Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program. Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ; .pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.

1. Campus Recruiting Program
Development:
KeiTai Communications
(KTC)
Tom Furlong
tafurlong99@yahoo.com
4Q 2011

2. Outline
• Background
• Campus Recruiting Business Case
• Program Scope
• Social Media/Branding Campaign
• Campus Recruiting Strategy
• Interview & Selection Process
• Internship Program
• Program Time Lines

3. ABOUT THE AUTHOR
• 9+ Years Talent Acquisition and Recruiting
• 3+ Years Recruiting Sales & Marketing Professionals
• 3+ Years Recruiting Campus/Recent College Grads
• 1 Year Executive Recruitment in Japan
• 13+ Year Sales, Training, & Leadership
• Numerous National & Regional Sales Awards
• Social Media Advocate to Improve Branding &
Prospect Outreach Initiatives

4. KTC Background
• Mobile Technology Firm
• Leadership: ATL High Tech Pioneers
• Georgia Tech “Technology Incubator”
• 300+ Employees
• Aggressive Headcount Growth
• National & International Expansion
Background

5. Program Business Case
• Attract Future Leaders
• Hire Best and Brightest
• Forefront of Mobile Technology
• Develop Talent Pipeline
• Internal Growth vs External Acquisition
• Imperative for Success
• Build Company Awareness
• Increased Brand & Product Visibility
• Today’s Candidates = Tomorrow’s Clients
Campus Recruiting Business Case

6. Management Support
• Leadership Commitment to Strategy
• 2 Year Establishment Period
• Department Management Buy-In
• Training/Development Willingness
• Accept Inexperienced Talent
• Constructive Feedback
Campus Recruiting Business Case

7. Recruiting Focus
• Seek Out Best & Brightest
• Secure High-Potential Talent
• Create Positive Impression of KTC
• Educate on Career Opportunities
• Top of Mind
• Candidates
• Campus Career Centers
• Straightforward & Honest
• Always Sell KTC
Program Scope

8. Recruiting Strategy
• Define Staffing Needs
• Types of Positions to Fill
• Programming
• Engineering
• Marketing
• Internal (Accounting/HR/Admin)
• Determine Desired Candidate Characteristics
• Program Budget
Program Scope

9. Employee Value Proposition
• Brand Awareness Message
• Unique Employment Brand Position
• Promote KTC: “Best Place to Work”
• Communicate What Candidate Will Do
• Separate KTC from Talent Competitors
• Provide Visibility to College Career Centers
Program Scope

10. Talent Competitors
• All Companies in All Industries
• Understand Their Message
• Evaluate Their Strategy
• KTC Strengths
Program Scope

11. Targeted Campus Selection
• Local Public/Private Engineering Programs
• Engineering & Programming Roles
• Local Top Public/Private Universities
• Marketing & Other Internal Roles
• Leading Regional Engineering Programs
• National Exposure
• Candidates Attracted through Social Media
• Add to Target List if Cost/Talent Justified
Program Scope

12. Social Media Utilization
• Develop Social Media Objectives & Goals
• Stand Out with Social Media Utilization
• Demonstrate Industry Innovation
• Mobile Technology Company Using
Social Media Recruiting Techniques
• Cost-Effective Tool to Engage/Attract Local
and “Remote” Collegiate Talent
• Distinguish KTC from Talent Competitors
• Makes Process Appear Real
Social Media/Branding Campaign

13. Social Media Campaigns
• Employ “Most Successful” Tools
• Dedicated Campus Recruiting Sites
• Twitter “@KTCcamprec”
• Recruiting Blog
• Enhanced Campus Recruiting Page on KTC
Careers Website
• Keep Connected with Candidates
• Proactive Management: 30-60 min/day
Social Media/Branding Campaign

14. Campus Contacts
• Campus Career Center (C3) Personnel
• Introduce & Sell KTC
• Understand C3 Protocols
• Recruiting Event Schedule
• C3 Position Posting Process
• Faculty/Administrative Personnel
• Build Talent Identification Network
• Potential Recruitment Allies
Campus Strategy

15. Successful Recruiting Events
• Career Fairs
• Trade Clubs & Affinity Organizations
• Accept/Initiate Speaking Engagements
• Develop Word of Mouth Campus Referrals
• Event Follow-up
• Continual Communication
• Encourage Two-Way Dialogue
Campus Strategy

16. Student Contact
• Every Meeting An Interview
• Focus Candidate Thinking on KTC
• Approach Everyone
• Non-Targeted Student Leaders
• Alumni, Staff
• Experienced Hire Candidates
• Request Referrals
Campus Strategy

17. Campus Career Fairs
• KTC Brand Message
• Sell Every Visitor on KTC
• Educate on Variety of Roles
• Brief Fair Interview
• Ask Interests & Area of Study
• Positive KTC Message
• Initial Review/Rank/Rate
• Determine Potential Candidate Pool
• Sell All Positions at All Functions
Campus Strategy

