3.17 sourcing success

#jobvite  #sourcingsuccess    

Sourcing Success�Strategies To Find, Engage and Harness Your Talent Pool� March 17, 2015 Andre Boulais, Strategic Account Director at Jobvite

Agenda •  Introduction •  Top tips for Locating Future Hires (for FREE) •  Utilizing Social Media to Increase your Talent Pool •  Ways to Maximize your Existing Talent •  Q&A

Tweet new tips you’ve learned with #sourcingsecrets during the presentation!

(Add #Jobvite for a chance to win a free t-shirt)

Andre J. Boulais Andre J. Boulais •  Strategic Accounts Director at Jobvite •  Former Manager of Global Sourcing at

Salesforce Marketing Cloud and a 3 year Jobvite client

•  Responsible for 45 person Recruiting

Team; Drove more than $3M in ROI utilizing Jobvite Engage

•  Seven years of full life-cycle recruiting and

sales experience with global talent acquisition agency

•  44% % LinkedIn Inmail Response using Engage (Team Average over 6m

@AndreJBoulais

Andre.boulais@jobvite-inc.com

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Here…

or  Here!  

A Company’s Only as Good as its Last Hire

Sourcing Top Talent is essential at every level, whether you are…

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Hint: Not where you were thinking…

Where are all the good candidates hiding?

Candidates Know You’re Looking…

46% of job seekers have modified their privacy settings, and recruiters are looking. 93% of recruiters are likely to look at a candidate’s social profile 42% have reconsidered a candidate based on what they’ve seen, to both positive and negative reassessments

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Candidates Know You’re Looking…

They hide by: •  Deleting or misspelling keywords •  Limit profile visibility •  Make themselves anonymous

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Reverse Engineer Skill Sets

For example: finding Engineers who use Java

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Quick Search of Software Engineers

These candidates must have Java … even if they don’t include on their profile

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No budget for LinkedIn Recruiter? No problem.

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Coroflot: Take a Break from Traditional Resumes

Types of Talent: •  Web Developers •  Business

Development •  Sales •  UI & UX

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Toggle Between Work and Profile

About.me It’s really about finding talent. •  Free Site Posting •  Visual Profiles Types of Talent -  Sales -  Marketing -  Technology

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About.me Offers the chance to link to additional social media

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The Best Candidates WANT to be Found

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How to draw in passive candidates "with social media

Recruiting is Marketing

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The #world is connected via social media

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70% of Talent Pool are Social Job Seekers

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More candidates are drawn to a company’s culture than their job description. Nearly 80% of Millennials look for people and culture fit before looking at career potential  

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Share Content on "Social Media Get Visual: •  Candidates are more likely

to click on a company link tied to a photo

Share articles on recruiting to be seen as an SME •  Having an executive write

a blog around recruiting •  Better yet record a fun

video (Alma Mater shirt for college recruiting)

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While you’re on LinkedIn…

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• Application that pairs customized photos with direct link to career site"

• Targets broad audience including HM’s, Recruiters, Social Media Managers, all business owners

Instajob App

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• Take pictures to help build your employment brand

• Office • Outings • Signs

• Drive traffic to: • Career site URL • Twitter • Other social media

Instajob App

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•  Customize your messaging around events and trends (Remember, you’re trying to entice them)

Get creative with your content!

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Be strategic around key events

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Don’t Just Make Noise

1pm to 4pm

1pm to 3pm

9am to 11am

7am to 9am 5pm to 6pm

2pm to 4pm 8pm to 1am

Share at the right times. Different networks have different peak posting times.

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Ways to Maximize your Talent

From Employee Referrals to The One That Got Away…

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Make your Referral Program a Talent Goldmine

29 days

39 days

55 days

Research shows that applicants hired through a referral have a significantly higher time to hire than their counterparts.

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Employee Referrals Stay Longer

Job Boards 14% of hires 14% stay more than 3 years

Employee Referrals

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Employee Engagement Referral Tips •  Add into your Onboarding process •  Share through web and email campaigns •  Quarterly referral office hours over breakfast with

recruiters and your business units •  Recognize your top referrers

o Contests with accelerated rewards o  Employee recognition

§  Company newsletter §  TV slideshow

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Hires by Source Data on 600 companies over 7 years

*What’s more, employees hired through employee referral are hired 55% faster than those who came through a career site #sourcingsecrets #jobvite

What do you mean they said no? •  Average Steps in your

process? •  What’s your acceptance

rate? •  How many of you reach

out to those that turn down offers?

•  What’s next?

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�Why Rejected Offer Candidates = Hidden Talent Pool •  They’ve already been vetted through 1-5 steps in

hiring process •  Usually down to your offer and 1-2 others •  You know they’re a great match for your company

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How to Re-Engage Them •  Reach out 90 days into their new position •  Keep the correspondence friendly and non-sales-y •  Remember why the candidate was drawn to your

organization and opportunity in the first place •  Check on how they’re doing and reinforce how much

everyone enjoyed meeting them •  Acknowledge you’re still hiring

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The Results May Surprise You •  Scenario 1: Candidate happy at new job

–  Strengthens relationship by reaching out –  Will often give referrals for current roles you’re hiring for –  Keep the door open for further conversation

•  Scenario 2: Candidate unhappy at new job - Opportunity they took may not be what it seemed -If same role is still available ready to begin discussion again -May be more apt to join and now bring more of their network with them

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The keys to your talent castle… Your CRM

Does this sum up �your CRM relationship?

What Tools Does your CRM Have? •  Searchable pipeline by custom filters •  Organized pipeline via custom tags •  Ability to select and broadcast select jobs via social

media •  360 view of your candidate via social media to make

a personal connection •  Ability to capture those candidates attention with a

unique visual and technological approach

Organize Your Talent with Tags

Remember this Candidate?

View of his profile in our CRM

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Candidates Are Always Looking

Questions?