Transcription
I want to formally welcome everybody to today's product demo webinar. Um, we're going to be talking about some new improvements in our career portal software.
Um, for those who are listening in to the pre-webinar chat, we were discussing a little bit about the Ohio Staffing Association conference, and Brad was talking about his big takeaway about people going deep into their database. For everyone listening to this product demo webinar, in just a few weeks our very own Jeff Stotts is going to be doing a "Lunch with Haley" webinar all about automation. Jeff's got some really deep experience with Sense and with Here Fish, and he will be talking about the role of automation in helping staffing companies to go deep into their ATS to improve re-engagement with talent, improve re-activation of former candidates, improve redeployment, and enhance the overall customer experience. But today, let's talk about career portals and some things that our development team has been up to.
So the big news that I think everybody who's using our career portal is going to be super excited about is our Facebook Jobs integration. We'll show you more on that in just a second. The other major new feature is our application manager, and that's what we brought Brad on today to do a living case study because he's probably the first client who has really taken advantage of these tools. He's going to tell you about some of his experience using them. And then we've got one surprise announcement that we literally just made an adjustment to our systems a couple of days ago based on some changes at Google.
So jumping in, let's talk big tech. The big news is our Facebook Jobs integration is here. So what does this mean? Well, if you're using our career portal and we're getting all your jobs out of your ATS, it means all of the jobs are now integrated, or can be integrated, with your company Facebook page. So when someone goes to your page, there can be a jobs tab, and there are all of your jobs. They can go from your ATS to your website, your career portal software with us, on to Facebook, where people can apply. Their B feature jobs will be on a jobs tab within Facebook. Now, very often that appears—you'll see it when we do a live example in a minute—in a drop-down, but you can rearrange the tabs just like you see on screen. This is uh, Hilly Marketing's Facebook page, where we made the jobs front and center. When someone comes there, the first tab to see there is a one-click apply option. You click that "Apply Now," and Facebook grabs everything it knows about the Facebook user, packages it all up, and sends it in. Now, if we've got an integration via API with something like Bullhorn, that data will go from Facebook back through us into Bullhorn. If there's no ability for us to push data—if you're not using an integrated career portal—that information will get emailed to the recruiter working on your job openings. And one of the things I love about it: if you've been posting jobs to Facebook, you probably noticed that you spend a lot of time watching Facebook Messenger in case somebody leaves you a message in response to a job. No more. With the "Apply Now" buttons, the job applications are going to your recruiter; you're getting them in your inbox; they're going into your ATS; you've got an API integration. So now you will be able to do a better job responding to candidates quickly.
All right, let's jump out and take a look. Let me get out of PowerPoint for a second, jump over to Facebook, and this is one of our clients, Vector Technical, uh, in Cleveland. They just installed the Facebook Jobs integration. So as I mentioned, if you look at their company page, you see reviews, about, photos. Now, they haven't yet adjusted where jobs appear because it is actually in the drop-down. So if I click that and go to Jobs, now what comes up? All of their jobs. I don't know how many openings they have right now, but I know they're doing well, and there's a lot of them. Come up right here within Facebook. A candidate can scroll through them. If they see a job that looks interesting, it's as simple as clicking "Apply Now." Facebook then grabs the information about that individual. Now, I happen to be logged into my Facebook account, so looks like I'm applying for this job, and Tim, if you're listening, I'm absolutely not qualified for this job, um, but it will grab my experience from my Facebook profile. I can add more experience; it grabs my education that I put in here; I can add more education; I click Send; I'm done; I've applied to the job. I'll spare Tim's recruiters and not click the Send button, but that's all there is for candidates to be able to search jobs and apply from within Facebook.
Now, if you're doing Facebook advertising, it's very, very easy for you also to promote these jobs with paid advertising to drive more people—whether you're promoting individual jobs or you're promoting just the job section of your company page—you can drive more traffic to your Facebook page. I know we had one client yesterday—wasn't just about jobs reporting—that their Facebook advertising had generated so far this year nearly three-quarters of a million dollars in new placements being made. So they're using it to recruit; they're using it to make placements; and now with the Facebook Jobs interface, it just makes using it easier. I didn't mention: if there are questions along the way, please feel free to use that question box in GoToWebinar. I'll be happy to try to address them as we go on.
