The FIRM<br />Putting the Emotion back into EA<br />The EA Journey<br />Creating a World Class Talent Brand<br />
The FIRM....<br />Putting the Emotion back into EA<br />The EA Journey<br />Creating a World Class Talent Brand<br />
WE ARE AT<br />WAR.......<br />BUT it does not involve guns or violence<br />
The Global War for Talent<br />We are all competing for the best talent<br />
Each day YOUR top talent is targeted <br />with new jobs & better career promises<br />
The battle is not just about attracting <br />Top Talent but also how we retain it<br />
What makes a great company?  PEOPLE!<br />And competitors want your best talent!<br />
Key for staff is.........<br />Feeling valued, recognised, challenged, enjoying their work.<br />If they are they will wan...
Where is the talent?<br />Broadening the talent landscape<br />public sector<br />TV<br />media<br />film<br />banking<br ...
WARNING:WARNING<br />Ticking Time Bomb<br />Inflationary pressures across entertainment<br />Experienced staff learning th...
Where art thou….Loyalty?<br />Past: People loyal to their team and project and would only leave on completion of their gam...
Agencies not delivering<br />Recruitment agencies need to adapt or die<br />In House can provide far more personal level o...
Headhunting……at all levels<br />If staff are unhappy they will leave anyway<br />‘I would be more worried if your staff we...
University Recruitment<br />The salvation to a shrinking talent pool?<br />Academics being seduced by Games Industry <br /...
What we need from universities<br />Make Academia interesting & appealing<br />Duty of Universities to ensure that student...
Talent<br />Acquisition<br />Never Forget that world class candidate <br />attraction/recruitment can make or break a <br ...
Talent Pool: An Overview<br /><ul><li>Is shrinking
We are all growing
 Experience talent pool especially tight as industries converge and fight to attract & retain similar talent
 EA is a games company BUT we seek talent from all industries.  ALL the companies in this room today has potential EA staf...
The Choice of Talent Strategies…<br />Bums on seats – hire cheap and lose them when they get too expensive or frustrated e...
Our Audience<br />Candidates are not a species<br />We must create them<br />
Not everyone’s looking.....<br />
The best candidate for your role......<br />is not necessarily registered with a Recruitment Agency right now!<br />
The best candidate for your role......<br />..is not necessarily registered on a job board right now!<br />...may not sear...
Your best candidate may not have even considered working for your company.... or even heard of you!<br />
Lazy recruiting has had its day....<br />Lazy recruiting =<br />Recruitment agency<br />‘Post & Pray’ Job Boards<br />
Salary inflation as negotiation takes place at offer stage <br />Recruitment Agency fees<br />Tactics used to generate can...
So by definition what is a candidate?<br />Someone who has nominated themselves to be part of an election process<br />It ...
What turns a regular person in to a candidate?<br />‘I’m not recognised for my contribution’<br />
What turns a regular person in to a candidate?<br />Dissatisfaction with the way they are treated<br />
What turns a regular person in to a candidate?<br />Or they’re just over this job<br />
This wasn’t in the Job Description<br />
So the problem is timing?<br />We either wait for the moment they become a candidate and jump on them<br />Or we make them...
You are in a race<br />Leading businesses are realising great recruitment is about building relationships & communicating ...
Emotion creates <br />a connection<br />  which bonds loyalty<br />& trust<br />
Our Vision<br />EA’s VISION<br />To be the ultimate go-to career destination<br /> for the best talent.<br />EA Globally s...
A brand is a mixture of attributes, tangible and intangible, symbolized in a trademark, which if managed properly, creates...
A Brand is a person’s gut feel towards a Product, Service or Organisation<br />
Each of these brands will create a connection with you.<br />Question is what?<br />
The average American is exposed to between 2,000 and 6,000 brand messages a day.<br />There are 25,000 products in the ave...
Why brands are<br /> important.<br />
A powerful consumer brand can…<br />• Provide vision and inspiration to employees<br />• Guide every business decision<br ...
As product parity grows…<br />Brand becomes a determining factor in consumer purchase decisions.<br />
75% consumers will pay 20% more for brand<br />50% consumers will pay 25% more for brand<br />40% consumers will pay 30% m...
What is an employment brand?<br />How a business builds and packages its identity, from its origin’s and values, what it p...
Employment brand….an HR Thing?<br />Marketing<br />HR<br />Corporate<br />Comms<br />
Employment brand….an HR Thing?<br />Marketing<br />HR<br />
EA Brand Steering Committee<br />Business Representation from across the whole business<br /><ul><li> Marketing      - HR ...
