent? looks great. - When should I hear from - I have to keep applying. - I’m nervous.
FEELING - Is it the right decision? career path? - The employee reviews are - Will my resume reach the someone? - I hate waiting so long. - When will I hear back?
- Will moving make a excellent. right person? - Should I reach out to the HR
difference? - This job may be perfect for me. - I would fit in at this company. team?
Updating resume Glassdoor Reviews Google Job Search Intuitive Career Site Ease of Application Process Communication from Company Scheduling Interview
EXPERIENCE
Updating LinkedIn Salary Research Career Site Navigation Easy Job Search Process Process Expectations Interview Research on Glassdoor Reviewing Job Description
Subscribing to Job Alerts Searching for Companies Searching Job Boards Personalized Content Reviewing InterviewersCANDIDATE JOURNEY TEMPLATE
Exit Research & Job Company Apply Interview
Waiting
Planning Exploration Discovery Navigation Process Process
TRIGGERS
ACTIONS
THINKING
FEELING
Updating resume Glassdoor Reviews Google Job Search Intuitive Career Site Ease of Application Process Communication from Company Scheduling Interview
EXPERIENCE
Updating LinkedIn Salary Research Career Site Navigation Easy Job Search Process Process Expectations Interview Research on Glassdoor Reviewing Job Description
Subscribing to Job Alerts Searching for Companies Searching Job Boards Personalized Content Reviewing Interviewers7 Must-Have EMAIL TEMPLATES FOR RECRUITERS The Essential Talent Acquisition Toolkit ©2021 14
Introduction
THE POWER
OF EMAIL
Building and growing your talent pipeline is key How to Use These Templates
to a healthy and successful recruiting strategy.
So where do you start? To help you craft emails that engage, delight,
and inspire candidates to take action, we
Look no further than one of the most effective tried-and-true created these templates to take the
communication methods: Email. guesswork out of what to write. Just
Email continues to be a top source of communication— like a game of Mab Libs®, all you have
more than 85% 1 of adults send or read email in the US— to do is fill in the blanks, copy the
and engagement skyrockets when companies embrace content, and paste it into a new
personalization. Organizations that tailored content to specific email message. Feel free to tweak
subscriber segments saw click-through rates improve by 14% the content as you see fit—you’ll be
and conversion rates improve 10%. an email rockstar in no time!
For recruiters interacting with job seekers, email allows you to
stay connected, nurture relationships, and communicate during
key stages of the talent life-cycle. And when you set up these
emails in advance to automatically send to your candidates,
you’re able to increase personalization and save time—which
means you can focus on more strategic tasks like building quality
relationships with talent.
1 www.pewinternet.org/2011/08/09/search-and-email-still-top-the-list-of-most-popular-online-activities/
The Essential Talent Acquisition Toolkit ©2021 15Email Template #1
THANK
YOU
Purpose
As soon as a job seeker signs up to join your talent community,
you have a chance to create a memorable impression. The “Thank
You” email is one of the most effective in the world of email
marketing. Why? Because it immediately engages your audience
after they take an action, setting a positive tone for your new
relationship while allowing you to communicate your brand
personality. This is the time to thank candidates, make them feel
good, and share information about your company, culture, and
open jobs.
The Essential Talent Acquisition Toolkit ©2021 16EMAIL
SUBJECT LINE: Welcome to our Talent Community!
PREVIEW TEXT: Here’s what you can expect
Hi [first name],
Thanks for signing up to the [insert your company’s name] Talent Community! Whether you’re searching for that next career
move or interested in learning a little bit more about us, we’re thrilled to have you here.
What you can expect:
We’ll send you [insert number] emails a [insert week, month, every other week] to keep you up to date on the latest at [insert
company name], including new job opportunities, upcoming events, and behind-the-scenes stories of our culture.
What you can do now:
In the meantime, here’s quick access to our most popular content:
Open Jobs [add link to webpage]
About Us [add link to webpage]
Benefits & Perks [add link to webpage]
[Insert links to any other pages you want to direct candidates to, such as social media profiles]
Have any questions? Contact us at [insert email address or link to contact us page] today!
Cheers,
[Insert signature]
The Essential Talent Acquisition Toolkit ©2021 17Email Template #2
NEW JOB
OPPORTUNITIES
Purpose
One of the biggest benefits of an active Talent Community? You can
nurture and stay connected with passive job seekers who weren’t
ready to apply to a job the first time they visited your career site. To
leverage this talent pool and keep them engaged, be sure to send
regular emails communicating new and relevant job openings.
