PowerPoint Presentation

Jim Schnyder - PepsiCo(@jimschnyder)

New Ways to Effectively Engage Passive and Active Talent

(Beyond Social Media Overload)

By Sam Parker and Mac Anderson

212 Degrees the extra degree

AgendaIntro and ExerciseDifferentiation / strategyTechniquesTargeted / Personal engagementSit, Source, RemindReferral BlastExploratory VisitsNew ToolsConnectifierIdentifiedBonus TipsIf we have time.

Intro

A little about meManagement RecruitersFull life cycle desk contingency / commissionSourcing Lead PepsiCoStrategic sourcingSourceCon Grand Master 2011LinkedIn 100

PepsiCo - Scope and Size..

What do these four companies have in common?Pacific TherapiesHealthTechIntegrated Medical NetworksQuadraMedPerot Systems (now part of Dell)Management RecruitersPepsiCo

Quick Exercise

Close your eyesThink of a good recruiter that you know

They call you or walk up to youAsk you to help them on a search for a HR Mgr.They have been working on the role for about three weeksExhausted LinkedIn and the CRM or ATSI am now taking away your ability to use LinkedIn InMail and your ATS

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ExerciseTweet #sourcecon

@jimschnyder askswhat is your extra degree?

What is your extra degree? What is your hip pocket skill?

What do you do when..LinkedIn reliance fails you your LinkedIn InMail campaign results in zero?no one applies to your job postings via ATS?What do you do that nets you talent?

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Differentiation & Strategy

Avoid Becoming the LinkedIn Junkie

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What is the next big thing?

What is the next big thing?LinkedInFacebookG+AggregatorsHiringSolved

Get ahead of the packNot saying give up on LinkedIn far from itDont put all eggs in one basket

The forgotten engagement tool

What is your objective?Active or Passive?ActiveHit target

PassiveFocus on bulls-eye

ObjectiveProspect to reply to your outreach?

Sourcing StrategyUnderstand the targetSolid profileWho they areUnderstand their thinkingGather insights / researchTap into function or recruitersAssess based on insightsEngagement StrategyWhat it takes to engageEngage based on insights

Sourcing StrategyUnderstand their behaviorsTimingEngage at right timeRotations / promotionsBe front and center when ready to changeGet on their RADARTop of mind / first thoughtCourtshipWithout being a stalkerHow to engage more successfully

Be focusedSpend time on dead-on fitsDo not SPRAY and PRAYLeverage research / historical workPersonalized outreach Aggressively sourceFollow up outreach with phone call Google office # and ask for themIf no response, look for emailConnectifier (later)Company email pattern

Sourcing Strategy

Your targeted outreach

Can you say that you know if someone looked at your message/outreach?Do you know the moment this occurs?Can you say yes to that for over 66% of the outreach you perform?

Are you getting a personal reply back over 25% of the time?

Techniques

Technique #1

Targeted / Personalized engagement experience

Technique 1 Targeted / Personalized engagement experience

How Leveraging InsideConnector system

Cost - $350/month/seat = ~$4,500 yr.Other options for video are out there Unlisted YouTube link

Why Increase targeted response rate

www.insideconnector.com24

What the prospects are sayingI would like to say how impressive this Inside Connector page is. It is a level up from what I've seen other companies do.

Andrew P. --- Candidate (this past Friday 10:10 pm)First response back

Thank you for reaching out and sending the attached information. This webpage set up is great and very easy to navigate.

Susan S. Candidate (Past Sunday 1:52 pm)First response back

Notice anything different?

Personal Engagement

Instant Intel

Personal Engagement

Personal Engagement

Hi Jim This video is amazing. Call me at 214-912-9246. - SourceCon

Personal Engagement

Instant Intel

Instant Intel email alerts

Technique #2Sit, Source, Remind

Technique 2 Sit, Source, RemindHow Tap into sources to gather more namesCost - $0

Corporate Executive Board - 2011DIRECT EMPLOYEE NETWORK(Smart Sourcing)

Technique 2 Sit, Source, Remind

Situation:PepsiCo struggled to source high-quality talent efficiently even through existing employee referrals.SolutionPepsiCo gets more from employees networks by 1) proactively using them to generate high-quality leads and2) capitalizing on employees knowledge of individuals in their networks to efficiently screen those leads.Primary StepsProactively Generate Leads from Employee Networks: PepsiCo proactively generates leads from employee networks to dig deeper into latent pools of high-quality prospects.Use Employees to Pre-Screen Targeted Leads in Their Networks: PepsiCo leverages employees own insights to pre-screen contacts in their networks.

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How to increase your passive candidatesDetermine Target Companies

Identify Top Performers that you know who are recent alumni of those companies

Do your research!OpenWebLinkedInYour ATS or CRMTwitterFacebookEtc.

NowSit, Source and RemindSIT down with the ex- employee of targetSOURCE them for namesWho do you know?REMIND them Pull out your research Remind them of their old colleaguesDo the Stoplight method on each candidateRed, Yellow, Green Can I use your name when I call them?Cold Call or Warm Call

Sit, Source, RemindIt is a simple techniqueDo your homeworkFollow up via phone instead of e-mailTypically a warm call

Technique #3ERP Targeted Mailer

Technique 3 ERP Targeted Mailer(Who do you know?)How Tap into right sources to gather more namesCost - $0

Internal Targeted Mailer to functionEmployee ReferralsGreat Source!Typically ACTIVE candidates, not PASSIVE candidatesUnfortunately, many ERPs do not meet minimum qualifications for your role

Do a tailored internal targeted mailer of your ERPDesign a Powerpoint slide with instructions for referring friendsHave the most senior person in the department send it out.Limited time promotion

All Band 1 and below FLNA HQ Marketing employees, with the exception of Human Resources, the hiring manager and anyone in the interview process who could affect the hiring decision.

