- 1. Talent Acquisition Strategy
Stabilize-Revitalize-Revolutionize by Dennis Casely-Hayford
2009
2. Presentation Overview
- Where the talent is going
- Web 2.0 Sourcing Strategies
- Traditional Sourcing Strategies
3. Strategic Goals
- Develop talent sourcing channels that ensure a diverse pipeline
of best-in-class talent by emphasizing and incorporating web 2.0
recruiting technologies with traditional sourcing efforts
- Source and acquire top talent by maximizinghiring through
primary sourcing engines
- Build a great employment brand and hire the very best
performers
- Develop, analyze, and communicate value-added metrics
4. Inherent in achieving our goals.
- We must continue to shift from
- A Reactive Vacancy Driven Model
- A Proactive Relationship Driven Model
5. Intake Interviewing Decision Conversion Active Candidates
Passive Candidates Larger mass ofpassive candidates unavailable.
Pools areassembled almost entirely with activetalent looking for
us. Processstarts from standing stopeach time. Allinsightinto
candidate credentialsgained after processhas beenset in motion . 1
2 3 4 5 New Hire Little to no emphasis is placed on restocking
talent poolswith qualified declined candidates. Reactive
Recruitment ModelThe reactive stance of recruiting ignores the
larger pool of passive candidates and focuses largely on active
candidates. Source: Recruiting Roundtable Research 6.
Proactive/Pipeline Recruitment Model The imperative to recruit
before you have need to identify the best passive individuals and
build strong relationships. Talent Pipelines: Deep pools ofnamed
and knowntalent with which we have builtrelationshipsand that can
betapped quicklyto fill interview slates High Quality Slates Every
10% improvement in slatequality translates into a 5% improvement in
quality of hire. Faster Time to Slate Every 10% improvement in
slate quality translates into 3% improvement in time to fill Higher
Quality Hires Decreased Time toFill Lower Cost per Hire Source:
Recruiting Roundtable Research Organizations are investing in
talent pipelines to drive slate quality ...and improve core
recruiting metrics Direct Outcomes Ultimate Outcomes 7. Vision
- Web 2.0is interactive and the next phase in the evolution of
the World Wide Web, allowing for greater creativity, information
sharing and collaboration among users.Web 2.0 applications
include:Social Networks, Podcasts, Blogs, among others.
- Web 2.0 technologies emphasizes relationship building and can
be adapted into an online recruitment campaign to grab and maintain
the attention of active and passive candidates.
- Best-in-class organizations are 52% more likely to recruit
using Web 2.0 technologies than laggard organizations. Source:
Aberdeen Group 2008
8.
- To attract talent, you need to go where the talent is
going...
9. Where the talent is going SEARCH/PORTAL SOCIAL NETWORKS
BLOG/CONTENT VIDEO Source: Alexa TOP 10 INTERNET WEB SITES 10.
Search engine marketing tactics, which include search optimization,
are effective for branding and sourcingcandidates that use search
engines 11. 12. 13. A closer look at the top social networks 14.
15.
- 275M monthly unique visitors globally
- 600,000 new visitors per day
- Fastest growing demographic is age 35+
by the numbers
- Employers using Facebook today
- Business Profile Pages-Provide specific details of employment
value propositions and employee testimonials
- Pay per click advertising options
16.
- Average user is41 years old
- 12 millionvisitors monthly in U.S.
by the numbers
- Employers using LinkedIn today
- Custom Company Profile Pages- Provides recruitment messaging
and value proposition
- Employer Advertising-Online ads pitching candidates to company
and current openings
17.
- Microblogging platform ( 140maximum characters)
- Focused on Real Time Web-Whats happening now?
- 32Munique visitors monthly
- Between4-6Musers each month
- Employers using Twitter today
- Increase brand awareness by maintaining a presence on
Twitter
- Have jobs tweeted via twitterjobsearch.com (a job search engine
for twitter) by providing a feed of open jobs
- Leverage tweetmyjobs.com (a job posting distribution service)
to send targeted job postings directly to Twitter followers
18. The Blog Revolution
- Employers using blogs today
- To post company updates, employee profiles, events, and hot
positions
- Post open positions on job posting functionality of blogs to
target audience
- Banner ads on blogs with a link to career site
Foranytopic you can think of (industry, occupation, location),
there are many blogs with audiences visiting them regularly 19. by
the numbers
- 258M unique visitors per month globally
- 100M videos watched daily
- #3 site in time spent online
- 40,000 videos uploaded every day
- 51% of users go to You Tube weekly
- 56% of unique video viewers
- 33% of all videos watched online
20. Usage of Video
- Video Resumes:Candidates are increasingly providing resumes via
video
- Company Videos:Companies are building videos to extend their
employment brand
- Remote Interviewing :An early trend that has significant
long-term potential
- VidCasts :Video Podcasts deliver a variety of information with
on-demand videos
21.
- Okay, so the talent is going to search, social networks, blogs
and video...
- ... so what can we do about it?
22. A New AudiencePassive Job Seekers Active Job Seekers Online
video Niche Content Sites Social Networks Blogs Podcasts Job Boards
General Search Large pool of untapped talent within new media
Search reaches both active and passive candidates Job boards reach
active audiences 23. Recommendations
- WEB 2.0 SOURCING STRATEGIES
- Create and putcorporate videoon corporate site and You
Tube
- Leverage social mediaby syndicating video on social
networks
- Tap a unique audience withdirect sponsorship of relevant
blogsvia banner advertising, job posting, and company blogs
- Social advertisingon LinkedIn and Facebook
- Incorporate Twitterinto social media recruiting strategy
- Use job channelson MySpace and LinkedIn
- Create abusiness presenceon Facebook, LinkedIn, and
MySpace
- Usesearch engine marketingto drive candidates to career
site
- Give afeed of open jobsto vertical search engines
- Measure, measure,measureby adding appropriate candidate source
and entering source code into sponsored jobs campaign
24. Recommendations (continued)
- TRADITIONAL SOURCING STRATEGIES
- Associate Referral Program
- Internet Sourcing-major job boards, niche websites
- Preferred partnerships with contingent and retained search
firms
- Leverage recruitment search firms to source directly into
competition
- University Relations partnership
- Participation in professional association events and industry
career fairs
25. Summary
- We need to know of business requirements well in advance of
talent needs
- Recruitment model must continue to shift toproactive
relationship building
- As the competition for top talent heats up, utilizing emerging
technologies will position our recruitment strategy at the top
- Ensure that web 2.0 recruitment strategies are incorporated
with traditional sourcing methods