Volume to Value: How Outbound Hiring Is Changing Hiring As You Know It
How Outbound Hiring Is Changing Hiring As You Know It
The emergence of analytics, social, personalized marketing, and an increased recognition of talent as a CEO concern -- all enable an intelligent, business-aligned approach to strategic hiring.
In this session we covered:
- How to make the Case for Outbound Hiring in an Organization
- The 6 Essential Processes of Outbound Hiring
- Optimizing Sourcing with the New 4-Step Talent Sourcing Framework
- The Personalization Spectrum for Strategic Recruiting
- Driving Funnel Conversions with Synchronized Outbound Plays
How Times Internet built the Arsenal of Outbound Recruiting #RecruitingArsenalBelong
What goes into making Times Internet India’s largest digital company?
150 Million users. Over 30 innovative businesses. Most importantly, a team of exemplary people who focus on innovation.
It comes as no surprise then that the hiring team at Times Internet lives and breathes a hiring strategy that keeps bringing in game-changers to the company. They recruit, focus and win very much like a beloved football team: Arsenal.
In our upcoming webinar, Times Internet’s Head of Recruiting, Amit Kumar joins Belong’s Aadil Bandukwala to reveal how India’s leading digital product company built its Arsenal of Outbound Recruiting.
Join us as we explore:
How a unique ‘Style of Play’ enabled Times Internet to score 180% ROI in under 6 months
How the company built a hybrid recruiting function that scales and rewards passive recruiting
How Amit and his team Arsenalized their Social Talent Infrastructure
Webinar#3: Outbound All Stars Webinar SeriesBelong
Moneyball: Data-Driven Strategies for Predictable Hiring Success
When it was released in 2011, Moneyball represented a revolution in the way data was used in making decisions. Hailed as one of the most transformative management guides, it has impacted how businesses across industries have adopted the use of data.
Webinar#2- Outbound All Stars Webinar SeriesBelong
Aligned for Impact: Secret Weapons For A Winning Business and Talent Acquisition Partnership
In many ways, the talent acquisition function and business are like an orchestra - when they work together, you hear beautiful symphonies. Yet, if a single player is off-key or not aligned, the result is chaos and cacophony.
This is why aligning the business and talent acquisition function is at the very heart of Outbound Hiring. In this session we covered:
1. Competitive Talent Insights your Business really wants
2. Opportunity Profiles: How to map candidate desires to business needs
3. Business interventions that delight even the hardest-to-impress candidates
4. Fool-proof checklist for Business-TA alignment
Webinar#4- Outbound All Stars Webinar SeriesBelong
CANDIDATE DELIGHT:
Crafting Cross-Channel Candidate Experiences For The Digital Age
In order to deliver our 4th webinar in the series Outbound All Stars Recruiters series we got together with Payal Malhotra- VP, Talent Acquisition, Standard Chartered Bank to discuss what goes behind creating and delivering an exemplary candidate experience across board.
Belong Executive Briefing Hyderabad: November 14, 2017Belong
For the 6th Edition of the Belong Executive Briefing, we organized the discussion at Radisson Blu Plaza, Hyderabad in association with GuildLive.
The session was attended by a diverse mix of leaders from across IT Consulting & Services, Product Development and Pharmaceutical Industries.
Attending companies included: Hitachi Consulting, JDA Software, Factset, Cigniti, AMD, Kony, Rockwell Collins, Virtusa Polaris, Pegasystems, EPAM Systems, CDK Global, MSN Laboratories, Polycom.
How Times Internet built the Arsenal of Outbound Recruiting #RecruitingArsenalBelong
What goes into making Times Internet India’s largest digital company?
150 Million users. Over 30 innovative businesses. Most importantly, a team of exemplary people who focus on innovation.
It comes as no surprise then that the hiring team at Times Internet lives and breathes a hiring strategy that keeps bringing in game-changers to the company. They recruit, focus and win very much like a beloved football team: Arsenal.
In our upcoming webinar, Times Internet’s Head of Recruiting, Amit Kumar joins Belong’s Aadil Bandukwala to reveal how India’s leading digital product company built its Arsenal of Outbound Recruiting.
