PowerPoint Presentation

Moving to More Proactive RecruitingStephen Schwander & Ian Alexander

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What is Proactive Recruiting?Why Its ImportantImpediments to ChangeKey Practices for Proactive Recruiting SuccessAgenda High Performance Recruitment Marketing2

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Free GiftHigh Performance Recruitment Marketing3

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Proactive Recruiting DefinitionA recruiting strategy that emphasizes proactively identifying the talent you need and actively searching and engaging that talent both at the point of need and prior to need.High Performance Recruitment Marketing4

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Proactive Recruiting DefinitionSourcingLinkedInOpen webSocial networksResume databasesATSReferrals EventsPipeliningCentralizing and segmenting a proprietary talent poolEngagingSourcing email campaignsNurturing campaignsBrand reinforcementHigh Performance Recruitment Marketing5

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Why Proactive RecruitingHigh Performance Recruitment Marketing6Job Board (Attraction) model alone doesnt work anymore 1.5 active candidates for every job (BLS)Increasingly, best candidates are employed alreadyJob boards yield high percentage of unqualified candidatesJob boards are traditionally a now or never approach

Channels to candidates fragmentedProliferation of job boardsCompetition for attention (social, mobile, internet)Passive candidates and referrals play larger role

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Why Proactive RecruitingHigh Performance Recruitment Marketing7Single channel to talent not effective anymore Multi-channel recruitingOutbound sourcingSearch and engageResume databasesSocial networksInbound attractionJob boardsSocial networksDigital adsReferralsEventsInternal employees

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High Performance Recruitment Marketing8

More controlYou define and fill your talent pool/pipelinesFewer unqualified candidatesMaximizes programsRelationship-based rather than transaction basedEngage and convert candidates over timeReduces cost-per-applicantDecreases time to hireIncreases quality of hireMore predictable outcomes

Why Proactive Recruiting

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Perceived as time intensivePerceived as expensiveLack of systems to support itIntegrated Sourcing, CRM and AnalyticsShortage of core competenciesSourcing/marketing/salesRequires organizational change

ImpedimentsHigh Performance Recruitment Marketing9

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ImpedimentsHigh Performance Recruitment Marketing10Lack of technologyIntegrated CRM, Sourcing and AnalyticsLack of marketing skillsLack of sourcing competencies

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ImpedimentsHigh Performance Recruitment Marketing11Proactive recruiting requires:A planA long horizonThe right technologyTenacious sourcersMeasurement and refinement

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Key practicesHigh Performance Recruitment Marketing12Centralize talent into a shared proprietary Talent PoolPast applicants (typically in your ATS)Current employeesPast employeesPotential candidates from third party resume databasesPotential candidates from social sources like LinkedInCandidates on the open webPeople who have opted into your talent networkCandidates who have been gathered through recruiting events or individual recruiter email outreach

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Key practicesHigh Performance Recruitment Marketing13Aggressively grow your poolMaximize all channels to talent to grow poolJob boardsSocial networksTalent networksEventsEmail campaignsEmployee referralsAll channels feed into Talent Pool (Dont be afraid of too much data)

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Key practicesHigh Performance Recruitment Marketing14Change your approach to conversionOld model: Applicant basedAttract candidatesCovert them to applicantNew model: Engagement basedSearch, attract Gather candidate dataSearch Invite to applyConvert to applicantRetarget

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Key practicesHigh Performance Recruitment Marketing15Organize your talent poolPipelinesJob familiesLocationPre-applicant stages

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Key practicesHigh Performance Recruitment Marketing16Engage your talent poolUse your pipelines to drive engagement contentThree areas for engagement contentAppreciation Thank them, learn more about themEducation Provide them with information about their professional interests, teach them how to succeed in working for youBranding Reinforce your EVP, your brand attributesDont bother candidates

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Develop a Source First approachThis is an organizational shift Develop processes and train teamWhere to search/how to searchProvide goals/incentivesUtilize systems to support activities and metricsAnalyze and adjust

Key practicesHigh Performance Recruitment Marketing17

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Incorporate marketing skillsetsLeverage sales and marketing strategies competenciesUtilize your internal marketing group, or incorporate marketing resources within the recruiting departmentUnderstand your current capabilities and set goals for increased capability maturity

Key practicesHigh Performance Recruitment Marketing18

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Key practicesHigh Performance Recruitment Marketing19Analyze key metrics that will drive your ongoing recruiting successTalent pool growthSize of talent pipelinesHiring rates of overall pool and individual pipelinesSources of candidate within talent poolHiring rates by source of candidates within talent poolUnderstanding these key metrics allow your predict your ability to meet hiring demand

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Key practicesHigh Performance Recruitment Marketing20Optimize your organizationThree areas to optimizeDataEnsure you have enough of the right kind of candidate data for sourcingOrganize it by job family and stageProgramsMonitor sourcing activity metrics and refine messages, targets for optimal responsePeopleMonitor recruiter activity to leverage successes across your organizationTrain for new approach

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Key practicesHigh Performance Recruitment Marketing21Technology is the enablerCant do it at scale without technologyRequires integrated CRM, sourcing and analytical toolsATS interoperability is key

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Contact UsHigh Performance Recruitment Marketing22

Learn about Talemetry Sourcing & Engagement Solutionsand Recruitment Marketing PlatformTalemetry.comialexander@talemetry.com

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