All right, so that's the Facebook Jobs integration. Again, real simple: jobs come to your website, either because you're manually answering them or through your ATS; we send them off to Facebook; candidates can see them on Facebook; candidates can apply; it's that easy. Let's jump back into PowerPoint.
All right, but the Facebook Jobs integration was just one of the two major initiatives that we had in the second quarter of 2021. The second initiative was our new application manager. And you know there's a saying that the cobbler's son has no shoes. Well, sometimes the cobbler's son is the one who figures out what kinds of shoes you should design. And the application manager actually came out of our own experience using the career portal to do recruiting for our company. What we were finding is we would get lots of people—something out of order there—we would get lots of people applying and have a difficult time ensuring we were responding to everybody. It just became very challenging. So let me let me show you those features. I think it was there was just one slide out of order in the PowerPoint, but I'll show you the live version and kind of show you everything it does.
So when you're in My Haley—for those of you who are using our career portal, you're probably familiar with this interface; those who are not, this is the back end of our software—this is used to manage all of our products under job boards. I go to Dashboard; I still see the same dashboard. This is again Hilly Marketing site. We have three jobs; our software sent out 594 emails in the last month; the jobs have been viewed 1800 times; we've had 66 applications; and where we're getting candidates from: from our emails, from Indeed, from our website, and then some from just miscellaneous other sources. People are applying mostly from Indeed, and then also they're using the "Apply with Indeed" as the number one application method. Now the Facebook is brand new, but we already have some "Apply with Facebook's" in there, even though it just went live. Let's take a look at what it looks like in here.
So when you go to Manage Jobs, this is where you see all of the individual jobs you have posted. If I want to see the candidate, the application manager, I would go into a single job, and then you can scroll down and see who is applied to this job. So Brad, we'll talk about your experience in just a minute with this, but let me just describe what we're seeing. So this interface allows us to see every applicant that applied, how they applied, and then what's new here is we can now assign a status to these people based on where they are in our hiring process, and you can customize these stages based on your hiring process. So for us: is this a new candidate? We haven't reached out to; have we contacted them? Did we request an interview? Has it actually been scheduled? Did we check references? Did we give them an offer? Were they hired? Or were they rejected? We can track the process. For those of you using our career portal software and know there's some who don't have an ATS, this is kind of a mini version, a light version of what you can do with an ATS. For those who have an ATS, really the purpose of this is to make it easy to deal with mostly the people who you wouldn't be responding to. What I like about this is we tagged all these people as "past," but they were rejected, and now we have this option to do actions. So under the actions, we can do things like add or view notes about a candidate and email. This is the biggie. So I can create email templates that I can send to individuals or I can send to groups, and we have an email for: "Would you like to schedule an interview?" "Would you like to make an offer?" "Are we not interested?" It will just drop in the text. I can click Send; that email is off, in this case, to Kaylee Martin; uh, I can BCC the recruiter, but I can do this one-to-one or one-to-many to make it easy to respond to candidates. So even the ones we're not getting interviewed, not gonna place, where we're not giving them a bad experience because we have an easy way to follow up. Over here on the left, I can then filter the applications based on new ones that have come in. If I just want to see new applications I haven't yet responded to, I've got two people we haven't responded to. I can look at anything archived. I can also sort by the status that we've assigned to try to make it easy to manage the applications. So the purpose again of this application manager: some simple tools to organize, categorize, and respond to candidates who are applying to your jobs.
All right, here we go. So Brad, this—we're going to bring you on and do a quick case study because you're right now trying to hire a digital marketing advisor. You're the very first person who has seen the application manager. Your job is doing quite well; you've had 1196 people look at the job and received 55 applications. At the time I made this slide, looks like it's already up 11 more. So that's a lot of people to deal with. What did you like about the application manager, and how are you using it?
