leveraging talent networks for optimized recruiting

Leveraging Talent Networks for Op5mized Recrui5ng Stephen Schwander & Ian Alexander

Agenda

•  What are Talent Networks •  Challenges •  Reasons for implemen5ng •  Key prac5ces for success •  Q&A

What is a Talent Network?

•  Talent Networks are an easy way for you to engage with candidates and increase the efficiency of your recrui5ng organiza5on

What is a Talent Network?

•  BuJon on career site •  Quick and easy opt-‐in •  Centralized pool of candidates •  Way to capture passive candidates •  Engagement engine •  Source for future hiring

Recrui5ng Challenges

•  Not enough of “the right” candidates. Missing out on many of the best candidates

•  Slow 6me-‐to-‐fill. Seeking new candidates AFTER a job becomes available requires addi5onal 5me to ramp up

•  Lack of scalability. Without access to pipelines of candidates for future job needs, efficient scaling is difficult

•  Candidate disappointment. Candidates expect consumer web experiences on both desktop and mobile device

Talent Network Solu5on

•  Increase conversion rates •  Good source of passive candidates •  Pool to meet future demand •  Engage talent/keep warm •  Reduce recrui5ng costs •  Scalable hiring

More targeted, Multi channel

Basic Capability, limited reach

Basic Efficiencies in place

All Activities Optimized

Strategic Value Gap

BASI

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FUNC

TION

AL

MOD

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OPTI

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Copyright © 2014 Talemetry, Inc. All rights reserved.

INBOUND ATTRACTION •  Manual job posting to each job

board

OUTBOUND SOURCING •  Basic database searching

separately of job boards •  Basic ATS searching of past

applicants •  Overuse of agencies ENGAGEMENT/NURTURING •  Apply auto response CONVERSION/CANDIDATE EXPERIENCE •  Basic career site •  Basic Web apply process

Capabilities

INBOUND ATTRACTION •  Automated job advertising •  Centralized job advertising •  Free and diversity sites

OUTBOUND SOURCING •  Centralized multi-database

sourcing/searching ENGAGEMENT/NURTURING •  One-to-One recruiter email

outreach CONVERSION/CANDIDATE EXPERIENCE •  Job specific apply processes •  Ownership of career site •  Site level SEO

INBOUND ATTRACTION •  Measurement and

optimization

OUTBOUND SOURCING •  Measurement and

optimization ENGAGEMENT/NURTURING •  Measurement and

Optimization

CONVERSION/CANDIDATE EXPERIENCE •  Candidate surveys •  Measurement and

Optimization OPTIMIZED MANAGEMENT •  Unified sourcing analytics •  Traffic sources •  Source of applicants •  Source of hire •  Applicant conversion rates •  Email open/click rates •  Recruiter/agency efficient •  Activity analytics for recruiters

Busin

ess V

alue

Competitive Lagging

7

Talent Network Success

INBOUND ATTRACTION •  Per-click advertising •  Social site advertising •  Referral programs

OUTBOUND SOURCING •  Talent Networks •  Job talent pipelines •  CRM & email campaigns •  Agency/job distribution ENGAGEMENT/NURTURING •  Talent Networks •  Email engagement programs/

content CONVERSION/CANDIDATE EXPERIENCE •  Targeted/branded career sites •  Internal career sites •  Social and mobile apply •  Job level SEO OPTIMIZED MANAGEMENT •  Basic source tracking

Keys to Talent Network Success

Make Talent Networks prevalent


Make opt-‐in simple


Leverage exis6ng informa6on


Segment your talent pool •  Get enough data to properly segment your resul5ng talent

pool for sourcing and follow up communica5on •  Key data includes:

•  Desired job category •  Desired loca5on •  Current/past employers


Show candidates you care •  Use their data in follow-‐up communica5on •  Let them know you know

who they are and what types of opportuni5es they’re interested in


Don’t double up •  Avoid making candidates fill out a talent network profile at

the front of your formal applica5on •  Double entry will depress your applica5on rates for candidates who

are ready to apply.


Go mobile •  The whole point of talent networks is to engage candidates as

they wish to engage •  30% or more of your traffic is likely viewing

your career site on a mobile device


Be proac6ve •  Structure your talent network to gather candidates ahead

of current need •  Structure your opt-‐ins to allow candidates to express

interest in more than just current job openings


Make it easy to search and segment •  Make sure you can search your talent network easily •  Your talent pool is useless if you can’t easily iden5fy best fit

candidates, segment them into targeted talent pools, and reach out to them to apply for jobs as they become available


Create a community •  U5lize one-‐off and scheduled campaigns to send targeted

emails to members of your talent pool in order to keep them engaged and interested

•  Some important examples would be: •  Invite them to apply for appropriate jobs •  Keep them apprised of key events in your organiza5on and,

importantly, within the departments they have expressed an interest in working in

•  Invite them to periodically reconfirm interest


Be proprietary •  Your talent network

should be part of an overall strategy to funnel candidates from all your recrui5ng channels into a growing, proprietary talent pool for future sourcing

External Talent

Internal Talent ATS

TALENT

GREAT HIRES

Pay-Per-Click

Job Boards Agencies

Candidate Databases

Email Campaigns

Internal Candidates

Employee Referrals

Proprietary Talent Pool Talent Network


Measure everything •  Set up key success criteria and monitor these metrics

frequently: •  Talent network growth. Is it growing appropriately? •  Talent pool growth by key job types. Are you gebng opt-‐ins

for your key job categories? •  Engagement ac5vity. Is your team actually using the tool to

engage candidates in the talent network? •  Quality of candidates. Are talent network candidates reaching

late stages in your hiring process? •  Number of hires. Are you hiring candidates from your talent

network talent pool?

Ques5ons and Wrap-‐up

Free Solu5on Snapshot report emailed to you

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