Seattle Talent Warriors Roadshow: RealPage
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Check out this presentation from RealPage from our Glassdoor Talent Warriors Roadshow stop in Seattle!
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Seattle Talent Warriors Roadshow: RealPage
- 1. Suzanne Myers Head of Talent Acquisition @smyers678
- 2. How RealPage is Activating their Potential
- 5. SaaS Solutions Provider to Rental Housing Industry
- 6. KNOW a renter WERE renters People ARE renters
- 10. Vacation Rentals
- 11. Challenge Weak talent brand outside industry
- 12. Recruiting is Marketing think like marketers
- 14. Architect / Network Architect Database Admin/Engr Developer Engineer Quality Assurance / Control Trevor Technical Sierra Sales • Solutions Consultants • Sales Account Reps • Solutions/Sales Engineers • Client-Trainers Olivia Operations • Product Support • Production Roles • Contact Center
- 15. Know why your different Authentic and Transparant
- 20. Traditional Metrics 40% Strategic Deliverables 35% Personal Development 25% RECRUITER SCORECARD
- 21. Traditional Metrics 40% Strategic Deliverables 35% Personal Development 25% RECRUITER SCORECARD
- 23. The Team Leaders Set The Pace and deliverables for their team. Quarterly Reviews promoted healthy competition. STRATEGY DELIVERABLES 35% Create the Employer Brand and message TEAM #1 Build the Brand On-line presence leveraging candidate on-line behavior TEAM #2 Drive us Digital Build a Power Pipeline to mine for top talent TEAM #3 Push the Pipeline Create a College Recruiting program that fuels our future TEAM #4 Crash the Colleges STRATEGY TEAMS
- 24. Implemented Strengthsfinders Assigned Cross-Divisional Projects PERSONAL DEVELOPMENT 25%
- 26. 292% Increase in “LIKES” ENGAGEMENT CAMPAIGN
- 28. DIGITAL MARKETING CAMPAIGNS 52 Clicks in the first 3 hours!
- 29. THE POWER OF SOCIAL PLATFORMS 25K Reach!
- 31. We filled jobs hires each day
- 33. Acceptance Rate
- 35. Manager Satisfaction Valued Recruiting Advisors
- 37. Know what you’re selling.
Editor's Notes
- I’m excited to share the RealPage story with you today. Our in-house recruiting team took a big leap out of our comfort zone to create what call today our employer brand. It wasn’t comfortable and it wasn’t easy. But it was FUN along the way. We grew as a team too.
- I’m excited to share the RealPage story with you today. Our in-house recruiting team took a big leap out of our comfort zone to create what call today our employer brand. It wasn’t comfortable and it wasn’t easy. But it was FUN along the way. We grew as a team too.
- Who is RealPage? What is the rental housing industry? There is SO much that happens behind the scenes at an apartment community that the average person doesn’t know. Our products and services help property management companies run their business through technology. RealPage is labeled STRONG in the multifamily industry. EVERYONE in multifamily knows about us and there is a high probability that they use our products too. Problem is… we don’t typically hire folks from within our multifamily industry. This became the biggest challenge we faced about 2-3 years ago when the technology market got tighter and tighter. What steps did I take to grow our function in order to keep up with the business. We had to make a name for ourselves outside of multifamily. We were growing. Organically and through acquisition. Our growth was happening…fast… competition for software development was there, but not like it is today…. Not yet…
- What we do can resonate with almost everyone. We simply needed to package our message for our audiences in a way that could bring them into our industry.
- Marketing struggled with understanding our target audiences; they didn’t where our candidates lived, worked, or what drove them. Recruiters are natural sales people. However, we don’t typically view ourselves as traditional marketing people. We had to teach ourselves marketing 101 and answer the following question –
- Defined 5 candidate profiles. Defined the ‘drivers’ for taking/ leaving a company. Turned them into ‘real’ people and connected them with names/ faces. Built messaging to target these 5 different candidate segments. (Technical/ Sales/ Product/ Marketing/ Operations)
- Defined how RP is unique from others and built statements that differentiated us from our competition. We documented 5 core value propositions and differentiators that could be used across ALL candidate audiences.
- Now that we had our anchor word and value propositions, we needed to execute the messaging consistently across our communication outlets. This was tough because we had to become strong writers.
- Now that we had our anchor word and value propositions, we needed to execute the messaging consistently across our communication outlets. This was tough because we had to become strong writers.
- To ensure focus was given, the recruiter role received a transformation in 2013. Their roles and responsibilities changed. How they were reviewed changed. Years prior, using social channels was not always valued by the team, therefore it got the “leftover” time. Biggest transformational impact.
- To ensure focus was given, the recruiter role received a transformation in 2013. Their roles and responsibilities changed. How they were reviewed changed. Time to Fill # jobs filled Top referral sources Acceptance Rate Process Adherence Manager satisfaction
- These strategy teams were HUGE developmental opportunity for the recruiters. They got to work towards something that had never been done before at RP and they received development along the way. And these efforts made a huge impact on our recruitment brand. They executed these strategy teams all while recruiting 12-15 requisitions on average. Team was developing presentation skills. Team leaders were developing leadership skills. Teams learned how to define measurable results. Teams learned how to collaborate with other non-HR teams to get results. (Who’s in the building that has a skills and will help you?) Best part about the strategy teams? Very little impact to our budget.
- Mention Strenghtfinders – We found out each recruiters strengths and used that to our advantage.
- We knew that creating the social sites would be fun to set up, but this isn’t the branding. The branding comes with a purposeful plan to engage your target audiences every day. Work on content often! We can never have enough content for our sites. We learn and develop daily on what content is relevant for our audiences. Don’t make it harder than it needs to be. Re-use content with mild tweaks. Simple quotes from key leaders. Google Alerts with company name. Fun company facts Use images, when possible!
- At this point, you’re probably asking… Did you fill any jobs? We still met our recruiting targets. In fact, we kept pace on performance from the prior year. We carry 15-25 reqs per recruiter, depending on difficulty. We average about 38 day fill time. We have a 95% acceptance rate. Employee Referral % went up too!
- Employee Engagement scores lifted too!
- Know your Audience – Segment and profile your target audiences. Define their drivers for taking a new role or leaving a company. Know what you’re selling. Companies value proposition is NOT this. This is specific to working at your company. – not related to products Know your communication outlets. Try delivering content in images rather than words. Seek external brand recognition through awards. Bring managers into the know about social networking. Challenge them to become an external ambassador too. When you tell what you need from them, you’ll be surprised what you get back. I’m very fortunate that our recruiting team took this challenge head on! We all learned many things along the way and elevated our performance as a result.
- Know your Audience – Segment and profile your target audiences. Define their drivers for taking a new role or leaving a company. Know what you’re selling. Companies value proposition is NOT this. This is specific to working at your company. – not related to products Know your communication outlets. Try delivering content in images rather than words. Seek external brand recognition through awards. Bring managers into the know about social networking. Challenge them to become an external ambassador too. When you tell what you need from them, you’ll be surprised what you get back. I’m very fortunate that our recruiting team took this challenge head on! We all learned many things along the way and elevated our performance as a result.
- Know your Audience – Segment and profile your target audiences. Define their drivers for taking a new role or leaving a company. Know what you’re selling. Companies value proposition is NOT this. This is specific to working at your company. – not related to products Know your communication outlets. Try delivering content in images rather than words. Seek external brand recognition through awards. Bring managers into the know about social networking. Challenge them to become an external ambassador too. When you tell what you need from them, you’ll be surprised what you get back. I’m very fortunate that our recruiting team took this challenge head on! We all learned many things along the way and elevated our performance as a result.