Download - IRS Help Wanted - Recruitment 2.0
Help Wanted!Recruitment 2.0
Agenda
• Old media, meet new media
• Our mission, in action
• Lessons for success
• Information was broadcast from a single source
• To reach more listeners, sources had to get louder
• The louder they became, the more inclined listeners were to block out the noise
The Old Way
Web > Broadcast• Broadcast model understates the potential of web communications• Web is a network, • not a channel
– “Many to many” vs. “one to many” relationships
• Audiences talk to each other and self organize– Power is held by everyone
The New Way• Create media content using
highly accessible and scalable publishing techniques
• Distribute media content through social interaction
• Transform people into content producers instead of content consumers
• Leverage the power of authentic human conversation
• Our job is to improve interactions between our agency and the public, attracting the best talent
The New Way• Information spreads fluidly
among trusted sources• Social media is like a garden
trellis– Trellis doesn't control how
vines grow, but gets them where they've got to go
– There's no way to fully control a grassroots conversation, but you can plant a trellis in the ground
• Social media isn’t a new thing – it’s a new way of doing old things
Why now??
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Y Now!• More than 50% of the world’s
population is younger than 30
• Generation Y• Digital, connected, social• Challenging• Scarce•Transformational
people globally trust the recommendations of people they know
9 in 10
visit Twitter each month75 million
50 million tweets each day
of global online users have
createda social network
profile
58% 400 Mon Facebook alone
Tops Googlefor weekly traffic
in the US
Search is the New Shelf Space, Front Page and Homepage
Used Search
Other
Used SEARCH last Month to Find Product
Used SEARCH last Month to Find Recommendation
85%
15%
Used Search
Other
51%
49%
38 years 13 years 4 years
Years to reach50 million users
Facebook added 200+ million users in less than a year
The fastest growing segment on Facebook is 55-65 year old females
Our Mission, In Action• Many tools are
available• New tools emerge
frequently• Lines between tools
are often blurry
• Tools change, but the role social media plays remains consistent– Connect– Curate– Contribute
Connect with Social Media
• Develop and maintain two way relationships and form interwoven social networks
900+ Fans
Curate with Social Media
• Tag and share content, and build online experiences relevant to users’ interests or needs
• 3 accounts, 970+ followers– RecruitmentIRS– IRSCareers– JobDog59
Hashtags add value!
Contribute with Social Media
• Create, add and share media, content or conversations #
@lolRT
http://www.youtube.com/user/irsvideos
Playlist: Working at the IRS
“Skittles got stuck in my mouth while I was driving, forced me to slam into orphanage, killing hundreds. I’ll never eat them again.”
Lessons for Success
• Develop a social media strategy– Provide insight into the existing media
landscape surrounding your organization or a specific topic
– Organize workflow for effective engagement– Go beyond “social media for social
media’s sake” by leveraging tested approaches
– Educate stakeholders and partners– Set goals and measure results– Adapt strategy as needed after
evaluating strengths and weaknesses
“Strategery”• Obama administration creating
unprecedented level of openness in government by establishing a system of transparency, public participation and collaboration
• Open Government Directive Dec. 8, 2009
– Requires executive departments and agencies to take steps:
• Publish government information online
• Improve the quality of government information
• Create and institutionalize a culture of open government
• Create an enabling policy framework for open government
Aneesh ChopraFederal Chief Technology Officer of the United States
“Strategery”• White House describes relationship between
CIO and CTO: – CIO will use IT to transform the ways in which
government does business– CTO will develop national strategies for using
advanced technologies to transform our economy and our society, such as fostering private sector innovation, reducing administrative costs and medical errors using health IT, and using technology to change the way teachers teach and students learn.