 PR        - Geographical Leaders    - Leading Creative staff
 Training & Development    - Internal Communications</li></li></ul><li>Creating A Global Framework<br />Global Consistency...
But We are all different: One Size does not Fit All!!!!<br />Descriptive not prescriptive<br />
The Stages of the Employee Experience<br />(how we communicate with candidates, build perceptions about us & ultimately bu...
Notice<br />
<ul><li>‘PR is our friend’
Pushes messages to a  audience via EA people ‘Humanizes EA’ via articles, interviews etc
Online & offline media
Recruiters then use coverage to email to candidates & motivate staff internally</li></li></ul><li>
Edge Magazine 30 Page Feature on working in Singapore<br />
Working in India<br />Online article<br />
<ul><li>Meet your candidates—be visible
Attend Industry Events
Hold open houses
Present at Universities</li></li></ul><li>The best jobs are not a fantasy at EA<br />EA is recruiting<br />at <br /> GCA<b...
The Goals<br />‘A showcase event’<br /><ul><li>EA demonstrates thought leadership
Press & candidates mingle together in an informal setting
No barriers to entry for candidates attending
Recruitment lead generation
PR media column inches</li></ul>The Results<br /><ul><li>600 attendees
1000 names lead generation</li></ul>Great Video Footage<br />Host of great Press Coverage<br />
Considers<br />
Social Media<br />Building a Globally ‘engaged’ Community<br />
An explosion of communication channels<br /><ul><li>Second largest site on the web
400 million active global users
50% of active users log into the site each day. This equates to at least 175m users every 24 hours.
More than 35m Facebook users update their status each day.
LinkedIn has over 64m members worldwide.
There are now 11m LinkedIn users across Europe.
India is currently the fastest-growing country to use LinkedIn, with around 3m total users.
Third largest Site on the Internet
Largest video site on the web
1 billion views per day (that’s 11,574 per second, 694,444 per minute, or 41,666,667 per hours)
10 billion videos uploaded per month
Twitter now has 75m user accounts, but only around 15m are active users on a regular basis. It’s still a fair increase fro...
Towards the end of last year, the average number of tweets per day was over 27.3 million.
The average number of tweets per hour was around 1.3m.</li></li></ul><li>YouTube<br />LinkedIn<br />Jobs.ea.com<br />Faceb...
So many choices....so many strategies!!!!<br />YouTube<br />LinkedIn<br />Jobs.ea.com<br />Facebook<br />The signposts & g...
Be transparent and participate in 2 way communication
Engage and connect with the community – seek emotional commitment
Nurture the community
Create opportunities for people to be part of the work family
Understand that the community will be made up people that want to and will work at EA someday and others that may not want...
The ‘anchor’ of our SM<br />InsideEA: The Blog<br />- Humanising EA with stories on People, Games & opportunities<br /><ul...
 RSS feeds from all key EA websites and networks
 Daily email newsletter
 Free speech  (No deletion of comments unless inflammatory)</li></li></ul><li><ul><li> A true social network of friends (n...
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10/06/10 Breakfast with The FIRM - Matthew Jeffery

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Matthew Jeffery (Global Director of Talent Brand, Electronic Arts) presents at The FIRM breakfast meeting 10/06/10

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10/06/10 Breakfast with The FIRM - Matthew Jeffery

  1. 1. The FIRM<br />Putting the Emotion back into EA<br />The EA Journey<br />Creating a World Class Talent Brand<br />
  2. 2. The FIRM....<br />Putting the Emotion back into EA<br />The EA Journey<br />Creating a World Class Talent Brand<br />
  3. 3. WE ARE AT<br />WAR.......<br />BUT it does not involve guns or violence<br />
  4. 4. The Global War for Talent<br />We are all competing for the best talent<br />
  5. 5. Each day YOUR top talent is targeted <br />with new jobs & better career promises<br />
  6. 6. The battle is not just about attracting <br />Top Talent but also how we retain it<br />
  7. 7. What makes a great company? PEOPLE!<br />And competitors want your best talent!<br />
  8. 8. Key for staff is.........<br />Feeling valued, recognised, challenged, enjoying their work.<br />If they are they will want to recommend their friends and ex colleagues to join<br />
  9. 9. Where is the talent?<br />Broadening the talent landscape<br />public sector<br />TV<br />media<br />film<br />banking<br />FMCG<br />games<br />universities<br />mobile<br />IT<br />
  10. 10. WARNING:WARNING<br />Ticking Time Bomb<br />Inflationary pressures across entertainment<br />Experienced staff learning their value & playing multiple offers against each other, magnified by recruitment agencies. Graduate market will follow<br />Learn the lessons of the dot com bomb<br />WAGE SPIRAL INFLATION<br />
