See the full presentation here: https://youtu.be/Jlnqt0QlZvo Whether you have implemented Talent Networks in your recruiting process or are considering it for the future, this webinar sheds light on best practices for getting the most out of your strategy. Talemetry Director of Talent Sourcing and Marketing Solutions Stephen Schwander and Vice President of Marketing Ian Alexander discuss how recruiting professionals can see increased recruiting performance through the proper use of Talent Network strategies. The presenters touch on several key practices including: - Talent Network deployment best practices - Segmentation of talent pools - Pipelining, engaging, and campaigning candidates - Mobile and social considerations - Success metrics To learn more about Talemetry recruitment marketing software visit http://talemetry.com/.

1. Leveraging
Talent
Networks
for
Op5mized
Recrui5ng
Stephen
Schwander
&
Ian
Alexander

2. Agenda
• What
are
Talent
Networks
• Challenges
• Reasons
for
implemen5ng
• Key
prac5ces
for
success
• Q&A

3. What
is
a
Talent
Network?
• Talent
Networks
are
an
easy
way
for
you
to
engage
with
candidates
and
increase
the
efficiency
of
your
recrui5ng
organiza5on

4. What
is
a
Talent
Network?
• BuJon
on
career
site
• Quick
and
easy
opt-­‐in
• Centralized
pool
of
candidates
• Way
to
capture
passive
candidates
• Engagement
engine
• Source
for
future
hiring

5. Recrui5ng
Challenges
• Not
enough
of
“the
right”
candidates.
Missing
out
on
many
of
the
best
candidates
• Slow
6me-­‐to-­‐fill.
Seeking
new
candidates
AFTER
a
job
becomes
available
requires
addi5onal
5me
to
ramp
up
• Lack
of
scalability.
Without
access
to
pipelines
of
candidates
for
future
job
needs,
efficient
scaling
is
difficult
• Candidate
disappointment.
Candidates
expect
consumer
web
experiences
on
both
desktop
and
mobile
device

6. Talent
Network
Solu5on
• Increase
conversion
rates
• Good
source
of
passive
candidates
• Pool
to
meet
future
demand
• Engage
talent/keep
warm
• Reduce
recrui5ng
costs
• Scalable
hiring

7. More targeted,
Multi channel
Basic Capability,
limited reach
Basic Efficiencies
in place
All Activities
Optimized
Strategic Value Gap
BASIC
FUNCTIONAL
MODERN
OPTIMIZED
Copyright © 2014 Talemetry, Inc. All rights reserved.
INBOUND ATTRACTION
• Manual job posting to each job
board
OUTBOUND SOURCING
• Basic database searching
separately of job boards
• Basic ATS searching of past
applicants
• Overuse of agencies
ENGAGEMENT/NURTURING
• Apply auto response
CONVERSION/CANDIDATE
EXPERIENCE
• Basic career site
• Basic Web apply process
Capabilities
INBOUND ATTRACTION
• Automated job advertising
• Centralized job advertising
• Free and diversity sites
OUTBOUND SOURCING
• Centralized multi-database
sourcing/searching
ENGAGEMENT/NURTURING
• One-to-One recruiter email
outreach
CONVERSION/CANDIDATE
EXPERIENCE
• Job specific apply processes
• Ownership of career site
• Site level SEO
INBOUND ATTRACTION
• Measurement and
optimization
OUTBOUND SOURCING
• Measurement and
optimization
ENGAGEMENT/NURTURING
• Measurement and
Optimization
CONVERSION/CANDIDATE
EXPERIENCE
• Candidate surveys
• Measurement and
Optimization
OPTIMIZED MANAGEMENT
• Unified sourcing analytics
• Traffic sources
• Source of applicants
• Source of hire
• Applicant conversion rates
• Email open/click rates
• Recruiter/agency efficient
• Activity analytics for recruiters
BusinessValue
CompetitiveLagging
7
Talent
Network
Success
INBOUND ATTRACTION
• Per-click advertising
• Social site advertising
• Referral programs
OUTBOUND SOURCING
• Talent Networks
• Job talent pipelines
• CRM & email campaigns
• Agency/job distribution
ENGAGEMENT/NURTURING
• Talent Networks
• Email engagement programs/
content
CONVERSION/CANDIDATE
EXPERIENCE
• Targeted/branded career sites
• Internal career sites
• Social and mobile apply
• Job level SEO
OPTIMIZED MANAGEMENT
• Basic source tracking