$1,500 (less applicable taxes) for Marketing employees that refer a Marketing Manager or Brand Manager that is hired (offer good on referrals received by December 31)

Payment will be made 90 days after the date of hire. Both you and the new hire must still be actively employed by PepsiCo.

New method Go to www.mypossibilities.com and click on Detailed Search. Search for Job ID #1234 (Associate), #1235 (Marketing Manager) or #1236 (Brand Manager). After locating the position, please click Refer a Friend. Please be sure to include their e-mail address. The system will send the candidate an invitation to bid on the position and associate you as the referring employee. Eligibility:Referral Award:Award Payment:Referral Method:Marketing - Employee Referral ProgramWe need your help! Who do you know? There could be $1,500 in it for you. We are looking for two Marketing Managers and a Brand Manager for positions in Plano, TX. If you have a friend or know someone we need to pursue, please e-mail Jim.w.schnyder@pepsico.com or call x5476. Your friend will also need to apply via www.pepsicojobs.com following the instructions below. For additional information, rules and program guidelines, please consult Jim Schnyder or visit the PepsiCo Intranet under Careers.

Technique #4Exploratory Visits

Exploratory VisitsAlways Be RecruitingEvergreen / pipelining

Identify Top Prospects that you are courting

Invite them into the office for an informal / informational meetingGreat way to test interest level

Get both sides interested

Next opening that occurs, prospect can be the first to interview.

Tools

Tool #1Connectifier

Tool 1 Connectifier(Google Chrome Extension)How contact Connectifier and get the Chrome Extension.Cost Couple hundred a month not certain as of now member of the beta / Feedback for Access program)Why Gather email addresses and accent LinkedIn use

Connectifier

Gathering Email addresses(Connectifier for Chrome)

Tool 1 Connectifier(Engagement approach)Allows for a more personal engagement approachPhone Direct email

Tool #2Identified

Tool 2 Identified(Facebook!)How purchase seat licenseCost Around $800/month (~$10K per year)Why Search Facebook in easy to use interface Different than Graph SearchFind additional prospects (not on LinkedIn) and engageAccess new / hidden pool of talentTeam tracking like in LinkedIn Recruiter

Identified

Adding Facebook normalized data to the mix

Identified vs. LinkedIn Recruiter

My personal test - side by side comparison

Filtered on 25 miles from 63122 with "RN OR "R.N." OR "Registered Nurse from St. Lukes HospitalStunned when only NINE overlappedNet result = 110 total prospects (79+40=119 with 9 overlaps)Total results = 79Total results = 409

Identified(Engagement / Outreach)Outreach via Facebook messageInto their Facebook messages inboxNot to the Other mailbox

Bonus Tips

Facebook verify emailsTickler fileOutlook signatures / Reminders / Quick Dictation Reverse EngineeringTop Consultant / ContractorClone

www.insideconnector.com58

Facebook (verify emails)

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Deming PrincipleThree AsAdoptAdaptAdeptOld TechniqueNew TechnologyNew Spin - yoursCreate a new way of sourcing based on an old tacticDr. W. Edwards Deming known for inspiring and guiding the spectacular rise of Japanese industry after World War II, and the resurgence of the American automobile industry in the late 1980s.

Outreach Follow Up process (Tickler File)Old school wayTickler FileMonthly follow upRollingOpen it at beginning of monthGrab resumes and reach outNew Method Using TechnologyHow would you do it?

Follow up process Tickler file

Easy Quick Tips follow upOutlook signaturesVarious sourcing or recruiting signaturesLetters / Candidate outreach / InstructionsDirections / Ongoing communication notesRejects or thank you notes

RemindersSiri NotesReminderLinkedIn To Do

Quick Dictation capture it fastSiriDragon Dictation App

Reverse Engineering(Intake session tip)Headhunter Training Ask Hiring Manager or new client for resumes of top 3 performers on teamLook for keywords, organizations, certificationsLinkedIn GroupsATS or Boolean to hunt

Top Consultant / Contractor(Intake session tip)Agency TrainingAsk Hiring Manager or new client for ability to network with the best contractor or consultant that they knowAsk for best place to post jobsAsk for keywords, organizations, certificationsLinkedIn GroupsATS Boolean to hunt

Clone the person leaving(Intake session tip)Ask Hiring Manager for the name of the person leaving the role and an electronic copy of resumeInternal resume in ATS even betterLinkedIn more like these approachATS - Find More Like This Resume ability

Summary / ReviewExercise (Hip pocket skill / Extra degree)Differentiation / strategyTechniquesTargeted / Personal engagementSit, Source, RemindReferral BlastExploratory VisitsNew ToolsConnectifierIdentifiedBonus Tips

By Sam Parker and Mac Anderson

212 Degrees the extra degree

Jim Schnyder - PepsiCo(@jimschnyder)

Questions?