Intake Interviewing Decision Conversion Active Candidates Passive Candidates Larger mass of passive candidates unavailable. Pools are assembled almost entirely with active talent looking for us. Process starts from “standing stop” each time. All insight into candidate credentials gained after process has been set in motion . 1 2 3 4 5 New Hire Little to no emphasis is placed on restocking talent pools with qualified declined candidates. Reactive Recruitment Model The reactive stance of recruiting ignores the larger pool of passive candidates and focuses largely on active candidates. Source: Recruiting Roundtable Research
Proactive/Pipeline Recruitment Model The imperative to recruit before you have need to identify the best passive individuals and build strong relationships. Talent Pipelines: Deep pools of named and known talent with which we have built relationships and that can be tapped quickly to fill interview slates High Quality Slates Every 10% improvement in slate quality translates into a 5% improvement in quality of hire. Faster “Time to Slate” Every 10% improvement in slate quality translates into 3% improvement in time to fill Higher Quality Hires Decreased Time to Fill Lower Cost per Hire Source: Recruiting Roundtable Research Organizations are investing in talent pipelines … … to drive slate quality ...and improve core recruiting metrics Direct Outcomes Ultimate Outcomes
Web 2.0 is interactive and the next phase in the evolution of the World Wide Web, allowing for greater creativity, information sharing and collaboration among users. Web 2.0 applications include: Social Networks, Podcasts, Blogs, among others.
Web 2.0 technologies emphasizes relationship building and can be adapted into an online recruitment campaign to grab and maintain the attention of active and passive candidates.
Best-in-class organizations are 52% more likely to recruit using Web 2.0 technologies than laggard organizations. Source: Aberdeen Group 2008
Okay, so the talent is going to search, social networks, blogs and video...
... so what can we do about it?
A New Audience Passive Job Seekers Active Job Seekers Online video Niche Content Sites Social Networks Blogs Podcasts Job Boards General Search Large pool of untapped talent within new media Search reaches both active and passive candidates Job boards reach active audiences