Join us as we explore:
How a unique ‘Style of Play’ enabled Times Internet to score 180% ROI in under 6 months
How the company built a hybrid recruiting function that scales and rewards passive recruiting
How Amit and his team Arsenalized their Social Talent Infrastructure
Webinar#3: Outbound All Stars Webinar SeriesBelong
Moneyball: Data-Driven Strategies for Predictable Hiring Success
When it was released in 2011, Moneyball represented a revolution in the way data was used in making decisions. Hailed as one of the most transformative management guides, it has impacted how businesses across industries have adopted the use of data.
Webinar#2- Outbound All Stars Webinar SeriesBelong
Aligned for Impact: Secret Weapons For A Winning Business and Talent Acquisition Partnership
In many ways, the talent acquisition function and business are like an orchestra - when they work together, you hear beautiful symphonies. Yet, if a single player is off-key or not aligned, the result is chaos and cacophony.
This is why aligning the business and talent acquisition function is at the very heart of Outbound Hiring. In this session we covered:
1. Competitive Talent Insights your Business really wants
2. Opportunity Profiles: How to map candidate desires to business needs
3. Business interventions that delight even the hardest-to-impress candidates
4. Fool-proof checklist for Business-TA alignment
Webinar#4- Outbound All Stars Webinar SeriesBelong
CANDIDATE DELIGHT:
Crafting Cross-Channel Candidate Experiences For The Digital Age
In order to deliver our 4th webinar in the series Outbound All Stars Recruiters series we got together with Payal Malhotra- VP, Talent Acquisition, Standard Chartered Bank to discuss what goes behind creating and delivering an exemplary candidate experience across board.
Belong Executive Briefing Hyderabad: November 14, 2017Belong
For the 6th Edition of the Belong Executive Briefing, we organized the discussion at Radisson Blu Plaza, Hyderabad in association with GuildLive.
The session was attended by a diverse mix of leaders from across IT Consulting & Services, Product Development and Pharmaceutical Industries.
Attending companies included: Hitachi Consulting, JDA Software, Factset, Cigniti, AMD, Kony, Rockwell Collins, Virtusa Polaris, Pegasystems, EPAM Systems, CDK Global, MSN Laboratories, Polycom.
The presentation from our August 2012 seminar featuring:
- Steve Cadigan, VP Talent, LinkedIn
- Lou Adler, CEO, the Adler Group
- Gabe Teperow and Bob O'Keefe, LinkedIn Recruiting Solutions
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
10 Keys to Success for Pipelining and Proactive Recruitment in EMEA | Talent ...LinkedIn Talent Solutions
Amp up your recruiting success and become proactive in your recruiting efforts. Click through to learn how to integrate pipelining into your daily routine from LinkedIn and Luxottica.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs.
In this presentation:
- How strong is the agency's recruiting reach?
- Does the staffing agency specialize in the talent you require?
- How well does the agency screen and assess candidates?
- And 9 more important questions to ask when choosing a staffing agency!
Belong Executive Briefing Mumbai: November 03, 2017Belong
For the 5th Edition of the Belong Executive Briefing, and our first in Mumbai, we invited HR and TA leaders from some of the most talent-focused organizations in India to discuss the state of talent in India today.
Check out some interesting insights from the latest BEB, featuring industry leaders from Media, Manufacturing and Product Development Industries.
With hiring volume increasing but recruiting teams shrinking, hiring success will mean intelligently speeding up your recruiting in 2017. Presented by Ideal and Xref, here are 5 tips to speed up your job postings, resume screening, candidate outreach, interviewing, and background checking. Learn more: http://bit.ly/2lKDu0y
Belong Executive Briefing Delhi: August 15, 2017Belong
For the fourth installment of the Belong Executive Briefing, we organized our Round Table discussion as part of the SHRM Annual Conference, held in Delhi last month.
One of the best things about these closed-door events is that even though we discuss the same general themes - how TA teams need to look beyond traditional hiring solutions, how to align with business, and the new capabilities that recruiters need to master to be future-ready - there is still so much to learn every time.
Talent Acquisition Trends: Strategies for Success Cielo
As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers.
This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
The presentation from our August 2012 seminar featuring:
- Steve Cadigan, VP Talent, LinkedIn
- Lou Adler, CEO, the Adler Group
- Gabe Teperow and Bob O'Keefe, LinkedIn Recruiting Solutions
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
10 Keys to Success for Pipelining and Proactive Recruitment in EMEA | Talent ...LinkedIn Talent Solutions
Amp up your recruiting success and become proactive in your recruiting efforts. Click through to learn how to integrate pipelining into your daily routine from LinkedIn and Luxottica.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs.
