Thank Paul When Paul approached me about presenting today, he talked about wanted to address this whole area of Talent Community and in particular, having me cover the questions: Why Deluxe saw a need for a Talent Community Manager What was the process to make this happen How we went about finding the right person How is it going
“ Checks.” Of course. How many of you have written personal or business checks on a “Deluxe” branded check? [Nearly 100%.] How many of you are carrying a checkbook? How many of you will write a check today? How many of you never write checks? (millennials/college students in the room) Did you notice how many hands were in the air when I asked if you’ve ever written a Deluxe check? Now look around … That drop in hands tells you almost everything you need to know about the need to transform our business We’re very proud of our checks heritage and all our check innovation, but while checks continues to be the perception of Deluxe, the reality is … 08/11/10
What can I tell you? Deluxe is a new normal pioneer! Look at the recent clippings on our company… NOTE: Alternative format can be found in Option B file, slides 1-2
What drove Deluxe five years ago … PRINTING. Checks and forms. So it makes sense that our five most-hired positions looked like this. Transition Review the four major areas identified under the transformation Product Portfolio Shift Go to Market – Focus on Demand Generation and New Channels Branding the New Deluxe Continue to Fund Growth Relate these in parallel to the Transformation in our Talent Needs and Strategies We look at the Implications of the business transformation on Talent TRANSITION: This year … 08/11/10
These are Deluxe’s more in-demand positions so far in 2010. Not a single position overlaps from 2005. Not one. TRANSITION: In addition to a huge shift in our talent needs, we also have to question where we (as well as all companies) are going to get the talent needed to grow and be competitive? 08/11/10
Andy Headworth: If employers and professionals can now communicate directly, through social media and recruitment websites with innovative business models, what does the future hold for the old recruitment model There was a time when in order to reach someone by phone you had to go through an ‘operator’, then technology improved and there was no need for the middle man anymore.
f a brand is able to consistently connect with its customers on an emotional level, it is much more likely to achieve strong customer loyalty. Trustworthy Customer service – exceed customer expectations
MN Recruiters 11 Presentation
Talent Community Social Media Recruiting Twitter - @Deluxejobs / @sjvconsult
A New Normal Pioneer Last 2 years were truly the Great Depression for us Deluxe’s recession began more than a decade ago CHANGE OR DIE… Pioneer a new normal or cease to exist A New Normal Pioneer Why Deluxe? In 2010, Deluxe will go from Rodney Dangerfield to Bob Hope – Beth Lilly, 12/31/09 Few businesses have as much of a dank buggy-whip aroma… 9/21/09 Do you think they understand no one writes checks anymore? 12/30/09
<ul><li>Deluxe Five Most-Hired Positions in 2005 </li></ul><ul><ul><li>Press Operators </li></ul></ul><ul><ul><li>Pre-press Associates </li></ul></ul><ul><ul><li>Account Sales Reps </li></ul></ul><ul><ul><li>Customer Service/Sales Associates </li></ul></ul><ul><ul><li>Bindery Work </li></ul></ul>Shifting Talent Needs Why Deluxe?
<ul><li>Deluxe’s Most in-Demand Positions in 2010 </li></ul>Interactive Designer Marketing Database Analyst Technology Solutions Analyst Experience Strategist E-marketing Delivery Specialist Search Marketing Manager Director of Analytics and Insight Product Manager Ecommerce Director Virtual Desktop Technology Engineer Manager Technology Solutions and Support Shifting Talent Needs Why Deluxe?
"It is not the strongest of our species who survives, or the most intelligent, but the one who is most responsive to change " -Charles Darwin
Learn the Business Collaborate Internally Establish Strategy Create a Road Map Twitter - @Deluxejobs / @sjvconsult
<ul><li>Become a Recruiting Organization </li></ul><ul><li>Source and hire the Best Candidates (high quality) </li></ul><ul><li>Enhance the candidate experience </li></ul><ul><li>Promote the culture change at Deluxe </li></ul><ul><li>Gain Credibility with the talent we are trying to attract </li></ul><ul><li>Lower time to fill and cut job board spend </li></ul><ul><li>Increase employee Retention/Engagement </li></ul>
VIDEO Talent Community Facebook.com/deluxecareers
Influencing Factors Why do it? Change in the type of talent needed at Deluxe Corporation Shift to a market driven economy Generational shift (Millennial and Gen C) Rapid pace of innovation in talent acquisition practices and tools Employer brand management in the age of social networking
Grow and gain a competitive advantage through talent communities by promoting the “New Deluxe” and our company culture. Expand our reach by interacting with candidates where they ‘live’ online. Digital campaigns to target hard-to-fill and high priority openings Build an ongoing pipeline of potential talent by providing value, improving the candidate experience, and nurturing ongoing relationships. Engage Pipeline Build Relationships Survey, track and measure the results of our online efforts to better understand candidate behavior and target spend. Transform Deluxe into a “Recruiting Organization” through Social_ERP; Video; Ambassador Program; and Training. Culture Talent Deluxe Talent Community Strategy Source Measure Online initiatives that help us identify, engage, and convert highly desirable candidates Majority of the Talent Pool is Passive at any given time (build relationships with this group) Attract Brand Every Employee Views Themselves as a Recruiter Our Employment Brand is not what we say it is … it’s what people tell us it is