mn recruiters 11 presentation
Post on 18-Oct-2014
733 views
DESCRIPTION
TRANSCRIPT
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