View the full presentation here: https://youtu.be/K22C3kbQ0-c Moving to a more proactive recruiting model touches all aspects of your talent acquisition efforts. It requires a game plan based on a long term view of the recruiting process. Talemetry Director of Talent Sourcing and Marketing Solutions Stephen Schwander and VP Marketing Ian Alexander discuss: - What is proactive recruiting - Why it’s important - Impediments to change - Key practices for proactive recruiting success

1. Moving to More Proactive Recruiting
Stephen Schwander & Ian Alexander

2. • What is Proactive Recruiting?
• Why It’s Important
• Impediments to Change
• Key Practices for Proactive
Recruiting Success
Agenda
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3. Free Gift
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4. Proactive Recruiting Definition
“A recruiting strategy that emphasizes proactively
identifying the talent you need and actively searching and
engaging that talent both at the point of need and prior to
need.”
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5. Proactive Recruiting Definition
• Sourcing
• LinkedIn
• Open web
• Social networks
• Resume databases
• ATS
• Referrals
• Events
• Pipelining
• Centralizing and segmenting a proprietary talent pool
• Engaging
• Sourcing email campaigns
• Nurturing campaigns
• Brand reinforcement
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6. Why Proactive Recruiting
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• Job Board (Attraction) model alone doesn’t work
anymore
• 1.5 active candidates for every job (BLS)
• Increasingly, best candidates are employed already
• Job boards yield high percentage of unqualified
candidates
• Job boards are traditionally a “now or never”
approach
• Channels to candidates fragmented
• Proliferation of job boards
• Competition for attention (social, mobile, internet)
• Passive candidates and referrals play larger role

7. Why Proactive Recruiting
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Single channel to talent not effective
anymore
• Multi-channel recruiting
• Outbound sourcing
• Search and engage
• Resume databases
• Social networks
• Inbound attraction
• Job boards
• Social networks
• Digital ads
• Referrals
• Events
• Internal employees

8. High Performance Recruitment Marketing 8
• More control
• You define and fill your talent pool/pipelines
• Fewer unqualified candidates
• Maximizes programs
• Relationship-based rather than transaction based
• Engage and convert candidates over time
• Reduces cost-per-applicant
• Decreases time to hire
• Increases quality of hire
• More predictable outcomes
Why Proactive Recruiting

9. • Perceived as time intensive
• Perceived as expensive
• Lack of systems to support it
• Integrated Sourcing, CRM and Analytics
• Shortage of core competencies
• Sourcing/marketing/sales
• Requires organizational change
Impediments
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10. Impediments
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• Proactive recruiting requires:
• A plan
• A long horizon
• The right technology
• Tenacious sourcers
• Measurement and refinement

11. Key practices
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• Centralize talent into a shared proprietary
Talent Pool
• Past applicants (typically in your ATS)
• Current employees
• Past employees
• Potential candidates from third party
resume databases
• Potential candidates from social sources
like LinkedIn
• Candidates on the open web
• People who have opted into your talent
network
• Candidates who have been gathered
through recruiting events or individual
recruiter email outreach

12. Key practices
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• Aggressively grow your pool
• Maximize all channels to talent to grow
pool
• Job boards
• Social networks
• Talent networks
• Events
• Email campaigns
• Employee referrals
• All channels feed into Talent Pool
• (Don’t be afraid of too much data)

13. Key practices
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• Change your approach to “conversion”
• Old model: Applicant based
• Attract candidates
• Covert them to applicant
• New model: Engagement based
• Search, attract
• Gather candidate data
• Search
• Invite to apply
• Convert to applicant
• Retarget

14. Key practices
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• Organize your talent pool
• Pipelines
• Job families
• Location
• Pre-applicant stages

15. Key practices
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Engage your talent pool
• Use your pipelines to drive engagement content
• Three areas for engagement content
• Appreciation – Thank them, learn more about them
• Education – Provide them with information about their professional
interests, teach them how to succeed in working for you
• Branding – Reinforce your EVP, your brand attributes
• Don’t bother candidates

16. Develop a “Source First” approach
• This is an organizational shift
• Develop processes and train team
• Where to search/how to search
• Provide goals/incentives
• Utilize systems to support activities
and metrics
• Analyze and adjust
Key practices
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17. Incorporate marketing skillsets
• Leverage sales and marketing strategies competencies
• Utilize your internal marketing group, or incorporate marketing
resources within the recruiting department
• Understand your current capabilities and set goals for increased
capability maturity
Key practices
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18. Key practices
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Analyze key metrics that will drive your ongoing recruiting success
• Talent pool growth
• Size of talent pipelines
• Hiring rates of overall pool and individual pipelines
• Sources of candidate within talent pool
• Hiring rates by source of candidates within talent pool
• Understanding these key metrics allow your predict your ability to meet
hiring demand

19. Key practices
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Optimize your organization
• Three areas to optimize
• Data
• Ensure you have enough of the right kind of candidate data for sourcing
• Organize it by job family and stage
• Programs
• Monitor sourcing activity metrics and refine messages, targets for optimal
response
• People
• Monitor recruiter activity to leverage successes across your organization
• Train for new approach

20. Key practices
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Technology is the enabler
• Can’t do it at scale without technology
• Requires integrated CRM, sourcing and analytical tools
• ATS interoperability is key

21. Contact Us
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Learn about Talemetry Sourcing & Engagement Solutions
and Recruitment Marketing Platform
Talemetry.com
ialexander@talemetry.com