18. Word of Mouth Recruiting
• Build Referral Network
• Best Students Are Connected
• Turn Students into Recruiters
• Increase Candidate Volume & Quality
Campus Strategy

19. Interview Process Overview
• Coordinated Interviews at Each Stage
• Specific Role for Each Interview
• Skill Assessment & Core Value
Questions on Every Interview
• Limited Superficial Questions
• Accommodative Interview Schedule
• Look For Best in Each Candidate
• Value Talent over Experience
Interview/Selection Process

20. Campus Interview Process (1)
• Personally Invite Top Prospects
• Career Fair Visitors
• Speaking Engagement Contacts
• Candidate Posts Resume for Specific Role
• Submit 1 Week Prior
• Determine Who To Meet
• Work with C3 to Build Candidate Interest
• Walk-In: Based On Schedule Availability
Interview/Selection Process

21. Campus Interview Process (2)
• 1st Interview- 45 Minutes:
• Know Candidate
• Desire & Objectives
• Structured Situational Questions
• Competence & Teamwork
• Structured Behavioral Questions
• Present KTC Brand & EVP
• Move 3-5 Candidates to 2nd Interview
Interview/Selection Process

22. On-Site Interview Process (1)
• 2nd Interview- KTC Office
• Meet Hiring Authority & Team Members
• Questions Focused on Talent
• Competency/Programming Tests
• Identify Candidate Job Acceptance Criteria
• Identify Finalists
• Candidate Goals
• Understanding Position and Role
• KTC Culture
Interview/Selection Process

23. On-Site Interview Process (2)
• 3rd/4th Interview
• Determine Final Candidate
• Close to Accept Offer
• Extend Offer, Set Start Date
• Manage Candidate Recruitment Experience
• Leave All Candidates with Positive Feeling
• Honest Feedback to Rejected Finalists
Interview/Selection Process

24. Remote Candidate Process
• Attracted from Social Media Campaign
• Phone Introduction
• Skype/Virtual Interview
• Determine ROI for In-Person Interview
• Remote C3 Contact
• Potential Source for Future Talent?
• Opportunity to Build KTC Awareness
Outside ATL Market
Interview/Selection Process

25. On Boarding/Post Hire
• Maintain Bi-Weekly Pre-Start Date Contact
• Orientation Projects
• Outline Training Goals/Objectives
• Cover Company Expectations
• Transition to “Real World”
• Emphasize Value to Team/Organization
• Continue Contact 6-12 Months Post Hire
• Feedback on Recruitment Experience
• Asset for Future Campus Recruiting Effort
Interview/Selection Process

26. Internship Program (1)
• Run in Conjunction with Campus
Recruiting Efforts
• Provides Strategic and Tactical Value
• Farm Team for Full-Time Employment
• Ability to Evaluate Talent “Real World”
• Low Cost/Risk/Commitment to KTC
• Offer I-9 Stipend at Completion of Program
• Non-Fit Candidates Eliminated
Internship Program

27. Internship Program (2)
• Actual Work Responsibilities for Intern
• Fill Critical Temp Internal Staffing Needs
• Develop Strong Relationship w/ Candidate
• Intern Treated as Work Colleague
• Great On-Campus Ambassadors
• Encourage to Attend Campus Events
Internship Program

28. Program Time Line- 90 Day
• Establish Program Goals & Budget,
Head Count Objectives, and Corporate
Messages
• Set Up Social Media Campaign
• Identify Campus Recruiting Targets
• Establish Relationships with C3
• 1st Student Event at All Campuses
Program Timelines

29. Program Time Line- 180 Day
• Continued Student/Campus Presentations
• Evaluation of Campus Targets
• Formal Interview Process Begins
• Active Recruitment of Ideal Candidates
• Formal Offers for Summer 2012 Hire Date
• Development of Internship Program
• Identify Potential Intern Candidates
Program Timelines

30. Program Time Line- 9 Month
• Evaluation of Campus Recruiting Program
• Management Input
• Strengths, Weaknesses, and Improvements
• Expand/Reduce Campus Relationships
• Evaluation of Internship Program
• Candidate Recruitment for Jan/June 2013
• Continued Promotion of KTC Brand and
Employee Value Propositions
Program Timelines

31. Program Time Line- 1 Year
• New Hire Evaluation
• Contribution vs Investment
• Employee Input: Experience vs Expectations
• Set Year 2 Program Goals
• Social Media Expansion Options
• You Tube Channel
• Facebook Campus Recruiting Page
• Candidate Recruitment for June 2013
• Continued Promotion of KTC Brand and
Employee Value Propositions
Program Timelines

32. QUESTIONS & COMMENTS