walking dead: reviving your talent networks

WALKING DEADReviving Your Talent Networks!

Presenter Info• Kris Dunn• CHRO of Kinetix RPO (RPO, Recruiting)• Founder of Fistful of Talent, The HR Capitalist• Hoops Junkie

• Tim Sackett• President of HRU Tech (Technical Contract Staffing)• Founder of The Tim Sackett Project• World’s Foremost Expert on Workplace Hugging

#Smashfly

1#Smashfly

Who are all these zombies? • People love to lurk around your

career site before they actually apply.

• The average candidate has stopped at your career site at least 30 days before ever applying.

• Many will never return, and you have no idea who they are and what they were looking for.

Why do you even want these zombies? • You can make these zombies

your friends!

• This is the main input for developing talent networks.

• Ultimately, you want some of these zombies to be employees!

You just need to find a way to get them all moving in the same direction! That’s the problem with zombies, they don’t work together. That’s where we come in – we need to find way to leverage all those numbers.

74% of applicants drop off before completing the

application. Do you need another

reason?

2#Smashfly

What’s a Talent Network? • A Talent Network is a company

specific opt-in network that candidates can provide contact information in exchange for news about the companies careers.

• It really is an informal contract between both the company and the candidate.

Talent Networks & Talent Communities• A talent community is a

member community. • Shared/common interest• Two-way engagement – content

is created and shared by all.• Extremely hard to maintain

• A Talent Network is designed to build talent pipelines.• Engagement is one-way• Content broadcasted• More control by organization.

Why do you want one over the other?

- Talent Networks can easily be measured and directly correlate to placements.

- 70% of potential applicants drop off in your apply process. TNs bring back upwards of 20%.

- Talent Communities are hard to measure and utilize more resources.

In either case…

You still need to offer and deliver information that is valuable to those you are reaching out to, that you want to join your network.

Developing a Sustainable Content Strategy

• Replicate what is replicable.• People love bite-sized bits of data

– USA Today arts and charts• Have an editorial plan and

calendar. • Find out what your own people

are consuming. • Use apps like Feedly, Bloglovin’,

etc.

3#Smashfly

How to Develop Your Talent

Network Strategy

Growing Your Talent Network• Where are you going to

allow candidates to opt-in from?• How and what types of

candidates your team will source.• Set expectations for the

value you will provide to your network.

Targeting Candidate Populations• Once you get a candidate in your

system you need to segment.

• Job skill, job type, location, competitor, etc.

• It’s key to create talent pipelines from the candidates you engage with.

Campaigning and Engagement• This can’t be Job Spam!

• Finds ways to make this valuable to your Talent Networks.

• You’ll need a system that enables targeted engagement, or make it super narrow on how you use talent networks.

Fresh Candidates Taste Best! • Biggest flaw orgs will make is not

keeping candidate data fresh!

• Rule of thumb is at least annually, but it’s dependent upon industry and positions.

• Think about how people notify their social circles of changes – FB, LI, etc.

Measuring Success • You need to understand what

messaging and content is compelling to which candidate population you are trying to connect with.

• What are the metrics you’re going to measure?

• How are you going to track these measures?

4#Smashfly

5 Ways Top Companies Are Utilizing Talent

Networks to Transform Zombies to Real Employees!

The Washington Post• News happens all over the

world, all the time.

• The challenge: How do we engage freelance writers in a moment’s notice?

• Created their own talent networks between editors and writers.

Eaton Corporation• Capturing 1000 contacts per day. • Challenge: How do we build pipelines of talent around major hiring

areas?• Built 23 talent networks around core disciplines, each with separate,

relevant messaging.

CDW had major growth initiatives – they used employees stories, thank you messages and recruiter outreach through email at different automated touchpoints to keep talent pipelines fresh. Also, they use their Glassdoor rating pre- and post-apply to convert more leads.

The Cheesecake Factory

• Added Talent Network Opt-In as part of their apply flow. • Captured email address as first

step, before apply. • Auto reminder email sent. • The result:• 182 hires, from 1,000

candidates who never completed apply process!

• Invite previous applicants to join.• Get recruiters to prospective candidates• Add opt-in form to apply flow. • 300,000 in talent network in first two years.

5#Smashfly

Ask the Expert! • Derina Adamczak• TA Manager – Meijer • Former Global Recruitment

Marketing Manager – CH2M

• Recruitment Marketing Expert!

• Rollins College Alum – Who is the most famous Alum from Rollins?

6#Smashfly

Okay, I’ve got their contact info, now what?#1 – Develop an email strategy that continues to reach out to them and let them know you’re interested.

#2 – Separate by area and have special events in those areas you can invite them to.

#3 – Make them feel special! Give them a phone number, email, etc. which gives them direct access to a real person – around the process!

7#Smashfly

Measuring the Success of Talent

Networks

Collect the Data that Matters! • Views – general direction of how

candidates react to your brand

• Call-to-Action Clicks – what are you asking the candidate to do?

• Opt-Outs – Helps you understand if you’re hitting your target

• Phone Calls – it’s the life blood of what we do in TA.

It’s not about numbers, it’s about Quality!• Qualified candidates – how do

you define? • After an interview• At a certain point in your process

• Hires• What sources are they coming

from?• Does this match up with sources

of candidates?

Tracking Candidates• Source Code Tracking:

• ATS custom source codes – to know exactly where someone comes from.

• Relying on recruiters to input this data can get very sketchy.

• Your ATS should have this, and source coding within Job Distribution.

• Side by Side Tracking: • Candidates find your job on a job board,

but then applies on your career site. What is the real source?

Tim:Sackett.tim@hru-tech.comwww.timsackett.comTwitter: @TimSackettLinkedIn: www.linkedin.com/in/timsackett

Kris:kdunn@kinetixhr.comwww.hrcaptialist.comTwitter: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn