small budget - big recruitment

12
Small Budget – Big Recruitment ere.net Webinar | January 22, 2014 Master Burnett Director of Strategy [email protected] | @masterburnett

Post on 14-Sep-2014

838 views

Category:

Business


0 download

DESCRIPTION

New Year’s resolutions come in all shapes and sizes, and hopefully one of yours was to make the most effective use of your recruiting budget. Whether you are starting the year off with a small budget allocation or a larger one and are awaiting the inevitable notice from finance that your budget is being revised (rarely a good thing), leveraging low and no cost recruiting approaches that are effective is always good business. Small budgets scream for creativity, but they also demand rigorous execution. A failed initiative that consumes a tenth of your budget really hurts when you have precious little wiggle room. While many recognize the most common low cost approaches, the tips and tricks to getting the most from them are not as well known. This webinar will highlight the most effective low cost recruiting approaches and dive deeper in to how to use each for maximum return. Attending this webinar will provide you with: A checklist of low-cost recruiting approaches that many have found widely effective Tactical guidance on low-cost program execution to maximize effectiveness Strategy tips on leveraging other people’s time and money An exercise on understanding the true cost of any program/initiative

TRANSCRIPT

Page 1: Small Budget - Big Recruitment

Small Budget – Big Recruitmentere.net Webinar | January 22, 2014

Master BurnettDirector of Strategy

[email protected] | @masterburnett

Page 2: Small Budget - Big Recruitment

My Background

©2014 Master Burnett | @masterburnett | @BraveNewTalent

Page 3: Small Budget - Big Recruitment

©2013 Master Burnett | @masterburnett | @BraveNewTalent

Agenda

• My Paradigm• Small Budget Realities• Key No/Low Cost Approaches• Getting Creative• Questions

Page 4: Small Budget - Big Recruitment

SMALL BUDGET REALITIESEmbracing Iterative Execution

Page 5: Small Budget - Big Recruitment

©2013 Master Burnett | @masterburnett | @BraveNewTalent

LEAN – Iterative Execution

$$$$$$

$$$$ $

Most recruiting budgets are weighted down with antiquatedand inefficient approaches carried over from yesteryear!

Highly Targeted Adaptive

LEAN

1 Define Value

2 Design Core Workflow

3 Minimize Workflow

4 Just-in-time Service

5 Improve

Page 6: Small Budget - Big Recruitment

©2013 Master Burnett | @masterburnett | @BraveNewTalent

LEAN – Practical Execution

No matter how effective and efficient you evolve your systems,they will never overcome the failings of the greater business.

1. Understand where budget goes (look at activity)1. Staff – 50-70% → 40%2. Tools – 20-30% → 20%3. Programs – 0-30% → 40%

2. Split budgets1. Two-month increments2. Core – 30%3. Variable – 70%

3. Shift to other peoples time/money4. Tactical iteration

1. Mid-increment

Why do it?

What impact do we think?

Is it proven?

Page 7: Small Budget - Big Recruitment

KEY NO/LOW COST APPROACHESCore Programs and Basic Toolbox Approaches

Page 8: Small Budget - Big Recruitment

©2013 Master Burnett | @masterburnett | @BraveNewTalent

Core Programs

1 Employee ReferralUnderstand motivation, use structured activities, no long-term program

2 Recycle Loop Candidates (Alumni, Silver Medalists, Target Trajectories)Nurture, greener grass, improves ROI of previous spend

3 Direct SourcingTraining, internships, alternative data sources / unlikely places, social media

4 AutomationWhat’s mandatory, what adds value/works

5 EventsNon-employment focused, meet-ups, hobby groups, memorable, influencer

6 PressTell your story, make your company personal, play the gimmick

Page 9: Small Budget - Big Recruitment

©2013 Master Burnett | @masterburnett | @BraveNewTalent

Optimizing Employee Referral

1 Assuming it Works as Intended…It doesn’t if not structured to!64% know fairy/very well, Offer Acceptance ↑ 16.3%, Turnover ↓ 15.2%, Ratio of 3:1 versus 18:141% not sure, hesitant or unwilling to participate again based on past experience.

2 Referral Programs are a ToolEmployee, Social, Partner, Executive, etc. Establish very clear goals about how the referral program(s) contribute to your greater strategy.

3 Who, What, When, WhyStructure drives performance, without you get externally driven results. Experience drives sustainability.Deliver prioritized fast response, be transparent, over communicate.

4 Awareness / Support21% Awareness, embrace campaign model, use multiple channels, keep program visible/top-of-mind,make marketing sharable (Create, Publish, Reuse, Share, Measure). Only 13% satisfied with guidance.

5 Play to true motivationDrive messaging around top three motivations, reward desired activity, make rewards time relevant.

6 Embed in Business OperationsDepartmental meetings, quarterly meetings, etc

Page 10: Small Budget - Big Recruitment

GETTING CREATIVEDifferent Thinking When Core Programs Are Not Enough

Page 11: Small Budget - Big Recruitment

©2013 Master Burnett | @masterburnett | @BraveNewTalent

Creatively Tackling Challenges

Open Houses / Factory ToursGroup Interviews Speed Interviews Free Open Training

Pub Crawls / Talent Hunts Personalized Courting Get AttentionCell Phones, Billboards, C-Level Calls Odd Adverts, Events, Free OfferingsCards, Conferences, Walk Abouts

Page 12: Small Budget - Big Recruitment

THE END (STILL AWAKE?)Master [email protected]@masterburnett(415) 738-8000 x301

©2013 Master Burnett | @masterburnett | @BraveNewTalent