8. Keys
to
Talent
Network
Success
Make
Talent
Networks
prevalent

9. Keys
to
Talent
Network
Success
Make
opt-­‐in
simple

10. Keys
to
Talent
Network
Success
Leverage
exis6ng
informa6on

11. Keys
to
Talent
Network
Success
Segment
your
talent
pool
• Get
enough
data
to
properly
segment
your
resul5ng
talent
pool
for
sourcing
and
follow
up
communica5on
• Key
data
includes:
• Desired
job
category
• Desired
loca5on
• Current/past
employers

12. Keys
to
Talent
Network
Success
Show
candidates
you
care
• Use
their
data
in
follow-­‐up
communica5on
• Let
them
know
you
know
who
they
are
and
what
types
of
opportuni5es
they’re
interested
in

13. Keys
to
Talent
Network
Success
Don’t
double
up
• Avoid
making
candidates
fill
out
a
talent
network
profile
at
the
front
of
your
formal
applica5on
• Double
entry
will
depress
your
applica5on
rates
for
candidates
who
are
ready
to
apply.

14. Keys
to
Talent
Network
Success
Go
mobile
• The
whole
point
of
talent
networks
is
to
engage
candidates
as
they
wish
to
engage
• 30%
or
more
of
your
traffic
is
likely
viewing
your
career
site
on
a
mobile
device

15. Keys
to
Talent
Network
Success
Be
proac6ve
• Structure
your
talent
network
to
gather
candidates
ahead
of
current
need
• Structure
your
opt-­‐ins
to
allow
candidates
to
express
interest
in
more
than
just
current
job
openings

16. Keys
to
Talent
Network
Success
Make
it
easy
to
search
and
segment
• Make
sure
you
can
search
your
talent
network
easily
• Your
talent
pool
is
useless
if
you
can’t
easily
iden5fy
best
fit
candidates,
segment
them
into
targeted
talent
pools,
and
reach
out
to
them
to
apply
for
jobs
as
they
become
available

17. Keys
to
Talent
Network
Success
Create
a
community
• U5lize
one-­‐off
and
scheduled
campaigns
to
send
targeted
emails
to
members
of
your
talent
pool
in
order
to
keep
them
engaged
and
interested
• Some
important
examples
would
be:
• Invite
them
to
apply
for
appropriate
jobs
• Keep
them
apprised
of
key
events
in
your
organiza5on
and,
importantly,
within
the
departments
they
have
expressed
an
interest
in
working
in
• Invite
them
to
periodically
reconfirm
interest

18. Keys
to
Talent
Network
Success
Be
proprietary
• Your
talent
network
should
be
part
of
an
overall
strategy
to
funnel
candidates
from
all
your
recrui5ng
channels
into
a
growing,
proprietary
talent
pool
for
future
sourcing
External
Talent
Internal
Talent
ATS
TALENT
GREAT
HIRES
Pay-Per-
Click
Job
BoardsAgencies
Candidate
Databases
Email
Campaigns
Internal
Candidates
Employee
Referrals
Proprietary
Talent
Pool
Talent
Network

19. Keys
to
Talent
Network
Success
Measure
everything
• Set
up
key
success
criteria
and
monitor
these
metrics
frequently:
• Talent
network
growth.
Is
it
growing
appropriately?
• Talent
pool
growth
by
key
job
types.
Are
you
gebng
opt-­‐ins
for
your
key
job
categories?
• Engagement
ac5vity.
Is
your
team
actually
using
the
tool
to
engage
candidates
in
the
talent
network?
• Quality
of
candidates.
Are
talent
network
candidates
reaching
late
stages
in
your
hiring
process?
• Number
of
hires.
Are
you
hiring
candidates
from
your
talent
network
talent
pool?

20. Ques5ons
and
Wrap-­‐up
Free
Solu5on
Snapshot
report
emailed
to
you
Learn
about
Talemetry
Talent
Networks
and
Recruitment
Marke5ng
Placorm
Talemety.com