  11. 11. Where art thou….Loyalty?<br />Past: People loyal to their team and project and would only leave on completion of their game/film<br />Today: across entertainment, less loyalty to complete projects<br />Average time in role: Less than 2 years<br />
  12. 12. Agencies not delivering<br />Recruitment agencies need to adapt or die<br />In House can provide far more personal level of service and source original candidates not ‘sprayed’ out by recruitment agencies.<br />In-House:<br />Referral schemes<br />CRM Database<br />Events<br />Web 2.0 Networking<br />YouTube, LinkedIn, Myspace, Facebook<br />Graduate Pipeline<br />Could you use 15-20% agency fees to better invest in your future<br />Does your agency meet your candidates & prescreen them to your needs?<br />
  13. 13. Headhunting……at all levels<br />If staff are unhappy they will leave anyway<br />‘I would be more worried if your staff weren’t being headhunted because that speaks volumes about the quality of your workforce’<br />Are you staff challenged?<br />Are they well remunerated?<br />Do they have a good work/life balance?<br />Are they working on world class games?<br />Do they have an opportunity for promotion?<br />Are they receiving training & Development?<br />Are their ideas listened to?<br /> If the answer is NO……headhunters prey<br />
  14. 14. University Recruitment<br />The salvation to a shrinking talent pool?<br />Academics being seduced by Games Industry <br />Proliferation of Games related degrees<br />Games degrees do not<br />guarantee a job in <br />games plus the degree<br />is not readily<br />transferable <br />
  15. 15. What we need from universities<br />Make Academia interesting & appealing<br />Duty of Universities to ensure that students are not only technically adept in their discipline but they also possess vital ‘soft skills’<br />The Industry needs passionate believers not automated ‘sheep like’ borg to be assimilated into a standard way of thinking & developing games.<br />‘Soft skills’<br />Communication skills Presentation skills<br />Ability to work in a Team Empathy for other ideas<br />Leadership skills<br />
  16. 16. Talent<br />Acquisition<br />Never Forget that world class candidate <br />attraction/recruitment can make or break a <br />Business<br />NASDAQ & FTSE Companies are really being <br />scrutinised by investors about whether they<br />can attract & retain high quality staff<br />Talent Acquisition is CRITICAL to modern business<br />
  17. 17. Talent Pool: An Overview<br /><ul><li>Is shrinking
  18. 18. We are all growing
  19. 19. Experience talent pool especially tight as industries converge and fight to attract & retain similar talent
  20. 20. EA is a games company BUT we seek talent from all industries. ALL the companies in this room today has potential EA staff.</li></ul>So what strategic choices do we face?<br />
  21. 21. The Choice of Talent Strategies…<br />Bums on seats – hire cheap and lose them when they get too expensive or frustrated enough to leave<br />Inside Up – hire mainly at entry level and develop / promote through the business<br />Gone again – react to resignations by “spot buying” talent on the open market<br />Always Open – employ a mix of push and pull sourcing techniques to constantly attract the best talent and find them roles within the organisation<br />Employer Branding – build and maintain an ongoing image as a great place to work and directly communicate with candidates <br />
  22. 22. Our Audience<br />Candidates are not a species<br />We must create them<br />
  23. 23. Not everyone’s looking.....<br />
  24. 24. The best candidate for your role......<br />is not necessarily registered with a Recruitment Agency right now!<br />
  25. 25. The best candidate for your role......<br />..is not necessarily registered on a job board right now!<br />...may not search job boards.....<br />....maybe used to people approaching them...<br />
  26. 26. Your best candidate may not have even considered working for your company.... or even heard of you!<br />
  27. 27. Lazy recruiting has had its day....<br />Lazy recruiting =<br />Recruitment agency<br />‘Post & Pray’ Job Boards<br />
  28. 28. Salary inflation as negotiation takes place at offer stage <br />Recruitment Agency fees<br />Tactics used to generate candidates that could easily be done in house<br />Burning your Time <br />& Money <br />Unscreened CV’s<br />Receiving ‘contingency cv’s’ that have been sent to all your competitors and on average 20 other jobs<br />‘Usual suspect candidates’<br />
  29. 29. So by definition what is a candidate?<br />Someone who has nominated themselves to be part of an election process<br />It is a voluntary act<br />At what point does someone volunteer to be a candidate?<br />When they see your ad?<br />When they apply to your advertisement?<br />When you interview them?<br />
  30. 30.
