q110/random_k2/random_2.md

The Step-by-Step Guide
to Recruiting Top Talent

Your blueprint to transform your talent acquisition practices
 to attract the people you need.

Table of Contents

01

The Race for Talent

02

Does Your Talent Acquisition
Process Need a Tune-up?

03

5 Factors That Affect Your Talent
Acquisition Efforts

04

The Step-by-Step Guide to
Recruiting Top Candidates

page 3

page 4

page 5

page 7

BONUS

05

10 Must-Haves of a Great
Recruitment Management System
page 11

06

Find and Keep
the Talent You Need

page 12

2

BOOKMARKS
Click on the title to to be
directed to that page.

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.The Race for Talent

01

It’s a job seeker’s market.

High employment rates, an aging workforce, and
skills gaps in both technical and soft skills have put
employees in the driver’s seat.

What this means for you is that you’re going to
have to fight harder than ever to recruit and retain
the people you need.

You’re going to have to leverage technology, lean into
your values, improve your employer branding, and in
some cases take a sledgehammer to your current talent
acquisition strategies to create engaging and responsive
recruitment experiences that not only attract candidates
to your company but compel them to choose you over
the competition.

It can be a daunting task… but we’ve got you covered
-as HCM consultants and SAP® SuccessFactors®
specialists, we’ve helped countless businesses do
exactly this.

This eBook is the first step in the process. It includes the
step-by-step guide to recruiting the best talent. Use it to
evaluate where you stand and build a talent acquisition
process that gives you the workforce you need for a
successful future.

Let’s get started.

An overwhelming
majority of candidates
(69%) refuse to
re-apply to a company
if they have a poor
experience during the
application process.

3

1     2016 Talent Board NAM CandE Research Report FINAL 170202.pdf
link: http://www.thetalentboard.org/wp-content/uploads/2017/02/2016_Talent_Board_NAM_Can-

dE_Research_Report_FINAL_170202.pdf

69%© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.
Does Your Talent Acquisition
Process Need a Tune-up?

02

Let’s look under the hood at your talent acquisition strategy
and see what’s really there. Here are five key questions that
you need to answer to identify the roadblocks between where
you are, and where you want to be.

01

02

03

04

05

Is your recruiting based on
current best practices?

Do you have buy-in
from your team?

Is your technology up to date
and fully cloud capable?

HR trends are evolving more
rapidly now than ever before.
Make sure you’re not falling
behind the competition when
it comes to implementing best
practices.

Is your team aligned internally?
Do they share a common lens?
Great candidate experiences
depend on the interactions
candidates have with your
team during the various stages
of the acquisition process.
Buy-in from your team is vital.

If you haven’t moved to the
cloud yet, it is never too late.
If you’ve migrated but aren’t
satisfied with your current
system, it can be salvaged.
The right tech really does
make a difference.

Are you always looking
for ways to innovate your
recruiting approach?

Is your recruitment
management system (RCM)
making your job easier?

Technology is playing an
increasingly crucial role in the
talent acquisition process. You
need to always have an eye on
the horizon, ear to the ground,
and willingness to adapt
and innovate your approach.
Remember: good ideas can
come from anywhere.

The right tools should help
to increase efficiency. But
sometimes, the tool itself
sucks up your time. And that’s
frustrating. Make sure your
system and processes make
your job easier. That’s the most
valuable success metric.

4

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.5 Factors That Affect
Your Talent Acquisition Efforts

03

The first step to building an effective acquisition strategy is to know
what internal and external factors affect your recruitment efforts.

Based on our experience and a study of current market conditions, here’s
5 factors that you need to be aware of when building your strategy.

You need to determine how you’ll adapt, counter, and respond to
each of these.