Either send them manually to a targeted list of candidates, or
set up email campaigns to automatically send based on specific
candidate criteria. Including relevant content is the best way to
create a personalized experience, which boosts engagement and
keeps job seekers interested in the long run.
The Essential Talent Acquisition Toolkit ©2021 18EMAIL
SUBJECT LINE: New Job Openings [insert 1-2 departments or 1-2 job titles]
PREVIEW TEXT: Join the [insert company name] family
PRO TIP
As you set the frequency for these automated
Hi [first name],
emails, consider the volume of open jobs at your
company. To avoid spamming job seekers, start
Jobs you might be interested in just opened up! Check them out below and click to
with sending bi-weekly or once a month—keep an
learn more.
eye out on unsubscribes and open rates to gauge
[Insert Job Title & Location with link to job description page]
whether or not you need to adjust the cadence.
[Insert Job Title & Location with link to job description page]
Also consider your audience: Candidates actively
[Insert Job Title & Location with link to job description page]
looking for a job will want to hear from you
These jobs are still available! more frequently, while passive job seekers will
appreciate less communication.
[Insert Job Title & Location with link to job description page]
[Insert Job Title & Location with link to job description page]
[Insert Job Title & Location with link to job description page]
PHENOM USER PRO TIP
Using the Phenom platform to send email
View All Open Jobs [insert link to job results page] campaigns to candidates? When crafting your
emails, be sure to use the “Jobs” widget to pull in
Cheers, job descriptions and links to your career site.
[Insert signature]
The Essential Talent Acquisition Toolkit ©2021 19Email Template #3
INTERNAL JOB
OPPORTUNITIES
Purpose
As organizations struggle to maintain an edge in the war for
talent, many overlook their greatest candidate pool: existing
employees. To keep your top talent engaged and reduce turnover
rates, you need a strategy that focuses on encouraging growth
from within. Sending email updates with open internal job
opportunities is an effective way to keep your team informed.
In addition to providing links to job descriptions, encourage a
conversation by including contact information if they want to
learn more.
The Essential Talent Acquisition Toolkit ©2021 20EMAIL
SUBJECT LINE: New Job Opportunity: [Insert Position or Department]
PREVIEW TEXT: Are you the right fit?
Hi [first name],
New job opportunities opened up that we think you might be interested in! Are you the right person for the job? Know
someone who might be a good fit? Check out the new positions below to find out!
[Insert Job Title & Location with link to job description page]
[Insert Job Title & Location with link to job description page]
[Insert Job Title & Location with link to job description page]
View All Open Jobs [insert link to job results page]
Have any questions? Contact [insert the name of the recruiter in charge] for more details!
Cheers,
[Insert signature]
The Essential Talent Acquisition Toolkit ©2021 21Email Template #4
CANDIDATE
STATUS UPDATE
Purpose
There’s nothing candidates hate more than submitting a resume
to a company, only to never hear from them again. That’s not a
pleasant experience, and it leaves a bad impression on the very
talent you hope to capture. Even if a candidate isn’t the right
fit, they might know someone else who is—and word of mouth
can have a big impact. To keep candidates informed, prepare
an email for every touchpoint in the application and interview
process. Below is one example of an email recruiters can send to
candidates who just applied for a job. Consider other emails you’ll
want to send, such as: if their resume has not been selected, if a
recruiter wants to schedule a phone call or in-person interview,
and extending a job offer.
The Essential Talent Acquisition Toolkit ©2021 22EMAIL
SUBJECT LINE: We received your application!
PREVIEW TEXT: Thank you for applying
Hi [first name],
Thank you for applying to the [insert job title] position at [insert your
company’s name]!
PRO TIP
Have fun videos or blog posts that convey more
Your resume will be reviewed by one of our team members in the next
about your company culture? Share them in this
[insert time frame]. Have any questions? Feel free to reach out to our
email to get candidates pumped about your brand!
team by sending an email to [insert email address].
Thank you for your interest, and we look forward to speaking with you
about the opportunities at [insert company name]!
Cheers,
[Insert signature]
The Essential Talent Acquisition Toolkit ©2021 23Email Template #5
FACE-TO-FACE
INTERVIEW
CONFIRMATION
Purpose
The interview confirmation email is one of the most common
you’ll send to candidates, and it’s helpful to have it saved as
a template to improve efficiency. In this message, be sure to
include details around the interview date and time, location,
and schedule details to help them prepare.
The Essential Talent Acquisition Toolkit ©2021 24EMAIL
SUBJECT LINE: Your upcoming interview
PREVIEW TEXT: We look forward to meeting you!