In this presentation:
- How strong is the agency's recruiting reach?
- Does the staffing agency specialize in the talent you require?
- How well does the agency screen and assess candidates?
- And 9 more important questions to ask when choosing a staffing agency!
Belong Executive Briefing Mumbai: November 03, 2017Belong
For the 5th Edition of the Belong Executive Briefing, and our first in Mumbai, we invited HR and TA leaders from some of the most talent-focused organizations in India to discuss the state of talent in India today.
Check out some interesting insights from the latest BEB, featuring industry leaders from Media, Manufacturing and Product Development Industries.
With hiring volume increasing but recruiting teams shrinking, hiring success will mean intelligently speeding up your recruiting in 2017. Presented by Ideal and Xref, here are 5 tips to speed up your job postings, resume screening, candidate outreach, interviewing, and background checking. Learn more: http://bit.ly/2lKDu0y
Belong Executive Briefing Delhi: August 15, 2017Belong
For the fourth installment of the Belong Executive Briefing, we organized our Round Table discussion as part of the SHRM Annual Conference, held in Delhi last month.
One of the best things about these closed-door events is that even though we discuss the same general themes - how TA teams need to look beyond traditional hiring solutions, how to align with business, and the new capabilities that recruiters need to master to be future-ready - there is still so much to learn every time.
Talent Acquisition Trends: Strategies for Success Cielo
As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers.
This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
CareerBuilder Managing Director Vina Dang discussed the importance of data and strategy for today’s human resources professionals during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, Dang pointed out knowing what the demographic makeup looks like for key candidates and the years of experience that they have is critical for employers.
According to Dang, the shift of candidates today is going from employer to consumer candidates. Dang also noted today’s candidates want things to be easy, transparent and personal to them, and employers need to adapt to these candidates’ needs to ensure they add skilled professionals consistently. An organization that highlights its brand to candidates, Dang said, can boost its chances to add top talent: “One of the things that marketers do really well is they create an experience when you go to their website. The same can be applied with when you’re doing this with your own employment value proposition and creating that dynamic story.”
In addition, an organization that invests in its mobile experience can help candidates submit applications via smartphones and tablets, Dang said. If an organization focuses on ways to make it easier for candidates to submit applications, Dang said, it can find skilled professionals to fill vacancies: “There is a clear difference between a mobile optimized site and a mobile friendly site … When you think about your application process, you really want it to be seamless because there is quite a bit of drop-off that occurs because even in our site alone.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-vina-dang-managing-director-careerbuilder/#sthash.D1dcqE33.dpuf
MapRecruit - HR Technology 10 best startupsMapRecruit.com
Powered by AI for recruiting, MapRecruit automates the resume screening process with Home-grown industry standard Parsers (Resume & Job), Visual Discovery of the profiles, Parallel Automated Audio Interviews, Screening (using Capability, Reachability and Audio Signal Processing), Automated Candidate match to Job Description.
Technology is rapidly transforming the way we work, but it isn’t the only factor to consider when building teams. This presentation illuminates the crucial trends shaping today’s working environments and explores what forward-thinking organizations are planning as they look ahead to 2020 and beyond. Employee development and training make up a clear group of leading impact areas for investments. Susan Hanold, Ph.D., draws from the ADP Research Institute and Innovation Lab’s deep expertise across the entire spectrum of human capital management, as well as insights gained from ADP’s approximately 600,000 clients and 20+ million employees. Leave with invaluable insights into current and emerging issues in human capital management, employment trends and workforce strategy.
Speaker: Susan Hanold, Ph.D., ADP
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
Direct sourcing is a value-add service of an MSP provider that expands its customer’s contingent labor supply by leveraging their employment brand. It's predicted that in 2023, worker demand will continue to outpace labor supply, and organizations will struggle to find talent. On top of this, economic uncertainty is making flexibility in total talent strategy increasingly more critical. To combat this, since pre-pandemic, companies have grown their contingent workforces by over 50 percent to help bridge their talent gaps, provide greater flexibility, and optimize their workforce. However, only 39 percent are using direct sourcing to find contingent labor candidates.
