H R F007 Morrison 091807


Published on

Full session information and video available on successforce.com.

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Title slide Scotty intro: Marketing guy, role at SFDC. Point out Mike E in audience at the Sales guy.
  • H R F007 Morrison 091807

    1. 1. The Recruiting Pipeline Taking a Page (or two) from the Sales Playbook Scott Morrison, salesforce.com Cindy Nicola, Electronic Arts Sean Rehder, Rehder Talent Logistics HR, Finance, & Admin: BackOffice On-Demand
    2. 2. Safe Harbor Statement <ul><li>“ Safe harbor” statement under the Private Securities Litigation Reform Act of 1995: This presentation may contain forward-looking statements including but not limited to statements concerning the potential market for our existing service offerings and future offerings. All of our forward looking statements involve risks, uncertainties and assumptions. If any such risks or uncertainties materialize or if any of the assumptions proves incorrect, our results could differ materially from the results expressed or implied by the forward-looking statements we make. </li></ul><ul><li>The risks and uncertainties referred to above include - but are not limited to - risks associated with possible fluctuations in our operating results and cash flows, rate of growth and anticipated revenue run rate, errors, interruptions or delays in our service or our Web hosting, our new business model, our history of operating losses, the possibility that we will not remain profitable, breach of our security measures, the emerging market in which we operate, our relatively limited operating history, our ability to hire, retain and motivate our employees and manage our growth, competition, our ability to continue to release and gain customer acceptance of new and improved versions of our service, customer and partner acceptance of the AppExchange, successful customer deployment and utilization of our services, unanticipated changes in our effective tax rate, fluctuations in the number of shares outstanding, the price of such shares, foreign currency exchange rates and interest rates. </li></ul><ul><li>Further information on these and other factors that could affect our financial results is included in the reports on Forms 10-K, 10-Q and 8-K and in other filings we make with the Securities and Exchange Commission from time to time. These documents are available on the SEC Filings section of the Investor Information section of our website at www.salesforce.com /investor . Salesforce.com, inc. assumes no obligation and does not intend to update these forward-looking statements, except as required by law. </li></ul>
    3. 3. Today’s Session and Objectives <ul><li>Intros, Overview of the Recruiting Landscape </li></ul><ul><li>Business/Technical Challenges </li></ul><ul><li>Moderated Customer Panel Discussion </li></ul><ul><li>Solutions: tools/technologies, candidate relationship management, sales and marketing methodologies </li></ul><ul><li>Results and Pipeline Metrics: What to measure? </li></ul><ul><li>Dashboards </li></ul><ul><li>Summary/Q&A </li></ul>A Player A Player
    4. 4. Key Challenges—The Talent Management Landscape <ul><li>Business Challenges </li></ul><ul><ul><li>Trends in the Labor Market/The Candidate Universe </li></ul></ul><ul><ul><li>War/Competition for Talent is Back </li></ul></ul><ul><ul><li>Human Capital provides a HUGE competitive advantage </li></ul></ul><ul><ul><li>Sales and Marketing methodologies are often overlooked for the Recruiting/Staffing discipline </li></ul></ul><ul><ul><li>Monetizing the value of talent to an organization </li></ul></ul><ul><li>Technology Challenges </li></ul><ul><ul><li>Applicant Tracking Solutions (A.T.S.) help manage Recruiter and Hiring Manager efficiencies—not Recruiter/HM effectiveness </li></ul></ul><ul><ul><li>Basic CRM functionality (opportunity management, contacts, campaigns, leads, event management, lead forecasting) don’t exist in most HR/Recruiting solutions today </li></ul></ul><ul><ul><li>Developer Resources to provide customization (and $$) to Recruiting needs </li></ul></ul>
    5. 5. Our Customer Panel Cindy Nicola Vice President Talent & Acquisition [email_address] Sean Rehder Principal Architect [email_address] <ul><ul><li>INDUSTRY Entertainment </li></ul></ul><ul><ul><li>EMPLOYEES : 8,000 </li></ul></ul><ul><ul><li>INDUSTRY Consulting </li></ul></ul><ul><ul><li>GEOGRAPHY : Global </li></ul></ul>
    6. 6. The Solution—CRM, Sales and Marketing <ul><li>Leveraging the Force.com Platform for your Recruiting Pipeline </li></ul><ul><ul><li>Managing Contacts/Talent Leads </li></ul></ul><ul><ul><li>Candidate Lead Generation </li></ul></ul><ul><ul><li>Sourcing “A Players” </li></ul></ul><ul><ul><li>Recruitment Marketing Campaigns </li></ul></ul><ul><ul><li>Employer Branding </li></ul></ul><ul><ul><li>Events (example: University Recruiting, Industry Events) </li></ul></ul><ul><ul><li>One to many and one-to-one relationship marketing </li></ul></ul>
    7. 7. What prompted the migration from your A.T.S. to a hybrid-CRM solution?
    8. 8. Tell us about the basic framework of a CRM approach to building a Recruiting Pipeline
    9. 9. How did you make the business case internally?
    10. 10. How are ideas implemented into solutions easily (and affordably) —ex. customization, W2L forms.
    11. 11. Tell us about some of EA’s candidate Marketing strategies and lead conversion stories
    12. 12. Permission Marketing
    13. 13. Taking a page (or two) from Sales’ Playbook
    14. 14. The Recruiting Sales Funnel
    15. 15. Pushing the CRM Envelope
    16. 16. Results and Pipeline Metrics <ul><li>What should be measured? </li></ul><ul><ul><li>Leads generated by source </li></ul></ul><ul><ul><li>Lead conversion into Opportunities (I.Q.A candidate) </li></ul></ul><ul><ul><li>Leads that declined interest </li></ul></ul><ul><ul><li>Average Candidate Acceptance Rate </li></ul></ul><ul><ul><li>Candidate Leads by Stage (1 st interview, 2 nd interview, etc.) </li></ul></ul><ul><ul><li>Interview to Offer </li></ul></ul><ul><ul><li>Offer to Accept </li></ul></ul><ul><ul><li>Offers Declined/Reasons for Decline </li></ul></ul><ul><ul><li>Total Hires </li></ul></ul>
    17. 17. Typical Recruiting Pipeline Dashboard
    18. 18. Session Feedback Let us know how we’re doing! <ul><li>Please score the session from 5 to 1 (5=excellent,1=needs improvement) in the following categories: </li></ul><ul><ul><li>Overall rating of the session </li></ul></ul><ul><ul><li>Quality of content </li></ul></ul><ul><ul><li>Strength of presentation delivery </li></ul></ul><ul><ul><li>Relevance of the session to your organization </li></ul></ul>We strive to improve, t hank you for filling out our survey. <ul><li>Additionally, please score each individual speaker on: </li></ul><ul><ul><li>Overall delivery of session </li></ul></ul>
    19. 19. Summary/Q&A
    1. A particular slide catching your eye?

      Clipping is a handy way to collect important slides you want to go back to later.