When I'm integrating new tech, I, I need things to be easier. I need it to make my job easier. I need things to be more efficient; otherwise, it just doesn't work for me. What I loved about it when I was trying it out earlier this week and a little bit last week: being able to quickly identify whether or not an applicant was a potential for this role or pass/reject right then and there was super, super easy. Being able to identify if I've requested an interview or I scheduled an interview, and there's a couple here now that I'm looking at the screen, I know I need to go back in, as we have some scheduled interviews and I need to change that. I just need things to make my life easier, and I gave our tech team a shout-out in our Congrats channel earlier this week when I was using this. I think it's perfect for us. I mean, you think through the volume of hiring that we're doing at Haley as we're growing on the digital side of operations, being able to come in and very easily say, "Okay, I requested an interview with Sarah; here's what's going next," or, "or I have a scheduled interview with Sarah; here's my next steps," and then I can go from there. It makes everything so much more efficient for me. I'll tell you my old workflow was a pad of paper. I would go through the applications; I'd write down maybe seven to ten names—people that really stood out to me—then I'd go back into my email; I'd have to schedule an email or schedule an interview; go back to my pad of paper; go back to the, you know, the job board; it was just, it was tedious. Um, being able to very, very efficiently use the software to our advantage saves me time, saves me a headache, makes the workflow easier. Like I said, I'm all for efficiency, so I was, I was very, very, very excited when I saw this.
Awesome. And I'm thinking through a lot of our clients who do hiring usually in two different ways: they're hiring for their clients—sometimes it's very high volume, and they're going to be doing that through their ATS—they may be using the application manager to follow up with people that they weren't scheduling through the ATS, so there's a value there. But I think the bigger value for a lot of our clients is going to be on internal jobs. You're hiring a recruiter; they're hiring a business development professional; and they may not put those jobs through the ATS, or there may be evergreen jobs, and those jobs you can go directly to the career portal, put the job post into the career portal; they'll show up on your website; they'll go to Facebook Jobs; now you'll be able to collect the applicants, but they won't be in your ATS. So again, evergreen jobs is one category where they might not want the jobs in your ETS. We have a lot of clients for internal hires who don't want to do them through their ATS, and they'll do them directly with the career portal, and having this application management system makes it easy to—as Brad's doing—categorize, follow up with, and stay organized with: who have you responded to and how you responded.
I know you mentioned using the pad of paper, Brad. I've done it many times with a spreadsheet, and then I end up taking everything out, and I'll download the data from my Haley, but then I'm having to work with the spreadsheet, and then again, you're right, it's tedious for the extra steps. We've eliminated that. Then you add in the layer of the emails that you can send out—that's incredible. I mean, you think through—and really shame on me for this—but you know the last round of hiring, there were multiple individuals who reached out who I just forgot to get back to. Right, somebody submitted an application; we start going through the process; we find the individuals that we like that we start screening; we have conversations; we have interviews; we have second interviews; we have reference checks; you forget about those first-round of individuals who reach out. I wish I would have had this type this technology, you know, six months ago when we were doing around the hiring because I would have loved to reach out and say, "Hey, just so you know, we saw your application, but at this time we're moving in a different direction." Having that touch point is critical, right? We don't want to lose a relationship with a potential candidate just because at this time they're not right for the role. They might develop some skills; they might gain some, you know, fundamental training that they need and reapply in the future. Having the ability to reach out via email directly in this job board software is, is incredible.
Yeah, and while we were chatting there, Brad, um, Susan Wurst from our team actually just put a comment in so that what everybody would know because she's been on the back end of helping the team to test this: when on the Facebook Job side, the jobs will actually show up when somebody does a search of jobs; you don't have to go to the company page, and I had forgotten that. She was reminding me. Thank you, Susan. So if someone's just searching for a job, thanks to this integration, now your jobs will show up in search results.
Now we did have another question come in: if there's a way to send the jobs to two different Facebook pages—one for office professionals, second for light industrial—that would be one job board, and I don't believe there's a way to split the feed from one job board to two different Facebook pages. But John, I'll talk with our success team who really knows the ins and outs of the integration details even better than I do and see if there is a way to do that, but I believe the answer is unfortunately you'd have to have two career portals, one for each type of job.
And then another question came in: are jobs automatically closed on the job board when they are closed on your website? So we're getting the jobs from your website, so as the data on your website is changing—if like if you close in your ATS, we get a new feed—most ATS is, it's every hour, so the only jobs on in the ATS are going to be current. Same thing with the data we passed to Facebook.