5

Continued on next page  >

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.01

GROWING DEMAND &
DWINDLING SUPPLY

02

TURNOVER &
BURNOUT

03

INCONSISTENT
HIRING PROCESSES

04

INTENSE FOCUS ON
COST MANAGEMENT

05

EVOLVING
EXPECTATIONS

With just about every major
industry facing staffing
shortages, the candidates are
now in the driver’s seat with the
option of picking an employer
that responds to their needs
in a location of their choosing.
While talent acquisition and
human resources teams can’t
change the growing supply/
demand imbalance, they need
to be aware of how this affects
their acquisition strategy and
take active steps to attract
Gen X, Millennials, and
pretty soon Gen Z before the
competition does.

The staffing shortage also has
an adverse effect on current
professionals who have to
work longer hours leading to
burnout and turnover – which
leads to a dangerous loop of
an exhausted workforce, an
ever-growing pile of work, and
more turnover. Furthermore, an
organization with a reputation
for high turnover and burnout
creates additional challenges
for recruitment teams when it
comes to hiring the best talent.

Modern businesses often have
complex org charts, siloed
branches, and evolving parts.
This creates inconsistent hiring
processes that vary from
department to department,
region to region, and result in
poor candidate experiences
that negatively affect the
organization’s brand image.
While the HR team can’t
control everything, cloud-based
comprehensive talent solutions
such as SAP SuccessFactors can
help companies centralize their
processes and bring visibility to
internal teams and candidates.

Companies are always under
pressure to control costs. Up
against this mentality, HR
managers struggle to secure
funding for talent management
initiatives and, as a result,
end up using disparate, on
premise or outdated recruitment
technologies. This leads to error
prone processes due to the
doubling of data across systems,
labor intensive and slow hiring
steps, and a disconnected
candidate experience.

The largest generation in the
workforce today is tech-savvy
and socially aware Millennials.
As candidates, Millennials
look for companies that
align with their values, offer
training and development,
and deliver opportunities for
career growth. They expect
their future employers to
be digitally connected with
an intuitive website that
showcases its brand and
culture. They want a simple,
mobile friendly job application
process, transparent and timely
communication, and an active
social media presence so they
can interact with the company
during the hiring process.

6

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.The Step-by-Step Guide to
Recruiting Top Candidates

04

Building an amazing team is just as important as building a great
customer base. But, hiring the cream of the crop isn’t as easy as it
used to be. In the race for talent, the candidate experience matters
more now than ever before! This step-by-step guide is the blueprint
you need to transform your recruitment processes to meet the
expectations of a truly multigenerational digital workforce.

7

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.1

2

EVALUATE YOUR HIRING PROCESS
FROM START TO FINISH

Start by evaluating your current hiring process to make
sure you know what your candidate experience is
truly like - we would even go so far to suggest secret-
shopping the hiring process.

Next, storyboard your hiring process and map out
outcomes. The goal here is to plot the set of experiences
a candidate could have and optimize every step.

Use the data insights to create repeatable and
consistent hiring processes that offer positive
experiences.

Always make sure your hiring processes align
with and reflect your values and culture.

TIP

8

CREATE A STRONG, ATTRACTIVE
BRAND THAT SHOWS YOUR VALUE
TO TOP TALENT

Your brand is your most valuable asset, when it comes to
recruiting talent.

The first step in creating an attractive brand is developing
your Employee Value Proposition - a good EVP outlines
your organization’s mission and values and commitment
to employees.

Once you have your EVP, the next step is to make sure
your career site not only reflects but showcases your EVP
- much like the buyer’s journey, the hiring journey now
begins with an online search.

Lastly, make sure you have a strong content strategy
as it will help you build your brand identity and ensure
candidates find and connect with you online.

Great content is relevant, trendy, and
provides value. We find setting up an
editorial board helps ensure you’re regularly
and consistently posting good content.

TIP

Continued on next page  >

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.<  Continued from previous page

3

BUILD A TALENT PIPELINE AND NURTURE TALENT

There’s no such thing as “Just-in-Time Recruiting”.

Smart recruiters know the importance of building and nurturing a talent pipeline.
To build a strong pipeline:

01

02

Source talent globally
through an omni-channel
approach. Connect with and
reach out to candidates on
job boards, social platforms
and in-person events.

