mn recruiters 11 presentation

Talent CommunitySocial Media Recruiting

Twitter - @Deluxejobs / @sjvconsult

Perception

Why Deluxe?

A New Normal Pioneer

Last 2 years were truly the

Great Depression

for us

Deluxe’s recession began more than a decade ago

CHANGE OR DIE… Pioneer a new normal or cease to exist

In 2010, Deluxe will go from Rodney Dangerfield to Bob Hope

– Beth Lilly, 12/31/09

Few businesses have as much of a dank buggy-whip

aroma… 9/21/09

Do you think they

understand no one writes

checks anymore?

12/30/09

A New Normal Pioneer

Why Deluxe?

The New Deluxe

Deluxe Five Most-Hired Positions in 2005

1. Press Operators

2. Pre-press Associates

3. Account Sales Reps

4. Customer Service/Sales Associates

5. Bindery Work

Shifting Talent Needs

Why Deluxe?

Deluxe’s Most in-Demand Positions in 2010

Interactive Designer

Marketing Database AnalystTechnology Solutions Analyst

Experience Strategist

E-marketing Delivery SpecialistSearch Marketing Manager

Director of Analytics and Insight

Product ManagerEcommerce Director

Virtual Desktop Technology Engineer

Manager Technology Solutions and Support

Shifting Talent Needs

Why Deluxe?

"It is not the strongest of our species who survives, or the most intelligent, but the one who is most responsive to change"

-Charles Darwin

Learn the Business

CollaborateInternally

Establish Strategy

Create a Road Map

Twitter - @Deluxejobs / @sjvconsult

• Become a Recruiting Organization• Source and hire the Best Candidates (high

quality)

• Enhance the candidate experience

• Promote the culture change at Deluxe

• Gain Credibility with the talent we are trying to attract

• Lower time to fill and cut job board spend

• Increase employee Retention/Engagement

VIDEO Talent Community

Facebook.com/deluxecareers

Influencing Factors

Why do it?

Change in the type of talent needed at Deluxe Corporation

Shift to a market driven economy

Generational shift (Millennial and Gen C)

Rapid pace of innovation in talent acquisition practices and tools

Employer brand management in the age of social networking

Deluxe Talent Community Strategy

Grow and gain a competitive

advantage through talent communities by promoting the

“New Deluxe” and our company

culture.

Expand our reach by interacting with candidates where they ‘live’ online. Digital campaigns to target hard-to-

fill and high priority openings

Build an ongoing pipeline of

potential talent by providing value, improving the

candidate experience, and

nurturing ongoing relationships.

EngageAttract

Brand

Pipeline

Build Relationships

Survey, track and measure the results

of our online efforts to better

understand candidate behavior and target spend.

Every Employee Views

Themselves as a Recruiter

Transform Deluxe into a “Recruiting

Organization” through Social_ERP; Video; Ambassador

Program; and Training.

Culture

Talent

Our Employment Brand is not

what we say it is … it’s what

people tell us it is

Deluxe Talent Community Strategy

Source Measure

Online  initiatives that help us

identify, engage, and convert highly

desirable candidates

Majority of the Talent Pool is Passive at any

given time (build relationships

with this group)

Deluxe Talent Community Project Plan

Facebook Recruiting Strategy

VIDEO Hiring Manager

-how do we market the job

“do you have Sherlock Holmes tendencies”

-160 applies in one week (survey monkey)

Facebook.com/deluxecareers

Twitter AccountsHashtag GroupsLinkedIn GroupsFacebook Groups / AdsAssociationsBlogsCompaniesConferencesATS/Talent Community

Digital Campaign

What the heck is your job anyway…

Paul Jacobs:Turning job seekers into

Crazed Fans

Employer Branding & Marketing are #1

Crazed job seekers (fans) running toward us

Win over the hearts & minds of job seekers (fans)

Feed the addiction of current fans

Connect with customers emotionally = loyalty

Video-culture-hiring manager-process

Communicating

Jobs2Web

Recruiting Organization