Hi [first name],
We’re excited to see you on [insert date] at [insert time]! You’ll
meet with [insert names of team member(s)] from the [insert PRO TIPS
department(s)]. Here is the schedule: 1. Another great way to confirm interview details?
Send it via SMS!
[Insert interview details]
2. If you work on a large campus, attach a photo of
a map to the email to provide candidates with
Our address is [insert office location]. As a reminder, please park
detailed instructions on how to find you!
[insert parking information].
If you have any questions, please don’t hesitate to reach out!
Cheers,
[Insert signature]
The Essential Talent Acquisition Toolkit ©2021
25Email Template #6
NETWORKING
EVENT
INVITATION
Purpose
Events are great opportunities to meet face-to-face with job
seekers, raise brand awareness, and expand your talent pool.
Inviting your Talent Community to upcoming events you’re
hosting or attending gives you another opportunity to turn
passive job seekers into active candidates. The template below
applies specifically to networking events, but you can apply
similar content principles to other event emails you send.
The Essential Talent Acquisition Toolkit ©2021 26EMAIL
SUBJECT LINE: You’re Invited: [insert event name]
PREVIEW TEXT: Join us on [insert date]
Hi [first name],
Join us on [insert date] at [insert time] for a chance to hang out with the
team, take part in on-the-spot interviews, tour our facilities, and enjoy a
night of networking fun.
Throughout the event, you’ll have a chance to: PRO TIP
[Insert benefit #1] If possible, encourage talent community members
[Insert benefit #2] to bring friends to your events. More attendees =
[Insert benefit #3] more potential talent.
And if you want to bring a friend, the more the merrier! To learn more and
reserve your spot,
RSVP NOW
Can’t wait to see you there!
Cheers,
[Insert signature]
The Essential Talent Acquisition Toolkit ©2021 27Email Template #7
NETWORKING
EVENT
FOLLOW UP
Purpose
The party doesn’t stop when the event is over—and neither
should your communication with the job seekers you’ve met. To
keep the dialogue going, send a follow up email the day after to
thank candidates for stopping by. This is a great opportunity to
provide additional resources about your company, culture, and
open jobs.
The Essential Talent Acquisition Toolkit ©2021 28EMAIL
SUBJECT LINE: Nice meeting you at [insert event name]
PREVIEW TEXT: Let’s keep in touch
Hi [insert first name],
It was great meeting you at [insert event name]! We hope you enjoyed the [insert unique
networking event detail]—I know we did!
You mentioned you’d like to learn more about opportunities here at [insert company name].
Here are some resources I thought you’d find helpful. I’ll be following up shortly to set up time
for us to chat more in-depth!
• About Us [insert link to your company’s website]
• Career Opportunities [insert link to job results page]
• Discover Our Culture [insert link to information about your company’s culture, such
as a blog post]
If you have any questions, don’t hesitate to reach out!
Cheers,
[insert signature]
The Essential Talent Acquisition Toolkit ©2021 29Summary
MAINTAINING While these are only a few of the many emails you can send to
keep your talent pool active and thriving, it’s a great place to start.
THE CANDIDATE Feel free to add more automated emails as you see fit. Soon, your
team will feel like it’s operating at double the size.
CONNECTION
WITH EMAIL
The Essential Talent Acquisition Toolkit ©2021 30SENDING EMAIL CAMPAIGNS
WITH PHENOM
Phenom Campaigns empower recruiters and talent recruitment marketers to improve communication and engagement with candidates.
Build emails in minutes, automate campaign workflows, and analyze performance to boost ROI. Easily drag and drop your content into
beautiful, modern email templates. Set up and schedule one-time emails, autoresponders, or drip campaigns — then sit back and watch
your pipeline grow! Plus, leverage Campaigns to send SMS messages and 1:1 messaging to instantly connect with candidates!
AUTORESPONDERS DRIP CAMPAIGNS TEXT-TO-APPLY
CUSTOM SPOTLIGHTS DYNAMIC LISTS ANALYTICS
See Phenom Campaigns in Action
The Essential Talent Acquisition Toolkit ©2021 31ABOUT PHENOM
Phenom is a global HR technology company with a purpose to help a billion people find the right job.
The Phenom Talent Experience Management (TXM) platform personalizes and automates the talent
journey for candidates, recruiters, employees, and managers. Powered by artificial intelligence (AI),
the Phenom platform drives personalization, automation, and accuracy at every stage in the talent
lifecycle. As a result, employers improve their talent acquisition and talent management efforts by
helping candidates find the right job, employees learn and evolve, recruiters fill roles faster, and
managers get the insights they need to build their teams.
SEE PHENOM TXM IN ACTION
Request a demoYou can also read
