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OUTBOUND HIRINGSTRATEGY MAP
VOLUME TO VALUE
How Outbound Hiring
is changing hiring
as you know it
Speakers
Aadil Bandukwala
Social Talent Evangelist
Belong
Prasad Rao
Head of Talent Selection India
Adobe
We are not a
volume-hiring company,
we are a
VALUE-HIRING COMPANY.
ABDUL JALEEL
Vice President, People Resources India
Ado...
What is the biggest challenge facing recruiters today?
Discovering relevant
candidates
65% of recruiters cite a lack of sk...
Candidate Drop off / Taking
up counter offers
Accepting another offer (47%) is the
NUMBER 1 reason why offers get rejected...
BY THE NUMBERS
The diminishing returns on Inbound Hiring
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS...
Why Outbound Hiring is the
Future of Recruitment
How Recruitment has changed
ENGAGE
DELIGHT
INTERVIEW
OFFER
JOIN
F
L E
D
:
TARGET
Low Effort
+
High Accuracy
Personalized
E...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 10 OF 45
Outbound Hiring is a targeted,...
Targeted: Discovering relevant candidates
Candidate-Focused: Candidate Drop off /
Taking up counter offers
Personalised: Imp...
Strategic Business
Partners
Sourcing
Alignment with
Business
Marketing
Relationship Management
Analytics & Reporting
Sales...
We are RE-ARCHITECTING THE
ORIENTATION OF THE RECRUITER
in terms of how to sell the value
proposition of the company, how ...
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
80%
of recruiters think they have a ‘high’ to ‘very
high’ understanding of the jobs for which they
recruit.
61%
of hiring ...
At its core, an Opportunity Profile
documents what your ideal candidate
will want to know about the role
before interviewin...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 18 OF 45
A well-defined Opportunity Pro...
Opportunity Profile for Brand Designer at Belong
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
77% OF RECRUITERS
are more efficient and effective
when they understand
the Talent Pool.
Source: LinkedIn Talent Solutions Su...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 21 OF 45
Think of your
Talent maps
as y...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 22 OF 45
How to create a Talent Map
Mar...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 23 OF 45
Target Personas
Typically, wha...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 24 OF 49
Out of 9.8k Big Data Engineers...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 25 OF 49
Female Big Data Engineers cons...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 26 OF 49
Hadoop emerges as the most com...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 25 OF 45
What are Candidate Personas?
A...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 29 OF 45
Benefits of creating Candidate...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 26 OF 45
How to build a Candidate Perso...
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
Company data
What companies typically attract the best talent in this
space?
Are these companies at the same size or simil...
Talent Sourcing Maturity Model
RESUME-DRIVEN
SOURCING
BASIC DATA-
DRIVEN SOURCING
ADVANCED DATA-
DRIVEN SOURCING
PREDICTIV...
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 34 OF 45
How to Generate Candidate-Spec...
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 39 OF 49
Content Personalization Spectr...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 37 OF 45
What kind of content do you ne...
Define the Opportunity Profile
Generate Talent Map and Personas
Source Candidates and Map to Personas
Generate Candidate-Spe...
Social Media
Webinars
Emails
Events
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 39 ...
© 2017 Belong Technologies India Pvt. Ltd.
THE OUTBOUND ALL STARS RECRUITER SERIES 40 OF 45
A powerful way to maximize the...
Proactively engage candidates who have accepted offers but are
yet to join witht he help of hiring leadership.
No-Show Fig...
80%
of people would take one job over another based
on personal relationships formed during the
interview process.
Source:...
How do you go Outbound?
What can you expect from the rest
of the Series
VOLUME TO VALUE:
How Outbound Hiring is changing hiring
as you know it
Basics - 6 Processes of Candidate Discovery -
Creat...
Webinar#1 Outbound All Stars Webinar Series
Webinar#1 Outbound All Stars Webinar Series
Webinar#1 Outbound All Stars Webinar Series
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Webinar#1 Outbound All Stars Webinar Series

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Volume to Value: How Outbound Hiring Is Changing Hiring As You Know It

How Outbound Hiring Is Changing Hiring As You Know It
The emergence of analytics, social, personalized marketing, and an increased recognition of talent as a CEO concern -- all enable an intelligent, business-aligned approach to strategic hiring.