Learn more at https://resources.rpoassociation.org/webinar-what-the-future-holds-for-direct-sourcing-and-contingent-labor
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
THE SKILLS CURRENCY: UNLOCKING INTERNAL MOBILITY WITH REAL SKILLS DATAHuman Capital Media
Employers want and need employees with certain skills to stay relevant and competitive. Employees don’t have them. So what can organizations do to future proof their teams and their company? External hiring is usually the first place organizations look, but it’s time-consuming and expensive. There is power in devoting time to internally solving the skills gap. Benefits include a more skilled and competitive workforce, and employees with longer tenure. Successful CLOs realize that their employees are a competitive advantage, and they deserve the same (if not higher) investment than what we put into our products. So what can you do? For starters, begin looking for ways to measure your people's skill-sets so you know where gaps exist. Join us for this webinar to learn more.
In this webinar:
Understand the symptoms of misplaced skills in your company and the labor market at large
Understand the business case for correcting misplaced skills in your company
Learn a framework for putting the right skills in the right place at the right time through talent management and upskill plans that align to company objectives
What major trends will affect companies and the workforce in 2017? In this McCormick Group presentation, we report on the future of hiring and employment, what subject matter experts are saying, and how companies can recruit and retain the best employees.
On 25th April, 2018, we brought together industry leaders from leading organizations to discuss ‘Talent in the Era of Digital Transformation”. The key focus of the evening was to learn about how hiring the right talent is now the most critical differentiator in each of their respective organisations, and how a talent-focused strategy is the only way to maintain a competitive advantage.
Belong Executive Briefing Delhi: August 1, 2017Belong
In the third round of our Belong Executive Briefing, we traveled to Delhi to meet with top Talent Leaders from some off the most innovative companies including Airtel, Reliance Jio, Sapient and OYO Rooms.
Belong Executive Briefing Pune: July 28, 2017Belong
In the second round of our Belong Executive Briefing, we continue asking industry leaders what "#FutureReady Talent Strategies for Business Impact" means to them.
Belong Executive Briefing: #FutureReady Talent Strategies for Business ImpactBelong
On June 22nd, we organized our first Belong Executive Briefing - an exclusive Roundtable and Networking event attended by some of the top Talent Leaders in India today. The aim of the event was to offer a platform for industry leaders to meet, discuss the challenges being faced by Talent Acquisition teams today, and learn about how companies have to adapt to remain competitive in today’s candidate-driven market.
Did you know that as much as 80% of employee turnover can be attributed to bad hiring decisions? Or that the true cost of a bad hire could be 5X their annual salary?
That’s why finding and hiring only the best and most relevant talent -- truly ‘game changing’ talent, needs to be the top priority for every Business and Talent Acquisition Leader today.
In our upcoming webinar, Belong partners with Tarun Davda, Managing Partner and Alex Peter, Vice President, Human Capital at Matrix Partners India, to understand how hiring decisions at the senior level have directly impacted business goals within their portfolio companies.
With their hands-on, collaborative approach, Matrix Partners India has helped top companies like Quickr, Practo and Ola scale their teams, and take their business to the next level.
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchatBelong
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Literature has given us many scientists, detectives and heroes. But none as memorable as Sherlock Holmes because he is a delectable combination of all three. What makes him lovable is that he isn’t a man of magic or superpowers - but someone who relies on science and the power of a superb, analytical mind. In other words, he’d have made a great recruiter.
So we did a webinar to help recruiters hire like Sherlock, discussing the following topics:
> Going beyond the obvious to know your candidate
> Leveraging social data to build rock-solid candidate personas
> Using predictive analysis and data to validate and back hiring decisions
The response we received was nothing short of fantastic - just check out twitter feed at #HireLikeSherlock! A lot of heart and hard work went into it and we thought it is a shame if you missed it. So here it is! Check out the webinar here, and you too can hire like Sherlock.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
9. How Recruitment has changed
ENGAGE
DELIGHT
INTERVIEW
OFFER
JOIN
F
L E
D
:
TARGET
Low Effort
+
High Accuracy
Personalized
Engagement
=
Great Candidate
Experience
OUTBOUND HIRING
Careers
Site
Job
Ads
We’re
Hiring!
