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Ta Strategy Corp2


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Talent Acquisition Strategy

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Ta Strategy Corp2

  1. 1. Talent Acquisition Strategy Stabilize-Revitalize-Revolutionize by Dennis Casely-Hayford 2009
  2. 2. Presentation Overview <ul><li>Strategic Goals </li></ul><ul><li>Vision </li></ul><ul><li>Where the talent is going </li></ul><ul><li>A New Audience </li></ul><ul><li>Recommendations </li></ul><ul><li>Web 2.0 Sourcing Strategies </li></ul><ul><li>Traditional Sourcing Strategies </li></ul><ul><li>Summary </li></ul>
  3. 3. Strategic Goals <ul><li>Develop talent sourcing channels that ensure a diverse pipeline of best-in-class talent by emphasizing and incorporating web 2.0 recruiting technologies with traditional sourcing efforts </li></ul><ul><li>Source and acquire top talent by maximizing hiring through primary sourcing engines </li></ul><ul><li>Build a great employment brand and hire the very best performers </li></ul><ul><li>Develop, analyze, and communicate value-added metrics </li></ul>
  4. 4. Inherent in achieving our goals…. <ul><li>We must continue to shift from </li></ul><ul><li>A Reactive Vacancy Driven Model </li></ul><ul><li>to </li></ul><ul><li>A Proactive Relationship Driven Model </li></ul>
  5. 5. Intake Interviewing Decision Conversion Active Candidates Passive Candidates Larger mass of passive candidates unavailable. Pools are assembled almost entirely with active talent looking for us. Process starts from “standing stop” each time. All insight into candidate credentials gained after process has been set in motion . 1 2 3 4 5 New Hire Little to no emphasis is placed on restocking talent pools with qualified declined candidates. Reactive Recruitment Model The reactive stance of recruiting ignores the larger pool of passive candidates and focuses largely on active candidates. Source: Recruiting Roundtable Research
  6. 6. Proactive/Pipeline Recruitment Model The imperative to recruit before you have need to identify the best passive individuals and build strong relationships. Talent Pipelines: Deep pools of named and known talent with which we have built relationships and that can be tapped quickly to fill interview slates High Quality Slates Every 10% improvement in slate quality translates into a 5% improvement in quality of hire. Faster “Time to Slate” Every 10% improvement in slate quality translates into 3% improvement in time to fill Higher Quality Hires Decreased Time to Fill Lower Cost per Hire Source: Recruiting Roundtable Research Organizations are investing in talent pipelines … … to drive slate quality ...and improve core recruiting metrics Direct Outcomes Ultimate Outcomes
  7. 7. Vision <ul><li>Web 2.0 is interactive and the next phase in the evolution of the World Wide Web, allowing for greater creativity, information sharing and collaboration among users. Web 2.0 applications include: Social Networks, Podcasts, Blogs, among others. </li></ul><ul><li>Web 2.0 technologies emphasizes relationship building and can be adapted into an online recruitment campaign to grab and maintain the attention of active and passive candidates. </li></ul><ul><li>Best-in-class organizations are 52% more likely to recruit using Web 2.0 technologies than laggard organizations. Source: Aberdeen Group 2008 </li></ul>
  8. 8. <ul><li>To attract talent, you need to go where the talent is going... </li></ul>
  10. 10. Search engine marketing tactics, which include search optimization, are effective for branding and sourcing candidates that use search engines
  11. 13. A closer look at the top social networks…
  12. 15. <ul><li>275M monthly unique visitors globally </li></ul><ul><li>600,000 new visitors per day </li></ul><ul><li>6M groups on site </li></ul><ul><li>Fastest growing demographic is age 35+ </li></ul>… by the numbers <ul><li>Employers using Facebook today </li></ul><ul><li>Social Ads </li></ul><ul><li>Business Profile Pages-Provide specific details of employment value propositions and employee testimonials </li></ul><ul><li>Pay per click advertising options </li></ul>
  13. 16. <ul><li>35 million members </li></ul><ul><li>Adds 50,000 members daily </li></ul><ul><li>Average user is 41 years old </li></ul><ul><li>12 million visitors monthly in U.S. </li></ul>… by the numbers <ul><li>Employers using LinkedIn today </li></ul><ul><li>Candidate Search </li></ul><ul><li>Job Postings </li></ul><ul><li>Targeted Email Campaigns </li></ul><ul><li>Custom Company Profile Pages- Provides recruitment messaging and value proposition </li></ul><ul><li>Employer Advertising-Online ads pitching candidates to company and current openings </li></ul>