Now we did have a question: can you pick which jobs go to Facebook? Right now, you do not pick and choose. The feed of jobs that comes into your website is the feed of jobs we take and integrate with Facebook. It's not pick and choose; it's not like sponsored posts when we're sending them to Indeed where we can choose which jobs are going to be sponsored. Great questions, everybody.
All right, now I mentioned there's, there's one more thing before we wrap up today, and that's a new feature Google just announced called Direct Apply. So this is part of Google for Jobs, and it allows candidates to apply within Google for Jobs. They don't have to leave there to go to your website; they don't have to go to any third party to apply; it's a short and simple application process. Now Google did say that the process is still in development; it actually goes live in the beginning of October, and with Google, who knows how that rollout will go—if it'll be everybody all at once, so they'll roll it out in phases—but what's gonna happen is sort of like this chart: the bottom is how it works today. People go to Google; they click Apply on Google; they go to a job site—could be your website, could be a ZipRecruiter—and then they find the application form at that site, and then they complete the application. With the new Apply on Google, it eliminates that go to another third-party site; it shortens the process of going from seeing the job to applying because they can apply directly within the Google for Jobs box, which is going to shorten the number of steps, which is going to mean more people will be applying. We've already made the coding changes to enable the Google Direct Apply; we're just waiting for Google to roll it out, and then you all that are using our career portal will have access to this new feature.
All right, that's the highlights of what we did in Q2 on our career portal. Our goal in making these changes is really helping to provide you and your candidates with a better experience—making it easier to find jobs, easier to apply to jobs, increasing response, and now easier to manage your candidates. And if you are interested in the career portal, you're not currently using it, just kind of a recap of the features: everything that we saw is optimized for mobile; it does keyword and proximity-based searching—meaning I can search by any keywords; I can usually search by job types, categories; I can search by geographic location with a radius of a certain number of miles; it does search engine optimization of your jobs on your company's domain, helping to improve SEO for your website; and it also does all of the markup for Google for Jobs, so we show up in that blue box and Google results. Now we have the Facebook Jobs plus automated job distribution to about 15 different job aggregators, getting your jobs greater visibility through other third-party sites. We have social media integration, getting the jobs out to social, adding images to help make your jobs capture more attention as people see them on their social channels. We have a variety of one-click apply options—we saw Facebook today—we also have Indeed integration and the ability to integrate with social channels to help fill out the application form. We have automated talent re-engagement emails, job alerts, and category mailings that make it easy for the people who are interested in your jobs to get updates when you post new jobs that fit their interests. We integrate with more than 30 ATSs, although with ATS integration that number is probably going down rather than up because there are fewer and fewer ATSs each year. And we didn't go through the details today; we looked a little bit at the ROI dashboards in My Haley that simplify getting analytics so you know how your jobs are performing so you can make smart decisions about where and how to spend money on job advertising. We do all this; our starting price is just 145 dollars a month for a non-integrated job board and 199 a month for an integrated career portal.
All right, if you're not using our software and you want to get started, or if you are using our software and you want to get started with the Facebook Jobs integration, there are some things we have to do with you. Please reach out to our team today. You can reach out to us via phone, via email. By our current clients, please reach out to our success team: success@hillymarketing.com. For those who are interested in this, give us a call or reach out to us at info@app to learn more about our career portal software.
All right, from all of us at Hilly Marketing, thank you so much for being part of this product demo. I have one last thing to share. Um, next month is a big month. Not only do we have Jeff's presentation on automation, but it is our 25th birthday. That's right, Hilly Marketing Group was born August 1996. And so next month we're doing all kinds of stuff to celebrate, and probably the biggest is our 25th Birthday Bash, the Smart Ideas Summit. We brought together a variety of really amazing consultants to the staffing industry, and they're each going to do the equivalent of like a TED Talk—about a 20-minute presentation—over the course of seven hours. We're gonna have 14 talks, and it's all free to attend. If you're interested, by the way, the only way to get the recordings for this one is to grab a seat: go to hillymarketing.com/25bash and sign up. We would love to have you join us for the Smart Ideas Summit.
All right, for all of us, Haley Marketing Group, thank you again for being part of today's product demo webinar.