Pipeline to Talent, Davine Bey, Cornell University
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Hear from Davine Bey from Cornell University talk about converting pipeline to talent during our Glassdoor Talent Warriors Roadshow!
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Pipeline to Talent, Davine Bey, Cornell University
- 1. Pipeline to Talent Davine Bey, Director, Talent Acquisition Cornell University October 17 2014 Glassdoor Talent Warriors Roadshow New York, NY
- 2. Agenda • About Me • Strategic Pipeline • Discuss Challenge, Solutions, Results • Q/A
- 3. About Me
- 4. What is a Strategic Pipeline A diverse and evergreen talent community whereby contacts, influencers and hiring authorities can exchange information.
- 5. Recruiting Has Changed • Post and Pray is no longer an option • Competition for top performing talent will increase as the economy recovers • Everyone is a talent scout
- 6. Key Recruiting Barriers The Cornell brand is associated with academic excellence Our main campus is geographically challenged
- 7. Workforce Realities •We have close to 10k employees •We have a significant and emerging footprint in NYC • Frequent recipient of Best Employer awards
- 8. Our Solution • We introduced email marketing to the recruiting process • Created targeted workplace messaging that complemented our academic reputation • Developed employee video vignettes to share our story • Partnered with Glassdoor
- 9. Email Marketing at a Glance • Introduced in December 2011 to support announcement of our Cornell NYC Tech campus • First job ad was emailed in February 2012 • Cornell was the first organization to use this tool to market jobs and build talent pipeline • Ability to build and engage targeted talent communities • We can embed our messages • Subscribers share our openings social media networks
- 13. 6500+ Unique Subscribers 38% Open Rate 1200+ Applicants 150+ Interviews 35+ Unique Talent Communities 25 Hires
- 14. Word on The Street
- 16. Davine Bey Cornell University Director, Talent Acquisition 607.255.8689 dab357@cornell.edu
- 17. Thank You
Editor's Notes
- Its’ all about engaging with various talent communities throughout different times Post and pray is no longer an option. Ten years ago, you could put an ad online, maybe ask for referrals then simply wait around hoping for applications to come in. You can’t hide your brand. No longer can you keep your brand hidden from prospective employees. They WILL research you so you need to understand what candidates are able to find out about you as an employer. And you need to think about what you want them to see and how you want to be viewed. Your recruitment resources continue to be lean. It’s about doing more and finding more with less. Competition for top talent is only going to increase as the market continues to open up. And that talent wants to be wanted. And wants to be engaged with you as a prospective employer. Social Media isn’t going anywhere. Talent wants to be engaged with employers. Ensure your social media strategy is solid and provides valuable content to candidates to build this relationship
- Constant Contact allows individuals to become subscribers to find out about our positions. By giving us a brief bit of information about them we can target what positions we share with them. SHOW THE TEMPLATE. We can also create targeted pipeline again by allowing individuals to self select in other ways: Cornell Employees – ask who in your group would like to be a recruitment ambassador and help spread the word about opportunities through their social networks. Collect contact information at Professional Associations, Special Events and Conference - business cards etc. SHOW BUCKETS BEHIND THE SCENES
- Constant Contact is a disruptive recruiting tool; Strategic hires are those workforce demographics which: include racial, ethnic, veteran priorities as outlined in our AA/EEO goals