WALKING DEAD

Reviving Your Talent

Networks!

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Presenter Info

Kris Dunn
CHRO of Kinetix RPO (RPO, Recruiting)
Founder of Fistful of Talent, The HR Capitalist
Hoops Junkie

Tim Sackett
President of HRU Tech (Technical Contract
Staffing)
Founder of The Tim Sackett Project
Worlds Foremost Expert on Workplace
Hugging
#Smashfly

#Smashfly

Who are all these zombies?

People love to lurk around your
career site before they actually
apply.
The average candidate has
stopped at your career site at
least 30 days before ever
applying.
Many will never return, and you
have no idea who they are and
what they were looking for.

Why do you even want these

zombies?
You can make these
zombies your friends!
This is the main input for
developing talent
networks.
Ultimately, you want
some of these zombies
to be employees!

74% of applicants
drop off before
completing the
application. Do you
need another
reason?

#Smashfly

Whats a Talent Network?

ATalent Networkis a company
specific opt-in network that
candidates can provide
contact information in
exchange for news about the
companies careers.
It really is an informal contract
between both the company
and the candidate.

Talent Networks & Talent

Communities
A talent community is a
member community.
Shared/common interest
Two-way engagement
content is created and shared
by all.
Extremely hard to maintain

A Talent Network is
designed to build talent
pipelines.
Engagement is one-way
Content broadcasted
More control by organization.

Why do you want one over the

other?
- Talent Networks can easily be
measured and directly correlate to
placements.
- 70% of potential applicants drop off
in your apply process. TNs bring
back upwards of 20%.
- Talent Communities are hard to
measure and utilize more
resources.

In either case

Developing a Sustainable Content

Strategy
Replicate what is replicable.
People love bite-sized bits of
data USA Today arts and
charts
Have an editorial plan and
calendar.
Find out what your own people
are consuming.
Use apps like Feedly,
Bloglovin, etc.

#Smashfly

How to Develop
Your Talent
Network Strategy

Growing Your Talent Network

Where are you going
to allow candidates to
opt-in from?
How and what types of
candidates your team
will source.
Set expectations for
the value you will
provide to your
network.

Targeting Candidate Populations

Once you get a candidate
in your system you need to
segment.
Job skill, job type, location,
competitor, etc.
Its key to create talent
pipelines from the
candidates you engage
with.

Campaigning and Engagement

This cant be Job Spam!
Finds ways to make this
valuable to your Talent
Networks.
Youll need a system
that enables targeted
engagement, or make it
super narrow on how
you use talent networks.

Fresh Candidates Taste Best!

Biggest flaw orgs will make
is not keeping candidate
data fresh!
Rule of thumb is at least
annually, but its dependent
upon industry and positions.
Think about how people
notify their social circles of
changes FB, LI, etc.

Measuring Success
You need to understand what
messaging and content is
compelling to which
candidate population you
are trying to connect with.
What are the metrics youre
going to measure?
How are you going to track
these measures?

#Smashfly

5 Ways Top Companies

Are Utilizing Talent
Networks to Transform
Zombies to Real
Employees!

The Washington Post

News happens all over
the world, all the time.
The challenge: How do we
engage freelance writers
in a moments notice?
Created their own talent
networks between editors
and writers.

Eaton Corporation
Capturing 1000 contacts per day.
Challenge: How do we build pipelines of talent around
major hiring areas?
Built 23 talent networks around core disciplines, each
with separate, relevant messaging.

The Cheesecake Factory

Added Talent Network
Opt-In as part of their
apply flow.
Captured email address
as first step, before apply.
Auto reminder email sent.
The result:
182 hires, from 1,000
candidates who never
completed apply process!

 Invite previous applicants to join.

Get recruiters to prospective candidates
Add opt-in form to apply flow.
300,000 in talent network in first two years.

#Smashfly

Ask the Expert!

Derina Adamczak
TA Manager Meijer
Former Global Recruitment
Marketing Manager CH2M
Recruitment Marketing Expert!
Rollins College Alum Who is
the most famous Alum from
Rollins?

#Smashfly

Okay, Ive got their contact info,

now what?
#1 Develop an email strategy that
continues to reach out to them and
let them know youre interested.
#2 Separate by area and have
special events in those areas you
can invite them to.
#3 Make them feel special! Give
them a phone number, email, etc.
which gives them direct access to a
real person around the process!

#Smashfly

Measuring the
Success of Talent
Networks

Collect the Data that Matters!

Views general direction of how
candidates react to your brand
Call-to-Action Clicks what are you
asking the candidate to do?
Opt-Outs Helps you understand if
youre hitting your target
Phone Calls its the life blood of
what we do in TA.

Its not about numbers, its

about Quality!
Qualified candidates
how do you define?
After an interview
At a certain point in your
process

Hires
What sources are they
coming from?
Does this match up with
sources of candidates?

Tracking Candidates
Source Code Tracking:
ATS custom source codes to know
exactly where someone comes from.
Relying on recruiters to input this
data can get very sketchy.
Your ATS should have this, and source
coding within Job Distribution.

Side by Side Tracking:

Candidates find your job on a job
board, but then applies on your
career site. What is the real source?

#Smashfly

Tim:
Sackett.tim@hru-tech.com
www.timsackett.com
Twitter: @TimSackett
LinkedIn: www.linkedin.com/in/timsackett
Kris:
kdunn@kinetixhr.com
www.hrcaptialist.com
Twitter: @kris_dunn
LinkedIn: www.linkedin.com/in/krisdunn