The Case for Talent Communities

Bryan Wempen, EVP PeopleClues & DriveThruHR

Maren Hogan, Head of Marketing, US BraveNewTalent

Recruiting is broken It’s expensive It takes forever It’s convoluted Solutions are not integrated.

What we know: Investing in human capital has a proven ROI. Social Recruiting has helped but not solved the distance between candidate and employer. Talent Communities, when properly built and managed, create a solid candidate pipeline, focused on quality rather quantity.

Recruit. Develop. Retain. These key human capital management activities are most often thought of as linear and time sequential. However, with the generation gap growing and the talent pool shrinking, some organizations are asking, "What does it mean for business outcomes if we substitute development for recruiting?" It's time to consider the nonlinear relationship between

recruitment and development within organizations. -Human Capital Lab, BY MICHAEL E. ECHOLS, PH.D.

Companies are recognizing the value in social recruiting.

It gives them access to MORE applicants.

Candidate segmentation- critical for effective recruiting. • 1: many messaging- timely information to a large audience. • Socially based relationship development- engage in 2-way communication. • 1:1 messaging- the ability to communicate privately with individuals is critical.

http://www.ere.net/2010/12/01/the-broken-promise-of-social-recruiting/

Taken individually, each of the popular social networking tools lack one or more of the elements required for large-scale social recruiting:

darmano.typepad.com

Social WORKS Social recruiting works to bring in

quantity.

But what about quality hires?

Cost per hire?

Time to hire?

Workforce planning?

Engagement?

Communities Solve These Issues

“Dont give me more.”

Who should be involved in this? Human Resources Marketing Corporate Communications Social Media Team Finance Lega

Process Outline (blue print) 1.  Define your purpose (target, goals) 2.  Get organized, create spreadsheet to track on

goals 3.  Develop content framework (talent network,

topic, event, niche’, cause, product) 4.  Select a social network to get very familiar and

focus on it. 5.  Research & Select 10 thought leaders in your

framework (review their SM mix)

Talent Community Process Outline 1.  Define your market 2.  Get buy in from company leaders 3.  Develop content framework, editorial calendar 4.  Customize messages 5.  Find internal ambassadors and external

advocates

Social Networks & Tools FB, LinkedIn, Twitter Tools HootSuite, Tweetdeck, Social Oomph, Sprout Social, Sendible Roost, Crowdbooster, Twitalyzer, TweetAdder, Klout, Twitter Grader Empire Avenue BraveNewTalent