Think Like a Marketer and Ace Your Recruiting Results

Think Like a Marketer – and Ace Your Recruiting Results Presented by: Will Staney, Director of Recruiting, Strategic Programs

2 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.2 SuccessFactors Proprietary and Confidential © 2012 SuccessFactors, An SAP Company. All rights reserved.

Agenda

• Keep pace with candidates’ changing expectations

• Leverage the corporate brand to enhance your employer brand

• Use in-depth analytics to see what works, and tweak strategies in real time

• Ride the wave of new technologies and best practices


The Talent Shift

Realignment of Recruitment Funds With Target AudiencesGives Valuable Time Back to Recruiters and Drives ROI


Sourcing Confusion & Lack of Integration

Craigslist


Companies need a multi-channel marketing strategy for their jobs that uses analytics to measure the effectiveness of those channels so they can adjust their strategy in real time.

Keep pace with candidates’ changing expectations


The modern workforce

looks like this


By 201447% of workers

will be born after 1980


Every day, they use apps like this


To deliver business value, you must

attract, retain, and excite the best new talent


The world of recruiting has changed

Yesterday Today

Getting The Best Hires Is Everything

Recruiter tools Tools for everyone

Job boards Social recruiting

Silo’ed recruiting Integrated recruitingJob Hunters Passives are Possible

Automation Business results

Applications Referrals External Candidates Internal Candidates


In fact…

300+ million job searches start in a search engine (at least!)

90% of candidates don’t apply the first time they see an interesting job

While many companies talk about quality of hire, few companies have a comprehensive and systematic measurement approach

Leverage the Corporate Brand to Enhance your Employer Brand


Leverage the Corporate Brand


Stay Consistent with your branding on Multiple Channels






Source Where Your Brand Is

Use in-depth analytics to see what works, and tweak strategies in real time


Social Hiring Stats 2012 - LinkedIn

Visits:1,835,258

Apply:381,462

Interview:4,672

Hires:368

Apply/Hire: 1,037

Visits:1,058,793

Apply:69,615

Interview:1,659

Hires:152

Apply/Hire: 458

Job Slots

Groups, Status, etc


Visits:491,434

Apply:7,467

Interview:574

Hires:219

Apply/Hire: 34

Social Hiring Stats 2012 - Facebook

Visits:161,722

Apply:1,156

Interview:54

Hires:10

Apply/Hire: 116


Candidates

ATS System

Reporting & Analytics

Job Marketing

Recruiting Events

Branding & Campaigns

College, Diversity

Recruiting Campaigns

Recruiter Contacts

CRM(Passives)

Talent Community

Employee Referrals

Sourcing Tools

Job Boards

Search Engines

Channels & Platforms

Mobile Recruiting

Social Recruiting

Job Distributor

Job Publishing

Job Feeds (RSS/XML)

Job Aggregators

Niche Boards

Social Pages

SocialNetworks

Social CRM

Social Apps

Social API Integration

Use a Multi-channel Marketing Approach


Attract talent Select the best

Trend: Automation and Optimization of Technology

Job Boards

Sourcing Tools

HeadHunters

Campaigns & Events

Military & Diversity

Mobile & Micro Sites

Social Recruiting

CRMReferral Tracking

Unable to Measure

Don’t Know what works


Attract talent Select the best

Job Boards

Sourcing Tools

HeadHunters

Campaigns & Events

Military & Diversity

Mobile & Micro Sites

Social Recruiting

CRMReferral Tracking

Unable to Measure

3. Don’t Know what works

1) Solutions Are Focused on Selection(From Apply to Hire)

2) 2/3 of the Hiring Process Happens Outside of the Applicant Tracking Solution (ATS)

Most Common Recruiting Model Today


Traditional Marketing did this too…


Attract talent directly to you Engage and capture talent inside and out

Select the best faster and easier

Redefining Recruiting Solutions

Measure

Know what works

A Strategic Marketing Model for Recruiting


How to Recruit BetterCandidate Sourcing and Relationship

Attract Engage Measure

Search Engines

Social Media& Networks

TargetedJob Sites

ReferralMarketing

Social Media& Applications

Talent Community

Mobile Career Site

Career Site & CandidateExperience

Channel SourceEffectiveness

Talent Engagement Metrics

Media Performance

Talent SupplyChain


Sourcing Confusion & Lack of Integration

Candidates

ATS System


SuccessFactors Globally Optimizes Recruitment Marketing Operations

Recruiting Marketing

Social Network Integration

Search Engine Optimization

Candidate Campaigns

Employee and Public Referrals

Candidate Sourcing Events

Mobile Career Site

Internal Mobility

Job Site Distribution

Talent Community

Career Site Hosting

Recruiting Management

Recruiting Metrics

• Key Perf Indicators• Brand/Visitor Traffic• Campaigns/Activity• Converts/Captures• Cost Per Apply/Hire• Time To Fill/Quality

Sourcing Spend$$$$

Advanced Analytics


Measuring What’s Working


Recruiting Analytics – Full Line of Sight

Sourcing Mix

• Compare your front end sourcing mix with downstream hiring results

• What sources drive more traffic to your website and yield greater hires

• What sources have the best ROI


Stay Consistent with your branding on Multiple Channels

Attract:

• Social sourcing and employer branding: Facebook, Twitter, YouTube, LinkedIn, Instagram, Google+, Glassdoor

Engage:

• Dynamic content, incl. our employees’ stories draws back to RMK hosted career site for analytics

• Streamline the candidate experience with RMK/RCM SSO (apply for a job in minutes!)

Measure:

• Career site traffic increase from 10k/yr to over 500k visits/yr with 10% coming from mobile alone

• Managing all recruitment advertising campaigns in Recruiting Dashboard (PPC, aggregators, recruiter direct sourcing, etc)

http://facebook.com/successfactorscareers

http://twitter.com/careersatsf

http://youtube.com/careersatsf

https://www.linkedin.com/company/successfactors/careers?trk=top_nav_careers

http://instagram.com/careersatsf

https://plus.google.com/u/0/101307424481497855045/posts

http://www.glassdoor.com/Overview/Working-at-SuccessFactors-EI_IE11393.11,25.htm

http://jobs.successfactors.com/


36SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.

Great stories here

Reduction in Head Hunter Fees of $4.5MM in Q4 2010, 19% (16 day) reduction in time to fill for key positions

Increased recruiter efficiency: 25%, Reduced new facility time-to-fill: 18%,

Reduced turnover: 9%, Increased revenue-per-trainer: 7%

Reduced total advertising spend $11 M in two years while apply rate increased 40%

Saved $500K in Media Spend in 1st year, Talent Community e-mail drove 9.1% of applies.

Ride the wave of new technologies and best practices

Questions?