In this session we covered:
- How to make the Case for Outbound Hiring in an Organization
- The 6 Essential Processes of Outbound Hiring
- Optimizing Sourcing with the New 4-Step Talent Sourcing Framework
- The Personalization Spectrum for Strategic Recruiting
- Driving Funnel Conversions with Synchronized Outbound Plays

Publicada em: Recrutamento e RH
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Webinar#1 Outbound All Stars Webinar Series

  1. 1. OUTBOUND HIRINGSTRATEGY MAP VOLUME TO VALUE How Outbound Hiring is changing hiring as you know it
  2. 2. Speakers Aadil Bandukwala Social Talent Evangelist Belong Prasad Rao Head of Talent Selection India Adobe
  3. 3. We are not a volume-hiring company, we are a VALUE-HIRING COMPANY. ABDUL JALEEL Vice President, People Resources India Adobe
  4. 4. What is the biggest challenge facing recruiters today? Discovering relevant candidates 65% of recruiters cite a lack of skilled candidates in the market as the largest obstacle to hiring* 72% of CEOs are concerned about the availability of key skills.** Standing out from other companies and getting candidate attention 80% of people would take one job over another based on personal relationships formed during the interview process.*** © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 5 OF 45 * https://www.jobvite.com/wp-content/uploads/2016/09/RecruiterNation2016.pdf ** PwC, 19th Annual Global CEO Survey, 2016 *** http://www.mattersight.com/resource/take-this-job-and-love-it/
  5. 5. Candidate Drop off / Taking up counter offers Accepting another offer (47%) is the NUMBER 1 reason why offers get rejected.* Access to market research, data and analytics 72% of recruiters say data analytics is somewhat or very important in the hiring process.** Only 4% of organizations surveyed believe they have the predictive talent analytics capabilities today. Only 14% of companies have any form of talent analytics program in place, yet more than 60% want to build a plan this year.*** Improving relationship with Hiring Managers 77% of hiring managers say that recruiters’ candidate screening is ‘inadequate’. 51% of recruiters said hiring managers ‘should do a better job communicating what they are looking for in a candidate’ and ‘provide relatable examples’ © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 6 OF 45 * Source:MRINetwork) ** https://www.jobvite.com/wp-content/uploads/2015/09/ jobvite_recruiter_nation_2015.pdf ***https://www2.deloitte.com/global/en/pages/human-capital/articles/talent-analytics-in-practice.html
  6. 6. BY THE NUMBERS The diminishing returns on Inbound Hiring © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 45 Source: The Adler Group Inbound Hiring (Top-tier) 250:1 Inbound Hiring (Rank-and-file) 125:1 Outbound Hiring 50:1
  7. 7. Why Outbound Hiring is the Future of Recruitment
  8. 8. How Recruitment has changed ENGAGE DELIGHT INTERVIEW OFFER JOIN F L E D : TARGET Low Effort + High Accuracy Personalized Engagement = Great Candidate Experience OUTBOUND HIRING Careers Site Job Ads We’re Hiring! Agency ATS b m APPLICANTS QUALIFY SCREEN INTERVIEW OFFER JOIN High Effort + Low Accuracy Transactional Engagement = Bad Candidate Experience INBOUND HIRING
  9. 9. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 10 OF 45 Outbound Hiring is a targeted, candidate-focused approach that coordinates personalized talent acquisition and business efforts to hire people who succeed in your company.
  10. 10. Targeted: Discovering relevant candidates Candidate-Focused: Candidate Drop off / Taking up counter offers Personalised: Improving relationship with Hiring Managers Talent Acquisition and Business: Importance of market research, data and analytics in recruitment People who Succeed: Standing out from other companies, getting candidate attention © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 11 OF 45 Outbound Hiring is a targeted, candidate-focused approach that coordinates personalized talent acquisition and business efforts to hire people who succeed in your company.
  11. 11. Strategic Business Partners Sourcing Alignment with Business Marketing Relationship Management Analytics & Reporting Sales Building Personal Brand Experimentation Employer BrandingIndustry Knowledge © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 12 OF 45 CHANGING ROLE OF RECRUITMENT
  12. 12. We are RE-ARCHITECTING THE ORIENTATION OF THE RECRUITER in terms of how to sell the value proposition of the company, how to initiate the conversation, build a long- term relationship and provide a holistic perspective. ABDUL JALEEL Vice President, People Resources India Adobe
  13. 13. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 14 OF 49 The Outbound Recruiting Framework
  14. 14. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 15 OF 49 The Outbound Recruiting Framework - Step 1
  15. 15. 80% of recruiters think they have a ‘high’ to ‘very high’ understanding of the jobs for which they recruit. 61% of hiring managers say that recruiters have, at best, a ‘low’ to ‘moderate’ understanding of the jobs for which they recruit. Source: https://www.icims.com/sites/www.icims.com/files/public/hei_assets/Hiring_Manager_Recruiter_Relationship.pdf
  16. 16. At its core, an Opportunity Profile documents what your ideal candidate will want to know about the role before interviewing with you. And it’s the foundational part of what you need to know in order to identify and engage your ideal candidates. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 17 OF 45
  17. 17. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 18 OF 45 A well-defined Opportunity Profile answers questions that fall into three key areas Larger purpose and impact of the role Success factors and requirements Type of people who succeed in such a role
  18. 18. Opportunity Profile for Brand Designer at Belong
  19. 19. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 19 OF 49 The Outbound Recruiting Framework - Step 2
  20. 20. 77% OF RECRUITERS are more efficient and effective when they understand the Talent Pool. Source: LinkedIn Talent Solutions Survey 2016
  21. 21. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 21 OF 45 Think of your Talent maps as your own hiring GPS It tells you where your talent pools are Helps you foresee potential roadblocks and re-work your plan Helps you identify the most efficient channel to get to them
  22. 22. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 22 OF 45 How to create a Talent Map Market Highlights What is the potential size of this pool? Who are the key employers in this market? Talent Demography What is the age group of the pool? How many years of experience do they bring? Competitors Which of your competitors have the strongest brand in this pool? How many people in this pool do they employ. How many more are they potentially hiring?
