Talent Hunt- go to market

Going to Market for Talent A brief overview

Simply Put MARKETING Brand level perceptions through market facing properties Focus on candidate segments of choice Clarity of who we look for Make us special SALES (Recruiting)

Recruitment Marketing: Going about it Internal Facing External Facing Cost, Time and Quality play an important role in decisions made for each of these

UNDERSTANDING TALENT AVAILABILITY AND REACH

Going to Market for Talent

Talent in general Desperately seeking a job Somewhat interested, idly looking Employees happy where they are, not looking

Available Talent NOT SEEKING IDLY SEEKING DESPERATELY SEEKING MOST ACCEPTABLE SOMEWHAT DESIRABLE BARELY ACCEPTABLE

Reach by channel NOT SEEKING IDLY SEEKING DESPERATELY SEEKING Job Sites

Reach by channel NOT SEEKING IDLY SEEKING DESPERATELY SEEKING News paper ads Job Sites

Reach by channel NOT SEEKING IDLY SEEKING DESPERATELY SEEKING Job Sites News paper ads Career Site

Reach by channel NOT SEEKING IDLY SEEKING DESPERATELY SEEKING Head Hunt- ing Job Sites News paper ads Career Site

Reach by channel NOT SEEKING IDLY SEEKING DESPERATELY SEEKING $$ $$$$ $ $$$$$ Head Hunt- ing Career Site Job Sites News paper ads

This means

INFRASTRUCTURE

Going to Market for Talent

Your Recruitment Infrastructure

Sourcing Tough to get Not so Tough to get MARKETING

MARKETING

MESSAGING

Derive it

It could be derived based on

Recruiter experience

Candidate feedback

Brand message

Surveys

It would be the soul of your communication

Pick it, stick with it and then change it !

IS

How it works Marketing

More Info

For more info on Employee Referral Program you may view my presentation titled ‘Building a Referral Brand’ available at http://www.slideshare.net/vedavyasa/building-a-referral-brand

For a brief on Recruitment Marketing you may view my presentation titled ‘Newton teaches Recruitment Marketing’ available at http://www.slideshare.net/vedavyasa/newton-teaches-recruitment-marketing