The document discusses trends in the creative workforce and recruiting interactives. It provides statistics on the size and growth of in-house creative departments. Interactives include designers and content creators across web, mobile and social media. Recruiting passive candidates requires understanding their motivations and maintaining engagement. Social media is a key way to interact with passive candidates. Staff augmentation through a staffing partner provides hiring flexibility while ensuring quality talent.

1. Recruiting Interactives &
Work Force Trends
1

2. Who Are These People?
Katherine Johnson
Executive Search Recruiter
Tim Durney
Branch Manager
2

3. Today’s Discussion
• State of the Creative
Economy
• Who Are Interactives
• Recruiting Passive
Candidates
• How to Use Staff
Augmentation as a
Business Model
3

4. Today’s Discussion
• State of the Creative
Economy
• Who Are Interactives
• Recruiting Passive
Candidates
• How to Use Staff
Augmentation as a
Business Model
4

5. State of the Creative
Economy
5

6. Where Did We Get
This Information?
In-House Creative Services Industry Report
• Who Responded?
• More than 160 leaders from • These leaders represent
in-house Creative Fortune 500 companies, as
Departments well as middle market and
other large companies
from across an array of
industries
6

7. Size of In-House Creative
Departments
7

8. Change In Staff Size
8

9. Percentage of Work
Created In-House
9

10. Hours Worked by In-House Staff
10

11. Attrition Rate
11

12. Place and Search Statistics
12

13. Today’s Discussion
• State of the Creative
Economy
• Who Are Interactives
• Recruiting Passive
Candidates
• How to Use Staff
Augmentation as a
Business Model
13

14. Who Are Interactives?
14

15. Interactives Include...
• Everybody from the • Two general
designers of a web site backgrounds: former
or mobile site to the print professionals who
individuals who create have transitioned &
the content those who have “grown
up” as interactives
• More than 25% of
companies hired
additional interactives in
2010, while 33%
decreased print-related
spending
15

16. Hottest of the Hot
• User Experience/Information Architecture (1.29 job seekers/opening)
• CMS or Drupal Developer (1.13 job seekers/opening)
• Data mining and web analytics (.88 job seekers/opening)
• Social Media and E-Mail Marketing (.69 job seekers/opening)
• Mobile is largest growing segment (.02 job seekers/opening)
• $8.2 billion in 2010
• $15 billion expected in 2011
Source: Careebuilder’s Supply and Demand Portal, as of February 2011
16

17. The New Mix
17

18. The Value of Hiring
Interactives
• Having an in-house interactive staff offers a
business a number of competitive
advantages
18

19. Today’s Discussion
• State of the Creative
Economy
• Who Are Interactives
• Recruiting Passive
Candidates
• How to Use Staff
Augmentation as a
Business Model
19

20. Recruiting Passive
Candidates
20

21. Passives are...
21

22. Some Common
Misconceptions
• They aren’t looking • Passive candidates
for a job, so why hate being contacted
invest in recruiting
them? • Passives are in the
driver’s seat because you
• “No” is the end of called them
the conversation
• Calling passives is not
ethical
22

23. The Reality
• For high demand • Most passives
interactive skill sets, it is periodically job search
often the only candidate so there are windows to
pool available snag them as semi-active
candidates
• “No” to a specific roles
does not impact the • You called and you can
start of a relationship determine the
relationship
• Reaching out to passives
is ethical and often the
best way to find talent
23

24. Keys to Pipelining
Passive Talent
• Understand their • Be interested in them as
motivation & pain points individuals and
professionals
• Keep them informed of
changes within your • Stay continuously
organization, new engaged with them
openings & introduce
them to the “sizzle” of
your company
24

25. Have More Than an
Online Application
• 81% of job seekers who interact with
employers online before submitting an
application
• 61% of job seekers use online research to
answer to specific questions they might
have about employment before actually
applying
• 42% of job seekers are more likely to
apply for a job at a company after they’ve
interacted with a brand’s career presence
online
25

26. Social Media &
Interactive Passive
Candidates
26

27. 27

28. 28

29. A Few Tips...
• Instead of simply adding a “Careers” tab to a
company’s Facebook page to list job openings,
create a completely different page devoted only to
employment topics and conversations
• Don’t require a candidate to fill out an application
before they can express interest in a role
• Include “performance profiles” in a job description
qualified
29

30. Top 3 Most Used Social
Recruiting Sites
30

31. 31

32. 32

33. The “Spam” Trap
• Job seekers expect two-way,
interactive communication with
companies. Employers that limit
recruiting to one-sided broadcasts of
job information are seen as uncaring
and often turn off followers and
degrade employment brand value
33

34. Key Stats Presented at #mRec that Answer:
WHY MOBILE RECRUITING?
Mobile Recruiting:
Mobile Website Optimization
But only
77% 20%
of the
entire world
population
has a cell of Fortune 1000 companies
phone have a mobile optimized website
The Future? 81%
of youth would rather
spend their last $10 on
their phone than food
Youth & Mobile
Youths who
sleep with their
mobile phone:
60%
SMS & Texting SMS or push
The averageemail is noti cations are
In 2011, 7 trillion SMS answered in 72 hrs, answered in
3min
messages will be sent assuming it does not go less than
worldwide... 200,000 are to spam or is overlooked
sent every second
Mobile workers work 240 Productivity & Accessibility
hours more than non-mobile
240 hrs
72
workers of workers use
more
% daily whiledevice
a mobile
in the of ce
Social Media
There are 350 million mobile
Facebook users that are twice
as engaged as regular users
350
million
Mobile Video & Mobile Gaming
There are
72
2011 ages of
200 %
mobile video viewers: American households
of
32 25-34
%
million
play computer or video games,
with the average player age 37
18-24
22
views %
on mobile
70-80% of all mobile downloads
are games, and mobile gaming is
devices predicted to reach
35-44
21
per day %
$54 billion by 2015
Statistics curated at #mRecruitingcamp, September 2011.
For a full list of sources, visit http://www.talentminded.com.
34

35. Factors that Influence
Interactive Passives
35

36. Top Desired Benefits
• Paid Vacation (96%)
• Health Insurance (94%)
• 401K with a Match
(89%)
• Telecommute/Flex Time
(61%)
36

37. Most Desired
Corporate Cultural
Aspects
• Recognition of a job well • Work/life balance
done
• Feeling of job security
• Compelling and
interesting work
• Collaborative
environment
37

38. Today’s Discussion
• State of the Creative
Economy
• Who Are Interactives
• Recruiting Passive
Candidates
• How to Use Staff
Augmentation as a
Business Model
38

39. How to Use Staff
Augmentation as a
Business Model
39

40. Percentage of Work Produced By
Outside Agencies
40

41. Staffing Employment is an Economic
Indicator
41

42. 2.81 Million Contractors Working in
4Q 2010
42

43. Contractor Job Satisfaction
43

44. 2011 Survey of 2,000 Employers:
Most Foresee a Flexible Workforce
44

45. Staffing Strategy
45

46. Benefits of a Staffing
Partner
• Hiring Flexibility • True Strategic Partner
• Known Quantity • Project Specific
Assistance
• Expert Sourcing
• Low Pressure
Integration of Employees
46

47. How Do I Evaluate a
Staffing Partner?
• Categories and Skills • Hire Options
• Specific Skill Sets • Direct Hire Services
• Strategic Sourcing • Client References
• Talent Benefits
47

48. Talent
• W-2 versus 1099 • Skills Assessments
• Behavior Based • References
Interviews
• Background Checks
• Portfolio Reviews
48

49. Questions?
49

50. Recruiting Interactives &
Work Force Trends
50