  23. 23. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 23 OF 45 Target Personas Typically, what’s the education, career growth path, personal interests, etc of the ideal candidate? Key Sources What social sources, online group and communities can you tap into? Are there industry-specific events? Technology & Skills Dominant and emerging technology / skills in this space? How prevalent is the combination of skills and experience? Your Connections How are you connected to this pool? Can you rely on existing marketing channels to target or engage?
  24. 24. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 24 OF 49 Out of 9.8k Big Data Engineers in India, 6.1k candidates are currently open for exploring new opportunities 9831 6109 Total Candidates NUMBER OF CANDIDATESIN INDIA Number of Candidates Open for Opportunities POINTS OF DISCUSSION
  25. 25. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 25 OF 49 Female Big Data Engineers constitute 12% of talent pool in India 88 12 Male Female DIVERSITY RATIO 1063 732 Total Female Candidates FEMALE CANDIDATES IN INDIA Number of Candidates Open for Opportunities
  26. 26. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 26 OF 49 Hadoop emerges as the most common skill for Big Data Engineers in India 887 2244 8203 4502 987 2766 2262 3129 2604 1221 Nosql Python Hadoop Hive Kafka Mapreduce Spark Pig Hbase Etl TOP SKILLS FOR CANDIDATES Number of Candidates POINTS OF DISCUSSION
  27. 27. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 25 OF 45 What are Candidate Personas? A Candidate Persona is a fictional representation of an ideal candidate for a role or position, developed based on data and research. This will include the defining characteristics, skills, personality traits, interests and motivations that you are looking for in the person who will succeed in this role.
  28. 28. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 29 OF 45 Benefits of creating Candidate Personas Candidate Personas humanize your search in a way that a JD cannot. You can personalize the candidate experience and journey more effectively. You can double down on the right sourcing channels. You can effectively align business and talent acquisition.
  29. 29. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 26 OF 45 How to build a Candidate Persona Identify and interview your top performers Consult stakeholders working with top performers Analyze your hiring data Dive deep into social networks, communities and professional forums
  30. 30. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 33 OF 49 The Outbound Recruiting Framework - Step 3
  31. 31. Company data What companies typically attract the best talent in this space? Are these companies at the same size or similar stage of growth as us? Which companies work on similar products or have teams with relevant capabilities? Which of these companies are based in desired locations? Sources: Sourcing solutions Competitive Intelligence: Google Alerts, Glassdoor Official social networks, blog, press releases Job boards to see what companies are hiring Skills and Technology data What skills am I looking for? Is there a combination of experience / domain expertise I need? (For example, you might specifically need data scientists with experience in building recommendation engines in healthcare) What’s the level of experience I need in the desired skill / functional areas? What are the substitute / complementary skills? Sources: Sourcing solutions Professional networks, social networks Online groups and communities FOUNDATIONAL DATA REQUIRED FOR BASIC RELEVANCE IN TARGETING Motivation data Are people I’m targeting following key leaders / influencers in the space? Do they consistently post, share or consume content on social media that indicates their interest in the space? Are they part of relevant online groups or forums? Does their career path reflect growth? Sources: Sourcing solutions, social recruiting solutions Professional networks, social networks Online groups and communities Engagement data How engaged are my target candidates with me? Are they on our talent nurturing lists? If they are, do they engage with the content we share? Do they follow or engage with us on our social networks or groups? Have we engaged them in any interview process before? Sources: Data from your hiring engagement or marketing solutions ATS, CRM BEHAVIORAL DATA THAT DEMONSTRATES HIGH DEGREE OF RELEVANCE
  32. 32. Talent Sourcing Maturity Model RESUME-DRIVEN SOURCING BASIC DATA- DRIVEN SOURCING ADVANCED DATA- DRIVEN SOURCING PREDICTIVE SOURCING Using predictive analytics and models to identify target candidatesFactoring behavioral data such as engagement and motivation to identify high degree of relevance Using company and skills data multi-sourced from online groups, social networks Relying primarily on resume data
  33. 33. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 36 OF 49 The Outbound Recruiting Framework - Step 4
  34. 34. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 34 OF 45 How to Generate Candidate-Specific Insights Just as you can source candidates today from multiple places across the web, you can also generate insights about a candidate through various sources, like - Twitter LinkedIn Blogs Common Connections Quora Niche Professional Networks Company bios Media
  35. 35. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 38 OF 49 The Outbound Recruiting Framework - Step 5
  36. 36. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 39 OF 49 Content Personalization Spectrum for Recruiting HIGHLY PERSONALIZED PERSONALIZED CUSTOMIZED GENERIC Content created specifically for an individual for a particular role Content created for a specific persona targeted at an industry Content created for multiple personas targeted at an industry Content for all candidates, but relevant for a specific role
  37. 37. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 37 OF 45 What kind of content do you need for outbound recruiting? Every type of content you are already using for recruiting and developing your employer brand will be useful as long as you target it correctly and ensure relevance. Company or function- specific blog posts Employee blog posts LinkedIn posts Videos 
 Employee spotlight content Media features Newsletters Social media posts 
 Online ad campaigns
 Photo-blogs FAQs
 Event coverage
 Whitepapers and other thought leadership publications, 
 Interactive content like webinars, quizzes and challenges Official repositories on Github, StackOverflow, Behance etc. 