• Kundra is working to ensure that federal CIOs advance agendas that
– Embrace open government– Revolutionize technology in the public sector – Reject the view that the public sector has to
lag behind the private sector
Vivek KundraFederal Chief Information Officer of the United States
Lessons for Success
Educate yourself– GSA social
media agreements
– Social media user demographics
– Government directives
– Emerging tools
Lessons for Success
• Build a deep network– Professional
• Customers, supporters, media
– Peer• Coworkers,
colleagues, industry experts
– Personal• Family, friends,
neighbors
Flickrfacebook
YouTube
SecondLife
Three Key Rules
• Listen intently
• Reach out authentically
• Participate consistently
Help Wanted!Recruitment 2.0
IRO Recruiter Measures
*Data as of 9/15/2009
Measure DefinitionTimelinessTotal candidates touched by a recruiter
Candidates touched by recruiter at event or referred by recruiter.
Total hires targeted for in-person touch
Number of projected hires listed for mission critical occupations and other occupations targeted by recruiters for in-person recruitment.
Total number of applicants touched by a recruiter
Working on automatic matching and instant report access. Can currently track applicants touched back to recruiter/event.
Total number of hires touched by a recruiter
Working on automatic matching and instant report access. Can currently track hires touched back to recruiter/event.
IRO Recruiter Measures
*Data as of 9/15/2009
Measure DefinitionQuality and FitApplicant recruiter conversion rate
Of the candidates touched, what percent applied successfully (qualified). Applicants touched divided by candidates touched.
Hire recruiter conversion rate
Of the positions targeted by recruiters, what percent hired were touched by a recruiter. Hires touched divided by positions targeted by recruiters at in person events.
Hire to apply ratio
Of those that applied that were touched by recruiter, what percent were hired. Hires touched divided by applicants touched.
Percentage of new hires satisfied
From WPM new hire on-board survey question 8 (overall I had a positive experience with my recruiter), % of those new hires satisfied with recruiting using 5 point scale with percent responding with a 4 or 5.
Percentage of managers satisfied
Under development with OPM survey, pursing new question on the percent satisfaction with recruiting.
Recruitment Related Measures
Measure DefinitionEfficiencyEvent costs Total cost for travel and events for all recruiters and program managers completing
targeted recruitment events (veterans, disabled, etc.)
Recruiter spend/hire
Adds all costs for travel and events for all recruiters and program managers completing targeted recruitment events (veterans, disabled, etc) divided by the number of hires touched by recruiter.
Advertising costs Cost of all marketing (impressions) for banner ads, internet, media, print ads
Number of unique web visits
Number of unique visitors to jobs.irs.gov. Can provide breakdown from IRS.gov, user typed url, Google, hot jobs, IRS web banners, Yahoo, all other sources.
Click through rate Number of visitors that clicked through from an advertisement or our site to USAJOBS.gov
Average total value score
For internet marketing, total cost of marketing impressions (ads, etc) divided by total number of click throughs to USAJOBS.gov (WebTrends).
Percentage by source of recruitment versus goal
Source of recruitment from applicant survey data. Employee Referral, Print, Internet, Job Fair, Recruiter, other
Recruitment Related Measures
Measure Definition
Percentage of locations with insufficient qualified applicant pool
For each location, hires/positions targeted to be filled externally. Applicants per position ratio both for 1st choice and 1st and 2nd choice. Insufficient is defined as fewer than four qualified applicants per position for 1st choice.
Veteran hires Total number of veteran hires.
Percentage of hires meeting definition of targeted disability
Total number of permanent hires that meet the definition of a targeted disability, divided by the total number of hires.
3,6,9 mth/1,2,3 yr MCO attrition rate
Attrition rates calculated quarterly based on the new hire attrition that quarter that left 3,6,9 months or 1,2,3 years from Entrance on Duty (EOD)
Percentage of hires that leave due to mismatched expectations
Number of non-retiree employees choosing "Your work experience relative to your pre-employment expectations" on the employee exit survey as a reason for departure, divided by the total number of non-retiree respondents.
EE performance Measures new hire performance ratings for <1year and 1-3 years for average performance.