Create a network of
communities, content,
and contact points so that
you’re constantly nurturing
candidates and making sure
your brand is top of mind.

03

04

Make it simple for candidates
to get in touch and follow
up with HR by leveraging
automation, chatbots, and
other AI technology.

05

Use technology to track
candidate progress and
development benchmarks.

Take every opportunity
to share your culture and
events with candidates by
sharing different types of
company news and not just
job updates.

Encourage your
organization’s
leaders to be
active online,
sharing stories
and updates, and
engaging with
candidates.

TIP

9

Continued on next page  >

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.<  Continued from previous page

4

5

ENHANCE THE CANDIDATE EXPERIENCE

It’s time to end the candidate feedback black hole.

According to the 2016 North American Talent Board
Candidate Experience research report, 47 percent of
candidates never receive any communication up to two
months after applying for an open position!2

Give yourself an edge over the competition by
leveraging your RCM to not only keep your internal
team on the same page but also track and
communicate with candidates regularly.

Additionally, make sure your career site is always up to
date with current openings and that it showcases your
culture through employee testimonials.

CREATE AND SHARE
A CONSISTENT MESSAGE

The last step is less of a one-time only step and more so
an ongoing process.

Once you’ve evaluated, streamlined, and automated
your hiring processes, developed your EVP, and built
out your pipeline strategies, you need to make sure your
organization continues to create and share consistent
content and messages with your online and offline
communities.

Companies that constantly connect and engage passive
talent will have greater success at sourcing and hiring
top talent.

Don’t forget to make your application
process mobile friendly.

TIP

10

Tell your story. Engage your current
workforce and ask them to share
testimonials about what a job with your
organization is really like. Candidates are
attracted to authentic messages driven by
the workforce, not mandated by leadership.

TIP

2  2016 Talent Board NAM CandE Research Report FINAL 170202.pdf
 link: http://www.thetalentboard.org/wp-content/uploads/2017/02/2016_
Talent_Board_NAM_CandE_Research_Report_FINAL_170202.pdf

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.BONUS

10 Must-Haves of a Great
Recruitment Management System

05

There’s no denying that technology has changed the talent acquisition process – But, how do you know if the
technology you’re currently using is delivering what you need to build a motivated, high performing workforce?

Use this cheat-sheet of the 10 must-haves to evaluate your system.

Seamless cloud integration – easily access candidate and
employee information from anywhere.

A simplified workflow for recruiters & HR – make the hiring
process easier for top talent and your HR team to navigate.

Standardized, optimized processes & communication –
with consistent processes in place, you’ll reduce error and
dramatically improve communications.

Omni-channel job distribution – advertise open positions
across sites and social channels to increase job exposure.

 Customized, mobile-friendly landing pages & web portals –
make the hiring process faster and easier.

06

07

08

09

10

Support for single and multi-stage applicant flows – make it
simpler to hire regardless of job complexity.

A candidate-first experience – cater to the people you want
most and build a consistent pipeline for top talent.

Empowered hiring managers – put the right information in the
hands of decisions makers.

A smooth transition from candidate to employee – get new
employees up and running faster, saving time and costs.

Full visibility through analytics – make data-driven hiring
decisions and track candidates from start to finish.

01

02

03

04

05

11

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.Find and Keep
the Talent You Need

Finding the right talent is key to growing your business. A major part of recruiting
success is the tools you use. Simplifying your data by replacing disparate, on-
premise systems with a unified, cloud-based HR system that provides real-time
data is a great start.

Our certified SAP SuccessFactors professionals can help you master your new
recruiting system. But most importantly, we help you align that system to your
overall HR strategy and your company culture. Our goal is to help you transform
your business so you can find and attract great talent.

Contact us today to find out how we can help you deliver a recruiting
solution designed to let your organization’s recruiting efforts thrive.

12

© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved.© 2020 Rizing LLC or a Rizing LLC affiliate company. All rights reserved. This document is provided for information purposes
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