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Deluxe Corp - Talent Community Manager

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Deluxe Corp - Talent Community Manager

  1. 1. The Transforming Talent Needs at Deluxe Identifying the Opportunity to Build and Engage in Talent Community
  2. 2. > Agenda Why Deluxe Saw a Need for a Talent Community Manager Process to Make it Happen Finding the Right Person How is it Going
  3. 4. Perception
  4. 5. 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 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
  5. 6. Did You Know? <ul><li>›› A few years ago, 14% of revenue outside checks ; 37% today shifting to 55% over next few years </li></ul><ul><li>›› > 4 million active small business customers </li></ul><ul><li>›› Trusted advisor to 6,400 financial institutions </li></ul><ul><li>›› Host more than 400,000 small business Web sites </li></ul><ul><li>›› First and largest social network targeted exclusively at small businesses </li></ul>Did you know?
  6. 7. The New Deluxe
  7. 8. Today Yesterday Business Transformation <ul><li>Secular declining industry with commoditizing products </li></ul><ul><li>Core competencies in manufacturing and printing </li></ul><ul><li>Bloated structure – 65 plants </li></ul><ul><li>More internally focused </li></ul><ul><li>Slow, stodgy, inefficient </li></ul><ul><li>Consistently miss guidance </li></ul><ul><li>Suite of life-cycle-driven solutions in fast growing services </li></ul><ul><li>Core competencies in lean manufacturing, business services </li></ul><ul><li>Best-in-class structure – 3 plants </li></ul><ul><li>Externally focused, strong customer relationships </li></ul><ul><li>Pace, speed, focused velocity </li></ul><ul><li>Consistently making guidance </li></ul>Become the best at helping small businesses and financial institutions grow Deluxe Transformation
  8. 9. <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
  9. 10. <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
  10. 11. The Talent Pool <ul><li>Absence of key talent is the #1 growth constraint facing companies over the next 15 years. </li></ul>The Talent Pool
  11. 12. Growth rate of U.S. Workforce Declining <ul><li>U.S. Workforce Growth Rate by Decade </li></ul>Source: U.S. Bureau of Labor Statistics Talent pool going to get a lot tighter Growth Rate of U.S. Workforce Declining
  12. 13. Source: Deloitte Research/UN Population Division (http://esa.un.org/unpp/) It’s 2008: Do You Know Where Your Talent Is? Why Acquisition and Retention Strategies Don’t Work, p.6 Mexico Brazil India China South Australia Canada US Netherlands Spain France UK Russia Italy Japan Germany Korea Global Workforce Decline 1970-2010 2010-2050
  13. 14. The Talent Pool Boomer Born 1946-1964 Traditionalist Born 1928-1945 Generation X Born 1965-1979 Generation Y Born 1980- ~1995
  14. 15. Generation Y Born 1980- ~1995 MILLENNIALS The Talent Pool
  15. 16. Source: &quot;Changing Global Demographics,&quot; H.S. Dent Publishing, 2007, based on data from the United Nations. 1950 1960 1970 1980 1990 2000 2010 2020 2030 2040 2050 2060 2070 2080 2090 24,000 32,000 16,000 8,000 12,000 20,000 28,000 Today Global Projection: Workforce Growth 22-24 year olds
  16. 17. Changing Talent Market <ul><li>Go To Market (Demand Generation/New Channels) </li></ul><ul><li>Online Delivery – Social Media </li></ul><ul><li>From Post & Pray to Integrated Multi-Media Presence </li></ul><ul><li>Transform the Brand </li></ul><ul><li>Not Just Checks Anymore - Awareness </li></ul><ul><li>Customer Engagement/Customer Service </li></ul><ul><li>Easy to do Business With </li></ul>
  17. 18. <ul><li>“ You cannot catch the next thing unless you open your hands and let go of what you are holding now.” </li></ul><ul><li>— Joe Calloway </li></ul><ul><li>Deluxe needs to let go of how we do Talent Acquisition – </li></ul><ul><li>Dedicated online channel strategy </li></ul>Navigating the New Normal
  18. 19. A Couple of Key Questions What is our rallying point for an Online Strategy? How Do We Integrate and Organize All This Online Stuff Effectively?
  19. 20. Our Answer – Talent Community
  20. 21. <ul><ul><li>The Digital Experience </li></ul></ul><ul><ul><li>Building the Infrastructure </li></ul></ul><ul><ul><li>Create the message </li></ul></ul><ul><ul><li>Gain support of HR Leadership </li></ul></ul><ul><ul><li>Gain support from Executive Team – continuous process </li></ul></ul><ul><ul><li>Massage budget </li></ul></ul>Building Business Support - Making It Happen
  21. 22. OMG – I need someone to manage this! <ul><li>Define the Job – Talent Community Manager </li></ul><ul><li>Learn as much as I can - Participate in events around Talent Community </li></ul><ul><li>Research – ere </li></ul><ul><li>Go ask Doug and Josh </li></ul><ul><li>Network </li></ul><ul><li>Publicity </li></ul>
  22. 23. Select the Right Person <ul><li>Three Qualities to Look for When Hiring a Community Manager </li></ul><ul><li>Intellectual Curiosity – “That trait is pervasive throughout the entire job description. You need to have that intellectual curiosity to learn everything you can about the company/brand that you are working for.” (George Smith, Jr. – Croc’s social media specialist) </li></ul><ul><li>Passion – “The most important aspect of any community or social media manager is passion for the company, the product and the people”. (Brad Nelson – Starbuck’s Official Tweeter) </li></ul><ul><li>Knowledge of Your Business – “Social media acumen can be learned – and your customers will be more than happy to teach what they want, but what they need is someone with the knowledge and expertise in the subject that only you can provide.” (Morgan Johnston – JetBlue Airways’ Manager of Corporate Communication </li></ul><ul><li>Taken from an article by Jennifer Van Grove (Mashable) </li></ul>
  23. 24. > Stacy Van Meter Deluxe’s Talent Community Manager
  24. 25. Learn the Business Collaborate Internally Establish Strategy Create a Road Map
  25. 26. <ul><ul><li>Research </li></ul></ul><ul><ul><li>Meet With Executives </li></ul></ul><ul><ul><li>Determine Internal Partners </li></ul></ul><ul><ul><li>Presentations </li></ul></ul>Understand the Business Video
  26. 27. <ul><ul><li>Power shifts from employer to Candidate </li></ul></ul><ul><ul><li>Recruiters must continually innovate </li></ul></ul><ul><ul><li>Requires us to dramatically improve the candidate experience </li></ul></ul><ul><ul><li>Constantly monitor our online sentiment </li></ul></ul>Competition for Top Candidates Shift to a Market Driven Economy
  27. 28. <ul><ul><li>PR/Brand; Communications; Marketing; IT </li></ul></ul><ul><ul><li>Social Media Steering Committee </li></ul></ul><ul><ul><li>Place at the Table </li></ul></ul>Collaborate The most important strategy may be creating a hybrid structure to lead and manage social media initiatives. It’s imperative that individuals from around the corporation: Meet, Talk & Act Together
  28. 29. Strategy
  29. 30. Create a Road Map
  30. 32. > Q&A

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