know before you source: three new ways to visualize your recruitment strategies

KNOW BEFORE YOU SOURCE:Three New Ways to Visualize Your Recruitment Strategies

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Presented by Alex de Soto adesoto@davis.jobs Twitter: alexdesotoDavis Advertising Inc. www.davis.jobs

How good is your recruitment crystal ball?

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1 The Recruitment Readiness Piano Reaching All Types of Candidates

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How ACTIVE are your potential candidates?

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How PASSIVE?

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The Recruitment Readiness Piano

Open PassiveActive

1 Reaching All Types of Candidates

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Active

Behaviors

Actively solicits referral

assistance from

friends

Often searches for jobs

online and applies via job boards

Applies directly to employer website

Subscribesto job alerts

1 Reaching All Types of Candidates

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Actively solicits referral

assistance from

friends

Often searches for jobs

online and applies via job boards

Applies directly to employer website

Subscribesto job alerts

Keeps resume on job boards

“just in case”

Some searches

online for jobs, salary

or career INFO

On occasion

glances at Help

Wanted sections in journals to

“see what’s out

there”

Very active on social

and PRO

networks like

LinkedIn

Somewhat active on

PROnetworks

like LinkedIn

Subscribes to a PRO

newsletter email list

OpenActive

1 Reaching All Types of CandidatesBehaviors

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Applies directly to employer website

Subscribesto job alerts

Keeps resume on job boards

“just in case”

Some searches

online for jobs, salary

or career INFO

On occasion

glances at Help

Wanted sections in journals to

“see what’s out

there”

Very active on social

andPRO

networks like

LinkedIn

Somewhat active on

PROnetworks

like LinkedIn

Subscribes to a PRO

newsletter email list

Rarely on social

networks

Rarely on the Web.

Little to no contact

INFO available

online

Open Passive

1 Reaching All Types of CandidatesBehaviors

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Applies directly to employer website

Subscribesto job alerts

Keeps resume on job boards

“just in case”

Some searches

online for jobs, salary

or career INFO

On occasion

glances at Help

Wanted sections in journals to

“see what’s out

there”

Very active on social

andPRO

networks like

LinkedIn

Somewhat active on

PROnetworks

like LinkedIn

Subscribes to a PRO

newsletter email list

Rarely on social

networks

Rarely on the Web.

Little to no contact

INFO available

online

Open PassiveAn estimated 65-85% of the labor pool

1 Reaching All Types of CandidatesBehaviors

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Career/Employment Status Influence1 Reaching All Types of Candidates

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Open PassiveActiveUnemployedUnhappy at WorkRecent GradsShift WorkerEntry LevelHigh School Grads1-5 Years of Experience

EmployedHappy at WorkHighly ExperiencedSpecialized ProfessionalSenior Level/ExemptCollege/Post Grads10+ Years of Experience

Sourcing and Marketing Methods1 Reaching All Types of Candidates

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Company WebsiteSEO Postings/PackagesResume DatabasesMajor/Niche Job BoardsPrint/Online JournalsOther Print

Online Candidate SourcingCEUs/EventsProfessional /Social NetworksPay-Per-Click (SEM, Smart Ads, etc.)E-Mail MarketingEmployee ReferralsPrint/Online Journals

Direct MailEmployee ReferralsRetained SearchContingency Search

Open PassiveActive

2 The Recruiting Situation Quadrant Modes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of HiringEasy-to-Fill Hard-to-Fill

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How urgent are your hiring needs?

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How easy are they to fill?

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2 Modes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Recruiting Situation

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2 Modes of Sourcing

Recruiting SituationUrg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

SonographerED NursePractitioner

Hospitalist

Lab Assistant

Billing Supervisor

Dietitian

ClinicalPsychologist

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2 Modes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Sourcing and Staffing Resources

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2 Modes of Sourcing

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Sourcing and Staffing Resources

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

In-House 3rd Pty. Databases ATS / HRIS

In-House 3rd Pty. Databases ATS/HRIS

In-House 3rd Pty. Databases ATS / HRISContingency SearchRetained SearchContract Staffing *

In-House 3rd Pty. Databases ATS/HRISContingency SearchRetained Search

2 Modes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Advertising & Marketing Sources

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2 Modes of Sourcing

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Advertising & M

arketing SourcesU

rgen

cy

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Job Site of Record (Major or Niche)Posting SEO Packages

Direct MailE-Cards/E-MailNiche Job BoardsJournals (Print/Web)

Employee Referrals

Pay-per-Click LinkedIn, Facebook Google AdWords Indeed (Sponsorships)

Niche Job BoardsEmployee Referrals

Job Site of Record (Major or Niche)Posting SEO PackagesMajor Job Boards

2 Modes of Sourcing

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Advertising & M

arketing SourcesU

rgen

cy

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Job Site of Record (Major or Niche)Posting SEO Packages

Direct MailE-Cards/E-MailNiche Job BoardsJournals (Print/Web)

NewspapersEmployee Referrals

Pay-per-Click LinkedIn, Facebook Google AdWords Indeed (Sponsorships)

Niche Job BoardsEmployee Referrals

Job Site of Record (Major or Niche)Posting SEO PackagesMajor Job Boards

Employer BrandingCandidate Hospitality

Social Media

2 Modes of Sourcing

Recruiting SituationUrg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Hospitalist

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2 Modes of Sourcing

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Sourcing and Staffing Resources

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

In-House 3rd Pty. DatabasesContingency SearchRetained Search

2 Modes of Sourcing

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Advertising & M

arketing SourcesU

rgen

cy

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Direct MailE-Cards/E-MailNiche Job BoardsJournals (Print/Web)Employee Referrals

3 The Talent Map Size and Location of Your Talent Pool

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Wait! I think I’m getting near some candidates.

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Source: Davis Advertising study, May 2007

MORE likely to recruit and retain

LESS likely torecruit and retain

3 Size and location of your labor pool

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3 Size and location of your labor pool

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3 Size and location of your labor pool

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3 Size and location of your labor pool

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3 Size and location of your labor pool

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3 Size and location of your labor pool

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3 Size and location of your labor pool

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Dietitians

19104 70

3 Size and location of your labor pool

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341 Dietitianswithin 70 miles of 19104

3 Size and location of your labor pool

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341 Dietitianswithin 70 miles of 19104

3 Size and location of your labor pool

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Recap Putting it all together.

321

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RECAPModes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Recruiting Situation

RNOR/Perioperative

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RECAPSize and Location of your labor pool

71 RNs - OR Perioperativewithin 20 miles of 08401

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RECAPThe Recruitment Readiness Piano

Open PassiveActive

RNs – OR/Perioperative

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RECAPModes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Sourcing and Staffing Resources

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RECAPModes of Sourcing

Urg

ency

Not

Urg

ent

Urg

ent

Ease of Hiring

Easy-to-Fill Hard-to-Fill

Advertising and Marketing Sources

Direct MailE-Cards/E-MailNiche Job BoardsJournals (Print/Web)Employee Referrals

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Q&A

CandidateRecruitment Readiness

Hiring Situation /Modes of Sourcing

Location and Size of Labor Pool