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Innovative ways to hire faster and better
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Innovative ways to hire faster and better

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HR leaders must explore branding, direct hire and technologies that attract top applicants and get them on board

HR leaders must explore branding, direct hire and technologies that attract top applicants and get them on board

Published in: Business, Technology

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  • 1. Strategies to Attract the BestJaqi RossIRS Manager, Media Branch
  • 2. Sourcing and Branding: The Talent Acquisition LifecycleIRS’s Annual Strategic Recruitment Marketing and AdvertisingCampaign attracts highly qualified and diverse candidates into theapplication process for each of the IRS projected occupations toallow IRS to select and fill all available positions.Improves the IRS’s competitive position as an employer of choice inrelation to both other government agencies and private employers ofworkforces with similar competencies and experience tooccupations.At the same time, demonstrates the highest possible return for theinvestments made.
  • 3. Recruitment Strategy• Supports and balances all division needs• Enables local participation• Enhanced with strong partnerships
  • 4. Recruitment Strategy• Improves target setting and planning• Develops strong strategic source management• Develops effective marketing and media• Develops candidate tracking system and processes• Develops clear performance and ROI measures
  • 5. Recruitment Strategy• Consistent corporate messaging is a critical success factor
  • 6. Strong Strategic Source ManagementGoals accomplished:• Deep relationships built with sources• Diverse set of flexible resources that can be revamped up or down to meet variable recruiting needs• Centralized recruiters managing institutional relationships, administration and logistics of recruiting• Service-wide representatives used as the “Face of the IRS” to candidates
  • 7. Initiatives• College and university recruitment program• Recruiting program with professional associations• Recruiting program with IRS employee organizations
  • 8. Initiatives• Leverage non-traditional intake channels to aid in recruiting• Referral program to encourage all employees to become “IRS recruiters”• Collaborate with other IRS divisions to utilize representatives at recruiting events
  • 9. Executive ParticipationAgency executivessupport recruitmentthrough a variety ofactivities at 97 schools.• Service on university on advisory councils• Participation in executive-in-residence programs• Mentoring students• Judging competitions• Appearing as guest speakers
  • 10. Effective Marketing & MediaA single, standardized set of IRS marketingmaterials incorporates:• Consistent brand message: – One of the world’s leading financial institutions – The IRS, a great place to work – You can make a difference! – “Count on Me”• Clear value propositions for early and mid-career candidates as well as opportunities
  • 11. Strategic Outreach to Targeted Demographics• Students & early career• Mid-career• Veterans• Disabled• Other under- represented
  • 12. Games: Effective Engagement Tools
  • 13. Social Media: Effective Engagement ChannelsGoals and Initiatives:• Ability to maintain relationship with candidates from beginning to end of recruiting process Facebook Account Created Aug. 2009 Feb. 2010: 97 Fans Nov. 2010: 1,603 Fans Twitter Created (3) Accounts Over 600 followers October: 36,313 impressions •Regular Avatar Gatherings • Professional Meetings • General IRS Info- Tax Forms • 49.5% make up 18-34 yr olds.
  • 14. Measuring Social Media EffectivenessOnline tools:– Google Analytics– Webtrends reports– Social Mention– Twellow– WeFollow– Mr. Tweet– Bit.ly– TweetreachAll traffic is driven to Facebook: # of fans / Fan posts / Org. Posts / replies /jobs.irs.gov careers website Twitter: # of Followers / Tweets / Mentions / Retweets / Repliesbecomes the anchor and LinkedIn: # of People in Network / Inquiries / Contactsinformation clearinghouse. Second Life: # of Visits / Interactions
  • 15. Effective Candidate Tracking• Link successful applicants and excellent employees to recruiting sources for continuous improvement – Evaluate needs and enhance technology solution for tracking candidate contacts – Put processes in place for regularly contacting candidates in pipeline to solicit applications
  • 16. Effective Candidate Tracking• Link successful applicants and excellent employees to recruiting sources for continuous improvement – Evaluate needs and enhance technology solution for tracking candidate contacts – Put processes in place for regularly contacting candidates in pipeline to solicit applications
  • 17. Effective Candidate Tracking• Link successful applicants and excellent employees to recruiting sources for continuous improvement – Evaluate needs and enhance technology solution for tracking candidate contacts – Put processes in place for regularly contacting candidates in pipeline to solicit applications
  • 18. Questions & Discussion