  31. 31.
  32. 32.
  33. 33. What turns a regular person in to a candidate?<br />‘I’m not recognised for my contribution’<br />
  34. 34.
  35. 35. What turns a regular person in to a candidate?<br />Dissatisfaction with the way they are treated<br />
  36. 36.
  37. 37. What turns a regular person in to a candidate?<br />Or they’re just over this job<br />
  38. 38. This wasn’t in the Job Description<br />
  39. 39. So the problem is timing?<br />We either wait for the moment they become a candidate and jump on them<br />Or we make them a proposition they find attractive any time<br />WE CREATE A CANDIDATE<br />
  40. 40. You are in a race<br />Leading businesses are realising great recruitment is about building relationships & communicating with people, (hence creating an emotional connection with them), before they become a candidate<br />
  41. 41. Emotion creates <br />a connection<br /> which bonds loyalty<br />& trust<br />
  42. 42. Our Vision<br />EA’s VISION<br />To be the ultimate go-to career destination<br /> for the best talent.<br />EA Globally seen as a great place to work in the hearts & minds of premier talent.<br />This involves Marketing<br />BRAND Marketing<br />
  43. 43. A brand is a mixture of attributes, tangible and intangible, symbolized in a trademark, which if managed properly, creates value and influence.<br />Brands simplify decision making, represent an assurance of quality, and offer a relevant, different and credible choice among competing offerings.<br />Interbrand<br />The Brand Glossary <br />
  44. 44. A Brand is a person’s gut feel towards a Product, Service or Organisation<br />
  45. 45. Each of these brands will create a connection with you.<br />Question is what?<br />
  46. 46. The average American is exposed to between 2,000 and 6,000 brand messages a day.<br />There are 25,000 products in the average supermarket.<br />Interbrand<br />Brand Fact <br />
  47. 47. Why brands are<br /> important.<br />
  48. 48. A powerful consumer brand can…<br />• Provide vision and inspiration to employees<br />• Guide every business decision<br />• Drive innovation and creativity<br />• Become something consumers love <br />• Multiply sales by hundreds of millions<br />• Add billions to shareholder value<br />
  49. 49. As product parity grows…<br />Brand becomes a determining factor in consumer purchase decisions.<br />
  50. 50. 75% consumers will pay 20% more for brand<br />50% consumers will pay 25% more for brand<br />40% consumers will pay 30% more for brand<br />25% consumers say price doesn't matter they buy brand<br />Scott Davis<br />Brand Asset Management<br />
  51. 51.
  52. 52. What is an employment brand?<br />How a business builds and packages its identity, from its origin’s and values, what it promises to deliver to emotionally connect employees so that they in turn deliver what the business promises to customers.<br />Building the employment brand from inside the business, with a consistent substance, voice, and authenticity, may be the most powerful tool a business can use to emotionally engage employees.<br />
  53. 53.
  54. 54. Employment brand….an HR Thing?<br />Marketing<br />HR<br />Corporate<br />Comms<br />
  55. 55. Employment brand….an HR Thing?<br />Marketing<br />HR<br />
  56. 56. EA Brand Steering Committee<br />Business Representation from across the whole business<br /><ul><li> Marketing - HR - Recruitment - Sales
  57. 57. PR - Geographical Leaders - Leading Creative staff
  58. 58. Training & Development - Internal Communications</li></li></ul><li>Creating A Global Framework<br />Global Consistency<br />One Voice, One Message<br />From San Francisco to Singapore<br />Brisbane to Boston<br />
  59. 59. But We are all different: One Size does not Fit All!!!!<br />Descriptive not prescriptive<br />
  60. 60. The Stages of the Employee Experience<br />(how we communicate with candidates, build perceptions about us & ultimately build and develop a relationship)<br />
  61. 61. Notice<br />
  62. 62. <ul><li>‘PR is our friend’
  63. 63. Pushes messages to a audience via EA people ‘Humanizes EA’ via articles, interviews etc
  64. 64. Online & offline media
  65. 65. Recruiters then use coverage to email to candidates & motivate staff internally</li></li></ul><li>
  66. 66. Edge Magazine 30 Page Feature on working in Singapore<br />
  67. 67. Working in India<br />Online article<br />
  68. 68. <ul><li>Meet your candidates—be visible
  69. 69. Attend Industry Events
  70. 70. Hold open houses
  71. 71. Present at Universities</li></li></ul><li>The best jobs are not a fantasy at EA<br />EA is recruiting<br />at <br /> GCA<br />Game Convention Asia<br />Singapore<br />18/20th September<br />Meet the EA Asia recruitment team<br />‘Don’t just play it...create it’<br />Jobs.ea.com<br />
  72. 72.