  38. 38. Define the Opportunity Profile Generate Talent Map and Personas Source Candidates and Map to Personas Generate Candidate-Specific Insights Develop Candidate-Focused Content and Messages Deliver Candidate-Focused Interactions 1 2 3 4 5 6 © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 41 OF 49 The Outbound Recruiting Framework - Step 6
  39. 39. Social Media Webinars Emails Events © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 39 OF 45
  40. 40. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 40 OF 45 A powerful way to maximize the impact of your engagement is by grouping your content and interactions into purpose-built Outbound plays that help you achieve specific goals across the candidate journey. With Outbound plays, you coordinate multi-channel, multi-tactic efforts to deepen your engagement with your ideal pool of candidates as they progress in the journey. Candidate-Focused Outbound Plays
  41. 41. Proactively engage candidates who have accepted offers but are yet to join witht he help of hiring leadership. No-Show Fighter Pre Launch Personalized welcome email/ video from hiring team. Direct mail content/assets. Step 1 Send a personalized video or email fro hiring team/leader congratulating and welcoming the candidate. Step 2 Leverage the power of personalized direct mail: ship them your cool merchandise and make them feel part of your company. Step 3 Set up an informal welcome dinner/lunch with exec leadership or their new team; invite them to exclusive events such as your comapny’s retreat or off- site.
  42. 42. 80% of people would take one job over another based on personal relationships formed during the interview process. Source: Mattersight
  43. 43. How do you go Outbound? What can you expect from the rest of the Series
  44. 44. VOLUME TO VALUE: How Outbound Hiring is changing hiring as you know it Basics - 6 Processes of Candidate Discovery - Creating an Opportunity Profile [Targeted] ALIGNED FOR IMPACT: Secret weapons for a winning Business and Talent Acquisition Partnership. Aligning with Business MONEYBALL: Sure fire strategies to engage with top talent with social and predictive data. Exploratory calls, email best practices, using historic data insights, source attribution [Personalized] CANDIDATE DELIGHT: Crafting cross-channel candidate experiences for the digital age. Candidate Personas, Candidate Delight [Candidate focused] BY THE NUMBERS: Where's the $$$ in Outbound Hiring? Cost of hire, savings against agency, improved recruiter efficiency, cost of bad hire - [people who will succeed]

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