  14. 17. <ul><li>Microblogging platform ( 140 maximum characters) </li></ul><ul><li>Focused on “Real Time Web”-What’s happening now? </li></ul><ul><li>32M unique visitors monthly </li></ul><ul><li>Between 4-6M users each month </li></ul><ul><li>Employers using Twitter today </li></ul><ul><li>Increase brand awareness by maintaining a presence on Twitter </li></ul><ul><li>Have jobs tweeted via (a job search engine for twitter) by providing a feed of open jobs </li></ul><ul><li>Leverage (a job posting distribution service) to send targeted job postings directly to Twitter followers </li></ul>
  15. 18. The Blog Revolution <ul><li>Over 70M blogs created </li></ul><ul><li>120,000 new blogs daily </li></ul><ul><li>1.4M posts daily </li></ul><ul><li>184M bloggers worldwide </li></ul><ul><li>Employers using blogs today </li></ul><ul><li>To post company updates, employee profiles, events, and “hot” positions </li></ul><ul><li>Post open positions on job posting functionality of blogs to target audience </li></ul><ul><li>Banner ads on blogs with a link to career site </li></ul>For any topic you can think of (industry, occupation, location), there are many blogs with audiences visiting them regularly
  16. 19. … by the numbers <ul><li>258M unique visitors per month globally </li></ul><ul><li>100M videos watched daily </li></ul><ul><li>#3 site in time spent online </li></ul><ul><li>40,000 videos uploaded every day </li></ul><ul><li>51% of users go to You Tube weekly </li></ul><ul><li>56% of unique video viewers </li></ul><ul><li>33% of all videos watched online </li></ul>
  17. 20. Usage of Video <ul><li>Video Resumes: Candidates are increasingly providing resumes via video </li></ul><ul><li>Company Videos: Companies are building videos to extend their employment brand </li></ul><ul><li>Remote Interviewing : An early trend that has significant long-term potential </li></ul><ul><li>VidCasts : Video Podcasts deliver a variety of information with on-demand videos </li></ul>
  18. 21. <ul><li>Okay, so the talent is going to search, social networks, blogs and video... </li></ul><ul><li>... so what can we do about it? </li></ul>
  19. 22. A New Audience Passive Job Seekers Active Job Seekers Online video Niche Content Sites Social Networks Blogs Podcasts Job Boards General Search Large pool of untapped talent within new media Search reaches both active and passive candidates Job boards reach active audiences
  20. 23. Recommendations <ul><li>WEB 2.0 SOURCING STRATEGIES </li></ul><ul><li>Create and put corporate video on corporate site and You Tube </li></ul><ul><li>Leverage social media by syndicating video on social networks </li></ul><ul><li>Tap a unique audience with direct sponsorship of relevant blogs via banner advertising, job posting, and company blogs </li></ul><ul><li>Social advertising on LinkedIn and Facebook </li></ul><ul><li>Incorporate Twitter into social media recruiting strategy </li></ul><ul><li>Use job channels on MySpace and LinkedIn </li></ul><ul><li>Create a business presence on Facebook, LinkedIn, and MySpace </li></ul><ul><li>Use search engine marketing to drive candidates to career site </li></ul><ul><li>Give a feed of open jobs to vertical search engines </li></ul><ul><li>Measure, measure, measure by adding appropriate candidate source and entering source code into sponsored jobs campaign </li></ul>
  21. 24. Recommendations (continued) <ul><li>TRADITIONAL SOURCING STRATEGIES </li></ul><ul><li>Associate Referral Program </li></ul><ul><li>Internet Sourcing-major job boards, niche websites </li></ul><ul><li>Preferred partnerships with contingent and retained search firms </li></ul><ul><li>Leverage recruitment search firms to source directly into competition </li></ul><ul><li>University Relations partnership </li></ul><ul><li>Participation in professional association events and industry career fairs </li></ul>
  22. 25. Summary <ul><li>We need to know of business requirements well in advance of talent needs </li></ul><ul><li>Recruitment model must continue to shift to proactive relationship building </li></ul><ul><li>As the competition for top talent heats up, utilizing emerging technologies will position our recruitment strategy at the top </li></ul><ul><li>Ensure that web 2.0 recruitment strategies are incorporated with traditional sourcing methods </li></ul>