Pursuing The Right Model Great at branding by casting a broad net (adv./marketing), but fishing to catch talent Corporate Staffing Agencies Great at finding /building relationships with top talent, but no insight on client’s long term vision or candidates’ career path Strategic Staffing The best of both worlds

Vision Building Strategic Staffing’s Back-end [email_address] 201-281-1831 Web 2.0 Strategic Staffing

From Good To Great Back End: Internal Strategies Talent Planning + Talent Acquisition + Talent Management (P.A.M.) = Strategic Staffing Disconnected Talent Model Holistic Talent Model Talent P A M Manage Plan Strategic Staffing Acquire

Front End: External Strategies From Good Proactive Recruitment To Great

Alignment with talent planning & management Increase in quality of hire Reduced cost across all functions Increase in recruitment efficiency Strengthen brand loyalty Support your Marketing/PR initiatives Increase in candidate and client satisfaction Benefits for Strategic Staffing:

Alignment with talent planning & management

Increase in quality of hire

Reduced cost across all functions

Increase in recruitment efficiency

Strengthen brand loyalty

Support your Marketing/PR initiatives

Increase in candidate and client satisfaction

Job Distributor SourcePoint Jobs2Web Selection Micro Pages Ning Recruiters E-Talent Scout Service Oriented Architecture Web 2.0 Attraction Model LINK :

Planning: Recruitment Strategy

Delegate: Resourcing Best Practices

Proactive Recruiting: Concept The Proactive Recruiting approach is based on the premise that if you start recruiting before you have a need, you will have the time to identify the very best individuals by name and then build relationships with them so that, over time, you can better assess their fit and "sell" them on your company and the opportunities you can offer them. .

Proactive Recruiting: Charting An organizational chart for every group is required to develop pipeline inventory for: QA/QC Pre-clinical Pre-clinical Safety DMPK Analytical Development Clinical Development Clinical Research Clinical Operations Medical Writing Statistics and Data Management Regulatory Head of Drug Development Every role that is under performing (Bottom 10%) Roles where turn over is anticipated Evergreen-Stream: Areas with ongoing openings Evergreen-Vital: Areas with critical roles Evergreen-Complex : Areas with difficult to fill positions

Every role that is under performing (Bottom 10%)

Roles where turn over is anticipated

Evergreen-Stream: Areas with ongoing openings

Evergreen-Vital: Areas with critical roles

Evergreen-Complex : Areas with difficult to fill positions

Behavioral Skills Design Action Oriented Time Management Peer Relationships Customer Focus Learning on the fly Planning Process Management Managerial courage Measuring Work Managing Diversity Delegation Building effective teams Presentation skills Conflict Management Business Acumen Managing Vision & Purpose Entry Managers Priority setting Organization Skills Decision Quality Negotiating Composure Individual Contributor Leaders Behavioral Skills must be pre-determined and mapped to evergreen search

Action Oriented

Time Management

Peer Relationships

Customer Focus

Learning on the fly

Planning

Process Management

Managerial courage

Measuring Work

Managing Diversity

Delegation

Building effective teams

Presentation skills

Conflict Management

Business Acumen

Managing Vision & Purpose

Priority setting

Organization Skills

Decision Quality

Negotiating

Composure

Proactive Recruiting: Designing Talent Communities

Developing: Attraction Strategies

Understanding The Audience

Sourcing Channel Value Index Model Connecting With The Audience

Outdated Strategies Failing Marketing Drivers Marketing To The Audience “ I trust:” Key Marketing Driver Technology Social Change “ I trust:” Talent Communities

Developing: Talent Communities

Tamagotchi is a tiny pet from cyberspace who needs your love to survive and grow. So does your Talent Community….. Talent Communities

Referrals 2009 2010 2011 100% 80% 60% 40% 20% 0% Adv./Marketing Agencies Career Site Talent Communities Budget ROI Projections TaCo: Cost-Per=Hire Minimum Cost Expensive

Timely During clinical trials, avoiding delays caused by the lack of qualified personnel can save the company millions of dollars in revenue Build and “NURTURE” targeted talent communities six months in advance of every clinical stage TaCo: Quality-Of-Hire

Execution Building Strategic Staffing’s Front-end

2008 survey (100 Companies) Our Strategy 1 st CRM 4 th Sites 2 nd Social Networking 3 rd SEM 5 th Videos Recruiting Roundtable Recommendations

2008 survey (100 Companies)

Candidate Relationship Management (CRM)

#1 Rated Web 2.0 Tool : “ CRM Systems were the only Web 2.0 Technology featured in this research study that were rated effectively across all three core recruiting activities”. Recruiting Roundtable 2008 Survey Candidate Relationship Management (CRM) Branding Sourcing Converting

CRM: Identifying Talent

Up to 3000 Job Board Licenses to choose from CRM: Search Tools Search Profiles by Organization Search Profiles by Company

Managing Applications Job Requisition Module or Membership Module

Position available/ Candidate fit culturally or professional but not both Position available/ Candidate fit culturally and professionally Position not available or Candidate does not fit culturally or professionally Nurture Private Community Re-Recruit Talent Community CRM: Prioritize Traffic Position not available/ Candidate fit culturally and professionally Candidate Fit Position Available

Fully Automated Search Agents

E- Talent Scout Key: Processing The Traffic Agents Recruiter Candidates (35)

Automated Invitation to join our Talent Communities Automated Invitation to join our Private Communities Automated Membership Validation: Job title Degree Years of experience Specific Skills Qualified Members Un-qualified Members Automated reply directs them to join our Talent Communities Automated reply directs them to join our Private Communities CRM: Qualifying Community Members Talent Community (Weekly job announcements) Visits Landing Page

Automated

Membership

Validation:

Job title

Degree

Years of experience

Specific Skills

Social Networks

Blog & Forum Wikis Videos Polls/surveys Chat room Audio/podcast Event announcements Early Job announcements And more….. Private Communities Private Communities should be segmented by business unit, allowing us to network and build trusting relationships with top prospects Qualified Candidate Pool

Blog & Forum

Wikis

Videos

Polls/surveys

Chat room

Audio/podcast

Event announcements

Early Job announcements

And more…..

Build Micro-Pages on these Networks Create/Nurture professional groups Subscribe/publish RSS feeds and widgets Datamine and recruit network members Your Private Social Networks Social Network Recommendations Recruitment Focus: Branding

Build Micro-Pages on these Networks

Create/Nurture professional groups

Subscribe/publish RSS feeds and widgets

Datamine and recruit network members

Your Linkedin Corporate Page

Everyone Is A Viral Recruiter Employees Recruiters Hiring Mgrs Your Arsenal Social Sharing On All Micro Pages

Viral Recruiting Create your group Infuse Discussions

Free Job Postings Viral Job Posting www.linkedin.com

Search Engine Marketing

SEM: R.O.I. Consideration Job seekers’ search habits are shifting Recruitment Search Engine Marketing (SEM) campaigns can help employers reach a wider audience on the internet.

How SEM Ads Work…

SEM: Marketing Mix

Career Sites Career site as a movie production

Web 1.0 Career Site is Fragmented Web 2.0 Career Site is Cohesive

Microsites Dynamics Staffing, Marketing and IT groups should partner to create the most powerful career sites.

Career Site Evolution: Microsites By Business Unit Segregate them by Business Unit

Video Market Share

Web 2.0 Types In tra net Internal collaborations within your company In ter net External collaborations with the world Click the blue buttons under “View Show” mode for more information