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Hard-to-find talent isn’t interested in submitting resumes or engaging with career sites. These are busy people, deeply focused on a project or idea. Reaching them is not only difficult — it’s often next to impossible. Crowdsourcing may hold the answer, but it is not a panacea nor is it easy. It requires the recruiter to have highly relevant, specific, and engaging content, a fast response time, and solid technical information. In this webinar Kevin will discuss several strategies to make crowdsourcing practical and how to use different techniques to improve candidate supply and quality.
Citation preview
Uncover Talent Where You
Least Expect It:
5 Crowdsourcing Tactics
Presented by Kevin
Wheeler
July 2014 for ERE.NET
Trend
s & Is
sues
38-40 million fewer workers with a college/postgrad
degree than needed 13% more demand than
supply
Source: http://www.mckinsey.com/insights/employment_and_growth/the_world_at_work
Trend
s & Is
sues
According to a recent Indeed report there are more postings than people for these professions: Engineering & Architecture Computer & Math
Health Care & Technical Management
“What Job Seekers Want: Occupational Satisfaction & Desirability Report,” Indeed, March 2014
Trends & Issues Traditional search is more
and more difficultMany top people are not on
LinkedIn or social media
Few people respond to
Inmails and other
communications.
Recruiting websites fail to
reach most people.
Referral programs work,
but can be overused.
Crow
dsou
rcin
g –
a so
lutio
n
Obtaining the leads to the best
talent by soliciting contributions
from a large group of people,
especially an online community.
Why
Use
Cr
owds
ourc
ing?
How does anyone know you have opportunities?
When they find an interesting position, what
do they do?Why would they go through your application process?What’s your incentive?
How is your firm different?
Ben
efits
to Yo
ur
Orga
niza
tion
-Access hard-to-talk-to, hard-to-find talent-Find higher quality
candidates -Find candidates faster than traditional search
-Involving employees improves candidate acceptance
4 Requirements
The Crowd
The job seeking
population
Your employees
The unidentified
hard-to-find
The Crowdsourc
er This is you,
your team
and your
organization
who are
looking for
great people.
4 Requirements
The Crowdsourc
e Task
Finding the
hard-to-find
talent you
need.
Finding the
highest quality talent.
The Crowdsourc
e Platform
Your online
community
and website.
You social
media presence.
Build an Online Community
11
1
More
Exa
mpl
es
Doesn’t have to be for
recruiting. You can “lurk” and
find interesting people.
New Approach by Zappos
No Job
Postings!
Usef
ul P
latfo
rm
Tool
s
Ascendify
Partner with Internal Talent
-Find experts willing
to share
-Solicit employees to
act as ambassadors
-Work with the
marketing folks
-Select employees to
find specific people
for opportunities.15
2
Keep Everyone
Engaged
16
1. Create Interest
groups -
Engineering-Human
Resources-Finance 2. Build interesting content -Use internal people -Made short videos -Use surveys & quizes3. Keep it fresh
-Announce events -Showcase corporate activities -Make sure it is current 4. Use Social Media
-Link to your Facebook
page -Link to Twitter
-Let them follow a
recruiter
3
Social Media is key to candidate awareness and engagement.
17
Social Media Influence
18
Use Your Imagination to
Build Traffic
-Use selected
internal talent to
find other talent.
-Hold a contest
-Use MOOCs
-Create games
-Promote on social
media
19
4
Make it Easy to
Express Interest
-Easy Registration for
community (just an
email)
-Preliminary
application via
LinkedIn or Facebook
-Self-assessments
-Games
20
5
THANKSYour Thoughts & Questions
Follow me on Twitter: @kwheeler
21
www.futureoftalent.org
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