Recruitment and Retention on a Shoestring Budget: Maintaining a Commitment
Small Budget - Big Recruitment
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14-Sep-2014 -
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Transcript of Small Budget - Big Recruitment
Small Budget – Big Recruitmentere.net Webinar | January 22, 2014
Master BurnettDirector of Strategy
[email protected] | @masterburnett
My Background
©2014 Master Burnett | @masterburnett | @BraveNewTalent
©2013 Master Burnett | @masterburnett | @BraveNewTalent
Agenda
• My Paradigm• Small Budget Realities• Key No/Low Cost Approaches• Getting Creative• Questions
SMALL BUDGET REALITIESEmbracing Iterative Execution
©2013 Master Burnett | @masterburnett | @BraveNewTalent
LEAN – Iterative Execution
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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
©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?
KEY NO/LOW COST APPROACHESCore Programs and Basic Toolbox Approaches
©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
©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
GETTING CREATIVEDifferent Thinking When Core Programs Are Not Enough
©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
THE END (STILL AWAKE?)Master [email protected]@masterburnett(415) 738-8000 x301
©2013 Master Burnett | @masterburnett | @BraveNewTalent