Agency
ATS
b
m
APPLICANTS
QUALIFY
SCREEN
INTERVIEW
OFFER
JOIN
High Effort
+
Low Accuracy
Transactional
Engagement
=
Bad Candidate
Experience
INBOUND HIRING
13. We are RE-ARCHITECTING THE
ORIENTATION OF THE RECRUITER
in terms of how to sell the value
proposition of the company, how to
initiate the conversation, build a long-
term relationship and provide a
holistic perspective.
ABDUL JALEEL
Vice President, People Resources India
Adobe
16. 80%
of recruiters think they have a ‘high’ to ‘very
high’ understanding of the jobs for which they
recruit.
61%
of hiring managers say that recruiters have, at
best, a ‘low’ to ‘moderate’ understanding of the
jobs for which they recruit.
Source: https://www.icims.com/sites/www.icims.com/files/public/hei_assets/Hiring_Manager_Recruiter_Relationship.pdf
34. Company data
What companies typically attract the best talent in this
space?
Are these companies at the same size or similar stage
of growth as us?
Which companies work on similar products or have
teams with relevant capabilities?
Which of these companies are based in desired
locations?
Sources:
Sourcing solutions
Competitive Intelligence: Google Alerts, Glassdoor
Official social networks, blog, press releases
Job boards to see what companies are hiring
Skills and Technology data
What skills am I looking for?
Is there a combination of experience / domain expertise
I need? (For example, you might specifically need data
scientists with experience in building recommendation
engines in healthcare)
What’s the level of experience I need in the desired skill /
functional areas?
What are the substitute / complementary skills?
Sources:
Sourcing solutions
Professional networks, social networks
Online groups and communities
FOUNDATIONAL DATA REQUIRED FOR BASIC RELEVANCE IN TARGETING
Motivation data
Are people I’m targeting following key leaders /
influencers in the space?
Do they consistently post, share or consume content
on social media that indicates their interest in the
space?
Are they part of relevant online groups or forums?
Does their career path reflect growth?
Sources:
Sourcing solutions, social recruiting solutions
Professional networks, social networks
Online groups and communities
Engagement data
How engaged are my target candidates with me?
Are they on our talent nurturing lists? If they are, do they
engage with the content we share?
Do they follow or engage with us on our social networks
or groups?
Have we engaged them in any interview process before?
Sources:
Data from your hiring engagement or marketing solutions
ATS, CRM
BEHAVIORAL DATA THAT DEMONSTRATES HIGH DEGREE OF RELEVANCE
35. Talent Sourcing Maturity Model
RESUME-DRIVEN
SOURCING
BASIC DATA-
DRIVEN SOURCING
ADVANCED DATA-
DRIVEN SOURCING
PREDICTIVE
SOURCING
Using predictive
analytics and models
to identify target
candidatesFactoring behavioral
data such as
engagement and
motivation to identify
high degree of
relevance
Using company
and skills data
multi-sourced from
online groups, social
networks
Relying primarily on
resume data
44. Proactively engage candidates who have accepted offers but are
yet to join witht he help of hiring leadership.
No-Show Fighter
Pre Launch
Personalized welcome email/
video from hiring team.
Direct mail content/assets.
Step 1
Send a personalized video or
email fro hiring team/leader
congratulating and welcoming
the candidate.
Step 2
Leverage the power of personalized
direct mail: ship them your cool
merchandise and make them feel
part of your company.
Step 3
Set up an informal welcome
dinner/lunch with exec leadership
or their new team; invite them to
exclusive events such as your
comapny’s retreat or off- site.
45. 80%
of people would take one job over another based
on personal relationships formed during the
interview process.
Source: Mattersight
46. How do you go Outbound?
What can you expect from the rest
of the Series
47. VOLUME TO VALUE:
How Outbound Hiring is changing hiring
as you know it
Basics - 6 Processes of Candidate Discovery -
Creating an Opportunity Profile [Targeted]
ALIGNED FOR IMPACT:
Secret weapons for a winning Business
and Talent Acquisition Partnership.
Aligning with Business
MONEYBALL:
Sure fire strategies to engage with top
talent with social and predictive data.
Exploratory calls, email best practices, using historic data
insights, source attribution [Personalized]
CANDIDATE DELIGHT:
Crafting cross-channel candidate
experiences for the digital age.
Candidate Personas, Candidate Delight [Candidate focused]
BY THE NUMBERS:
Where's the $$$ in Outbound Hiring?
Cost of hire, savings against agency, improved recruiter efficiency,
cost of bad hire - [people who will succeed]