Recruiting Passive Talent

Strategic Recruitment Leadership

Is Your Organisation Keeping Pace?

Fish in a bigger pond 1

Think Differently 2

Better tools 3

Engaging the BEST talent, not just active job seekers

20% Semi-active

& active

80% Passive

& Super-Passive

Unemployment rate for in-demand skills

Source: http://online.wsj.com/article/SB10001424127887323936804578229873392511426.html

Biomed.

Engineers

Petroleum

Engineers

Real Estate

Appraisers

Insurance

Underwriters

Computer

Hardware

Financial

Analysts

.4% .6% 1%

1.7% 1.9%

National

933 On LinkedIn in

Edinburgh

Project Manager

are equal ROLES

Not all

RECRUITING CHALLENGES

Difficult to find/hire

High demand/low supply

Diversity of impact

Adequate vs. star

Diversity of impact

Adequate vs. star

Difficult to find/hire

High demand/low supply

Increased Quality

+ Reduced Time

+ Reduced Cost

BIG IMPACT

Insights Be great at what

you do

Everywhere Work wherever our

members work

Identity Connect, find, and

be found

Increasingly integral to the life of today’s professional

Source: LinkedIn survey of 272 recruiting leaders in North America, February 2013

Two years ago Currently Two years from now

Screening/

interviewing

applicants

Posting jobs Pipelining

talent

Employer

branding

Social

recruiting

24% 22% 19% 16% 10% 6% 4% 6% 10% 3% 5% 6% 2% 7% 12%

Where do you spend your time?

NEW MINDSETS for today’s recruitment opportunities

“Hiring the best person available for a position,

rather than the best person who applies to a

job posting, requires a different type of recruiter

and a different type of recruiting process.”

Lou Adler

Adler Group

Career Opportunities

Job Descriptions

Careers are a lot like shoes Preferences differ, and fit is extremely important

A different target…

Active Candidates

Regularly visit job boards &

career sites

Have a current resume

Eager to read job descriptions

Likely to apply for a variety of

positions

Don’t visit job boards or career

Don’t have current resumes

Unlikely to read a standard job

description

Likely will listen to the right

opportunity

Passive Candidates

…Requires a whole different approach

Recruiting

Marketing

Career Opportunities NOT Job Descriptions

Great recruiters think about jobs the

way marketers think about products

Strong brands move people toward

purchase long before they enter the store

Do you think people treat

CAREER DECISIONS any less seriously?

Source: http://www.mckinsey.com/insights/leading_in_the_21st_century/how_leaders_kill_meaning_at_work

The most engaged employees are

motivated by a sense of pride They are proud to tell others where

they work

They care deeply about the future of

the organisation

They are inspired by company

leadership and by those they work

Large company or small, every recruiter should

think like a marketer

Bold, memorable visuals

with lively colors

Focus on employees

through videos and

quotes that emphasize

culture

Arresting copy

that grabs the reader

Multiple page versions

highly targeted to

visiting talent

Custom Ads

with a branded look

Talent leaders know that brand matters

83% Say employer brand

has significant impact

on ability to hire

great talent

Employer brand investment is rising

Spent Same

Spent Less

Spent More

“Did you spend more, less or the same on

Employer brand in 2012 compared to 2011?”

A Strong Talent Brand Is…

Culture Authenticity

Dialogue Consistency

Engagement Awareness

Employer

of choice

“Recruiters’ 10 years from now will be preoccupied

with marketing, PR, community building, and

employment branding. The ‘War for Talent’ will

be a ‘War of Relationship Marketing’.”

Matthew Jeffery

Global Head of Talent Strategy & Innovation

HR Talent Acquisition, SAP UK Ltd.

Recruiting

2 Recruiting IS Marketing

RECRUITERS are always recruiting

SALES PEOPLE are always selling

Great recruiters do too

Sales people…

Mindset Structure Culture

A Sales

Individual

Organization

Sales teams measure lots of

things, but they MANAGE on

the few measures that move

THE BUSINESS FORWARD

The sales funnel

Qualified Prospects

Proposals

Solution Overviews

The recruiting funnel is no different

Qualified Profiles

Interviews

Interested Responses

Regardless of organization size

Qualified Profiles

Interviews

Interested Responses

Ed Nathanson

Head of Talent Acquisition

Rapid7

“Talent acquisition will be run much more like sales

organizations and business partners than HR

organizations, with incentives in place beyond just

“hires” that measure retention and impact.”

