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Finding Your Inner Marketer
Matthew Marconi
Greystone Healthcare Management, Director,
Recruitment Services
What we think of each other!
Goals and Takeaways
1 Nomenclature
2 Always Market Your Talent
3 Branding and Messaging – Value Proposition
4 Talent Acqui...
Nomenclature
1 Recruiting = Talent Acquisition
 People like to believe they have talents. Acquire those
talents – do not ...
Market Talent Always
1 Market from day 1 and always celebrate the hire –
Congratulations! Exciting!
2 Capture employees’ e...
Branding and Messaging
1 Branding builds the message for the company.
2 Companies must be creative and intuitive to compet...
Talent Acquisition – Do NOT Report to HR
1 Both Future-Forward and Strategic
2 They are aligned by one common purpose: att...
How to Achieve C-Level / Stakeholder
Support
1 The employee experience is enhanced when taken from a “100
ways you can get...
How to Achieve C-Level / Stakeholder
Support
HR Function or Process
Profit
Growth
Profit
Margin
Total
Improvement
1.Recrui...
Matthew Marconi
Greystone Healthcare Management, Director of Talent Acquisition
mmarconi@greystoneHCM.com
THANK YOU!
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Summit14 T1.3: Finding Your Inner Marketer -Greystone

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Summit14 - Jobvite Annual User Conference - Breakout Session Presentation. 4.30-5.1

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Transcript of "Summit14 T1.3: Finding Your Inner Marketer -Greystone"

  1. 1. Finding Your Inner Marketer Matthew Marconi Greystone Healthcare Management, Director, Recruitment Services
  2. 2. What we think of each other!
  3. 3. Goals and Takeaways 1 Nomenclature 2 Always Market Your Talent 3 Branding and Messaging – Value Proposition 4 Talent Acquisition: NOT HR 5 How to Achieve C-Level / Stakeholder Support
  4. 4. Nomenclature 1 Recruiting = Talent Acquisition  People like to believe they have talents. Acquire those talents – do not recruit them.  Make sure career ad messaging reflects the value in the person 2 Employee = Associate or Team Member  Employees just work at a job  Associates or Team Members know they are part of the big picture
  5. 5. Market Talent Always 1 Market from day 1 and always celebrate the hire – Congratulations! Exciting! 2 Capture employees’ emotions with the history, traditions, and philosophy. 3 All employees are Marketers.
  6. 6. Branding and Messaging 1 Branding builds the message for the company. 2 Companies must be creative and intuitive to compete. That is how Marketing succeeds. 3 Talent Acquisition, when in conjunction with the Marketing department, can build a strong, emotional campaign to attract top candidates. 4 Tell different stories to different prospects.
  7. 7. Talent Acquisition – Do NOT Report to HR 1 Both Future-Forward and Strategic 2 They are aligned by one common purpose: attracting people to the organization - customers and employees. 3 Creative Side of HR - not policy-driven 4 Risk-takers, not risk-adverse
  8. 8. How to Achieve C-Level / Stakeholder Support 1 The employee experience is enhanced when taken from a “100 ways you can get fired” mentality to a “Welcome home and let’s celebrate” mentality. 2 Early Corporate Buy-In and Adoption  Talent Acquisition drives 40% more revenue to the organization over any other HR function, why not invest in it?
  9. 9. How to Achieve C-Level / Stakeholder Support HR Function or Process Profit Growth Profit Margin Total Improvement 1.Recruiting 3.5x 2.0x 5.5 2. On-boarding and retention 2.5x 1.9x 4.4 3. Managing talent 2.2x 1.9x 4.4 4. Employer branding 2.4x 2.1x 4.3 5. Performance management and rewards 2.1x 2.0x 4.1 6. Developing leadership 2.1x 1.8x 3.9 7. Mastering HR process 1.8 1.8 3.6 8. Global people management and global expansion 1.8 1.7 3.5 9. Enchancing employee engagement 1.8 1.6 3.4 10. Providing shared services and outsourcing 1.6 1.7 3.3
  10. 10. Matthew Marconi Greystone Healthcare Management, Director of Talent Acquisition mmarconi@greystoneHCM.com THANK YOU!
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