1. Talent Acquisition Strategy Stabilize-Revitalize-Revolutionize by Dennis Casely-Hayford 2009

2. Presentation Overview

Strategic Goals

Vision

Where the talent is going

A New Audience

Recommendations

Web 2.0 Sourcing Strategies

Traditional Sourcing Strategies

Summary

3. Strategic Goals

Develop talent sourcing channels that ensure a diverse pipeline of best-in-class talent by emphasizing and incorporating web 2.0 recruiting technologies with traditional sourcing efforts

Source and acquire top talent by maximizinghiring through primary sourcing engines

Build a great employment brand and hire the very best performers

Develop, analyze, and communicate value-added metrics

4. Inherent in achieving our goals.

We must continue to shift from

A Reactive Vacancy Driven Model

to

A Proactive Relationship Driven Model

5. Intake Interviewing Decision Conversion Active Candidates Passive Candidates Larger mass ofpassive candidates unavailable. Pools areassembled almost entirely with activetalent looking for us. Processstarts from standing stopeach time. Allinsightinto candidate credentialsgained after processhas beenset in motion . 1 2 3 4 5 New Hire Little to no emphasis is placed on restocking talent poolswith qualified declined candidates. Reactive Recruitment ModelThe reactive stance of recruiting ignores the larger pool of passive candidates and focuses largely on active candidates. Source: Recruiting Roundtable Research 6. Proactive/Pipeline Recruitment Model The imperative to recruit before you have need to identify the best passive individuals and build strong relationships. Talent Pipelines: Deep pools ofnamed and knowntalent with which we have builtrelationshipsand that can betapped quicklyto fill interview slates High Quality Slates Every 10% improvement in slatequality translates into a 5% improvement in quality of hire. Faster Time to Slate Every 10% improvement in slate quality translates into 3% improvement in time to fill Higher Quality Hires Decreased Time toFill Lower Cost per Hire Source: Recruiting Roundtable Research Organizations are investing in talent pipelines to drive slate quality ...and improve core recruiting metrics Direct Outcomes Ultimate Outcomes 7. Vision

Web 2.0is interactive and the next phase in the evolution of the World Wide Web, allowing for greater creativity, information sharing and collaboration among users.Web 2.0 applications include:Social Networks, Podcasts, Blogs, among others.

Web 2.0 technologies emphasizes relationship building and can be adapted into an online recruitment campaign to grab and maintain the attention of active and passive candidates.

Best-in-class organizations are 52% more likely to recruit using Web 2.0 technologies than laggard organizations. Source: Aberdeen Group 2008

8.

To attract talent, you need to go where the talent is going...

9. Where the talent is going SEARCH/PORTAL SOCIAL NETWORKS BLOG/CONTENT VIDEO Source: Alexa TOP 10 INTERNET WEB SITES 10. Search engine marketing tactics, which include search optimization, are effective for branding and sourcingcandidates that use search engines 11. 12. 13. A closer look at the top social networks 14. 15.

275M monthly unique visitors globally

600,000 new visitors per day

6M groups on site

Fastest growing demographic is age 35+

by the numbers

Employers using Facebook today

Social Ads

Business Profile Pages-Provide specific details of employment value propositions and employee testimonials

Pay per click advertising options

16.

35 millionmembers

Adds50,000members daily

Average user is41 years old

12 millionvisitors monthly in U.S.

by the numbers

Employers using LinkedIn today

Candidate Search

Job Postings

Targeted Email Campaigns

Custom Company Profile Pages- Provides recruitment messaging and value proposition

Employer Advertising-Online ads pitching candidates to company and current openings

17.

Microblogging platform ( 140maximum characters)

Focused on Real Time Web-Whats happening now?

32Munique visitors monthly

Between4-6Musers each month

Employers using Twitter today

Increase brand awareness by maintaining a presence on Twitter

Have jobs tweeted via twitterjobsearch.com (a job search engine for twitter) by providing a feed of open jobs

Leverage tweetmyjobs.com (a job posting distribution service) to send targeted job postings directly to Twitter followers

18. The Blog Revolution

Over70Mblogs created

120,000new blogs daily

1.4Mposts daily

184Mbloggers worldwide

Employers using blogs today

To post company updates, employee profiles, events, and hot positions

Post open positions on job posting functionality of blogs to target audience

Banner ads on blogs with a link to career site

Foranytopic you can think of (industry, occupation, location), there are many blogs with audiences visiting them regularly 19. by the numbers

258M unique visitors per month globally

100M videos watched daily

#3 site in time spent online

40,000 videos uploaded every day

51% of users go to You Tube weekly

56% of unique video viewers

33% of all videos watched online

20. Usage of Video

Video Resumes:Candidates are increasingly providing resumes via video

Company Videos:Companies are building videos to extend their employment brand

Remote Interviewing :An early trend that has significant long-term potential

VidCasts :Video Podcasts deliver a variety of information with on-demand videos

21.

Okay, so the talent is going to search, social networks, blogs and video...

... so what can we do about it?

22. A New AudiencePassive Job Seekers Active Job Seekers Online video Niche Content Sites Social Networks Blogs Podcasts Job Boards General Search Large pool of untapped talent within new media Search reaches both active and passive candidates Job boards reach active audiences 23. Recommendations

WEB 2.0 SOURCING STRATEGIES

Create and putcorporate videoon corporate site and You Tube

Leverage social mediaby syndicating video on social networks

Tap a unique audience withdirect sponsorship of relevant blogsvia banner advertising, job posting, and company blogs

Social advertisingon LinkedIn and Facebook

Incorporate Twitterinto social media recruiting strategy

Use job channelson MySpace and LinkedIn

Create abusiness presenceon Facebook, LinkedIn, and MySpace

Usesearch engine marketingto drive candidates to career site

Give afeed of open jobsto vertical search engines

Measure, measure,measureby adding appropriate candidate source and entering source code into sponsored jobs campaign

24. Recommendations (continued)

TRADITIONAL SOURCING STRATEGIES

Associate Referral Program

Internet Sourcing-major job boards, niche websites

Preferred partnerships with contingent and retained search firms

Leverage recruitment search firms to source directly into competition

University Relations partnership

Participation in professional association events and industry career fairs

25. Summary

We need to know of business requirements well in advance of talent needs

Recruitment model must continue to shift toproactive relationship building

As the competition for top talent heats up, utilizing emerging technologies will position our recruitment strategy at the top

Ensure that web 2.0 recruitment strategies are incorporated with traditional sourcing methods