Every Employee

An Ambassador

Recruiting IS Sales 3

Every employee a hub

Every profile view AN OPPORTUNITY

Engaging, friendly picture

Who wouldn‘t want to work

with Stacy?

to branded destinations

Killer summary

Written in the first person,

oozing with passion.

Descriptive headline

That goes beyond the title

OTHER FEATURES WE LIKE

• Core skills, endorsed

by her network

• Volunteer experiences

• Just enough on prior

positions to build credibility

Lead by example The anatomy of a well-branded recruiting profile

Roll it Out

Warming up passive talent

Extreme

Moderate

Harness the

of Data

Every employee IS an ambassador

Do your hiring managers want you to find this

little guy?

Do you use data

to make conversation

MORE productive?

If you measure it, you can manage it Recruitment is an art, but you can use science to bring out

the best in your artists

Test different approaches

when reaching out to

passive talent

Communicate Success throughout

the organization

Share best practices with

your peers

STRATEGIC

5 Harness the

POWER of data

Elevating the recruiting function

Strategic

Continuous

pipelining

Continuous multi-

channel engagement

Powerful talent brand

Employer of choice

Talent data guides

business strategy

True strategic

leadership

Developing

Early shift toward

passive talent

Some social recruiting

Building awareness

Defined employer

value proposition Traditional

Post and pray

Agency reliance

Reactive

Start from zero

Foundational

Strong sourcing

capabilities

Targeted engagement

Employees as talent

brand ambassadors

Success metrics

Elevating the recruiting function

Strategic

Continuous

pipelining

Continuous multi-

channel engagement

Powerful talent brand

Employer of choice

Talent data guides

business strategy

True strategic

leadership

Developing

Early shift toward

passive talent

Some social recruiting

Building awareness

Defined employer

Post and pray

Agency reliance

Reactive

Start from zero

Foundational

Strong sourcing

capabilities

Targeted engagement

Employees as talent

brand ambassadors

Success metrics

ngagin

Strategic

Internal and external

talent engagement

Engage everywhere,

including mobile

World class marketing

of talent brand

Talent data guides

business strategy

True strategic

leadership

Developing

Early emphasis on

passive talent

Job board and social

recruiting

Defined employer

Agency reliance,

reactive

Post-and-pray

Foundational

Sourcing excellence,

team-wide pipelining

Targeted engagement

Employees as talent

brand ambassadors

Success metrics

Where is your

organization

today?

Where do

you want

to be?

Recruiting IS Marketing

Recruiting IS Sales

Harness the POWER of data

STRATEGIC

6 Steps to Passive

Talent Recruiting

Excellence

Better Tools

LinkedIn Core Solution

Personalized

Job Targeting

The right job, in front of the

right people, even when

they aren’t looking.

Talent Brand

Development

Leverage your authentic

brand to improve applicant

quality and quantity.

Strategic

Sourcing

Find your ideal candidates

and engage them, quickly

and easily.

Target candidates with the most relevant jobs

50% Of all applications for jobs

on LinkedIn come from JYMBII

Showcase your talent brand on LinkedIn

Jim Young Account Executive, xyzCo San Francisco Bay Area | Software

Addison Augusto Sr. Account Executive xyzCo– San Francisco, CA

Current xyzCo, Account Excecutive

Previous Acme System, Associate Account Executive

Education San Jose University

Eric Robertson Product Manager at xyzCo

Picture Yourself at xyzCo

Talent Brand ROI

50% Savings in cost per

hire is associated with

a strong employer brand

Companies with stronger employer brand have

28% lower turn-over rates than companies

with weaker employer brands

Source: LinkedIn Survey, 2010, 2250 Responses

Find and engage your ideal candidates

A virtuous cycle of recruitment excellence

Strategic

Sourcing

Personalized

Job Targeting

Talent Brand

Development

Recruiting Passive Talent

Documents

Transcript of Recruiting Passive Talent

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