  73. 73. The Goals<br />‘A showcase event’<br /><ul><li>EA demonstrates thought leadership
  74. 74. Press & candidates mingle together in an informal setting
  75. 75. No barriers to entry for candidates attending
  76. 76. Recruitment lead generation
  77. 77. PR media column inches</li></ul>The Results<br /><ul><li>600 attendees
  78. 78. 1000 names lead generation</li></ul>Great Video Footage<br />Host of great Press Coverage<br />
  79. 79. Considers<br />
  80. 80. Social Media<br />Building a Globally ‘engaged’ Community<br />
  81. 81. An explosion of communication channels<br /><ul><li>Second largest site on the web
  82. 82. 400 million active global users
  83. 83. 50% of active users log into the site each day. This equates to at least 175m users every 24 hours.
  84. 84. More than 35m Facebook users update their status each day.
  85. 85. LinkedIn has over 64m members worldwide.
  86. 86. There are now 11m LinkedIn users across Europe.
  87. 87. India is currently the fastest-growing country to use LinkedIn, with around 3m total users.
  88. 88. Third largest Site on the Internet
  89. 89. Largest video site on the web
  90. 90. 1 billion views per day (that’s 11,574 per second, 694,444 per minute, or 41,666,667 per hours)
  91. 91. 10 billion videos uploaded per month
  92. 92. Twitter now has 75m user accounts, but only around 15m are active users on a regular basis. It’s still a fair increase from the estimated 6-10m global users from a few months ago.
  93. 93. Towards the end of last year, the average number of tweets per day was over 27.3 million.
  94. 94. The average number of tweets per hour was around 1.3m.</li></li></ul><li>YouTube<br />LinkedIn<br />Jobs.ea.com<br />Facebook<br />Building candidate relationships<br />2 way communication & EA approachability<br />Social Networking<br />.....the start of a journey<br />Social Networking is all about building Relationships....<br />remember relationships turn into pipeline and job applications<br />
  95. 95. So many choices....so many strategies!!!!<br />YouTube<br />LinkedIn<br />Jobs.ea.com<br />Facebook<br />The signposts & goals of our Social Media journey:<br /><ul><li>Define, create and build a community
  96. 96. Be transparent and participate in 2 way communication
  97. 97. Engage and connect with the community – seek emotional commitment
  98. 98. Nurture the community
  99. 99. Create opportunities for people to be part of the work family
  100. 100. Understand that the community will be made up people that want to and will work at EA someday and others that may not want to or may not be qualified to – this Is good – objective is to shape the community into Brand Ambassadors</li></ul>.....either way, a hire, or Brand Ambassador is a great achievement & our goal. <br />
  101. 101.
  102. 102. The ‘anchor’ of our SM<br />InsideEA: The Blog<br />- Humanising EA with stories on People, Games & opportunities<br /><ul><li>Full integration with EA Social Networks
  103. 103. RSS feeds from all key EA websites and networks
  104. 104. Daily email newsletter
  105. 105. Free speech (No deletion of comments unless inflammatory)</li></li></ul><li><ul><li> A true social network of friends (not a professional / serious facts driven community)
  106. 106. Key to approach is to entertain, engage in discussion and create content that creates repeat visits
  107. 107. Within a year we attracted 115,000 fans
  108. 108. Comment threads have run 150 deep
  109. 109. Full integration with Blog site, all stories posted in full on Facebook</li></li></ul><li><ul><li> 2 EA Communities
  110. 110. Goal is engagement and discussion with ‘informed’ communities
  111. 111. Discussions, rich, deep and intellectual in nature
  112. 112. Best hiring Channel (ROI)
  113. 113. Inside EA Professionals 4,250 members
  114. 114. EA Alumni (former staff) 3,128 members</li></li></ul><li><ul><li> 1 channel, 5 playlists</li></ul>(EA Career Paths, EA Graduates, Behind the scenes, EA Having Fun, Hey EA that’s so cool)<br /><ul><li>Latest games videos BUT vitally EA staff videos on the culture and life at EA
  115. 115. 2,504 Subscribers
  116. 116. 1, 782 friends
  117. 117. ‘Mum, Dad, I want to be a Game Designer’ rated the favourite video on Game Design on YouTube with 25,000 hits and 5 star rating</li></li></ul><li>Critically, Social Media must point at jobs board...and vice versa<br /><ul><li> www.jobs.ea.com
  118. 118. Integrated into Social Media
  119. 119. Home Page includes links to latest Blog humanizing stories
  120. 120. Links to each Social media Network</li></li></ul><li><ul><li> More fluid communication channel
  121. 121. Limited to 140 characters, (quick, fast soundbite conversations)
  122. 122. Create #Hashtags for discussions around a theme
  123. 123. ROI longer term
  124. 124. 2,377 members (& growing)</li></li></ul><li>
  125. 125. Recruitment advertising is not just about listing jobs but messaging out to your candidate pool<br />Message Advertising<br />
  126. 126.
  127. 127.
  128. 128. Indian University Recruitment Poster<br />
  129. 129. Recruitment brochure<br />For events, EA reception areas, EA Meeting rooms, University Handouts<br />
  130. 130. <ul><li>Swag needs a purpose
  131. 131. Clear messaging
  132. 132. SWAG targeted for key events
  133. 133. Event competitions</li></li></ul><li>Jobs site is THE shop window to the world<br />It is a Marketing tool to ‘sell to candidates’’<br />Contain: Company info, Employee Profiles, news, fun aspects to review.<br />
  134. 134. Jobs Site Employee Profiles<br />‘Humanize’ EA Asia employees and shares their advice & experience to inspire and motivate others in their career choices<br />
  135. 135.
  136. 136. <ul><li>Targeted emails to core groups eg Engineers, Artists etc
  137. 137. Keep Candidate pool informed of EA activity
  138. 138. Can be used for messaging eg special events or intros to studios </li></li></ul><li>Apply<br />
  139. 139. Candidate Experience<br />Candidates are both potential recruiters for EA and Blog Critics<br />
  140. 140. <ul><li>How candidates interact with EA leaves lasting impressions
  141. 141. Phone/Emails
  142. 142. Cust Service feedback evaluation
  143. 143. We want potential recruits ‘gushing’ with the thought of working at EA
  144. 144. A great early process defines the offer decision process
  145. 145. Point & provide them content</li></li></ul><li><ul><li>Interview pack, provides a consistent central message but with localised content
  146. 146. Critical in building empathy in the recruitment process
  147. 147. It defines interview process and answers candidate questions in advance
  148. 148. If candidate not read—shows lack of passion</li></li></ul><li>Which feels EA & Entertainment?<br /><ul><li>Reception leaves a lasting impression
  149. 149. Does it look & feel EA?
  150. 150. Are there recruitment messages----huge traffic goes through reception. A Visitor could be a hire
  151. 151. Is their recruitment collateral?</li></li></ul><li><ul><li>Collateral/giveaways
  152. 152. Even if not offered they feel special throughout interview process & remain desperate to work for us
  153. 153. Interview </li></ul>experience <br />feedback<br /><ul><li>Feedback to </li></ul>hiring manager <br />
  154. 154. <ul><li>How we feed back---how personalised
  155. 155. Keep in touch via Salesforce eg Silver medal candidates
  156. 156. How celebrate job offers</li></li></ul><li>Join<br />
  157. 157. Work<br />
  158. 158. PROUD OF EA<br /><ul><li>Staff are our BEST recruiters
  159. 159. Also Best Indicator if people are happy at EA
  160. 160. Globally consistent scheme with consistent messaging
  161. 161. Recognize & reward the best referrers---increase visibility—league tables
  162. 162. Dedicated referral events onsite</li></li></ul><li>Draft ‘Hot Jobs’ email<br />
  163. 163. <ul><li>Internal comms to fuel staff pride
  164. 164. EA Knowledge– training & development includes staff profiles
  165. 165. Central Recruitment toolkit space for adverts, policies etc</li></li></ul><li>Leaves<br />
  166. 166. Remembers<br />MEMORIES<br />
  167. 167. Never lose sight of your roots & Past Foot soldiers<br />The Past can lead to a brighter future<br /><ul><li>Leavers---know us– once loved us---re-engage?
  168. 168. Newsletter & Tailored communications
  169. 169. Privilege status eg EA Events
  170. 170. Keep them in touch</li></li></ul><li>What is our Goal<br />Any Questions or Feedback?<br />

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