You have zombies lurking on your career site and recruitment marketing channels and you don't even know it. The folks at Fistful of Talent and SmashFly know how to help you turn these zombie visitors into real, live candidate leads using a talent network and nurture strategy.

1. WALKING DEAD
Reviving Your Talent Networks!

2. 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
• World’s Foremost Expert on Workplace Hugging
#Smashfly

7. #Smashfly

8. 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.

9. 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!

10. You just need to find a way to get them all moving in the same direction! That’s the
problem with zombies, they don’t work together. That’s where we come in – we need
to find way to leverage all those numbers.

11. 74% of applicants drop off
before completing the
application. Do you need
another reason?

12. #Smashfly

13. What’s a Talent Network?
• A Talent Network is 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.

14. 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.

15. 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.

16. In either case…
You still need to offer and deliver information that is valuable to those you are
reaching out to, that you want to join your network.

17. 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.

18. #Smashfly

19. How to Develop Your Talent
Network Strategy

20. 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.

21. Targeting Candidate Populations
• Once you get a candidate in your
system you need to segment.
• Job skill, job type, location,
competitor, etc.
• It’s key to create talent pipelines
from the candidates you engage
with.

22. Campaigning and Engagement
• This can’t be Job Spam!
• Finds ways to make this
valuable to your Talent
Networks.
• You’ll need a system that
enables targeted
engagement, or make it
super narrow on how you
use talent networks.

23. Fresh Candidates Taste Best!
• Biggest flaw orgs will make is not
keeping candidate data fresh!
• Rule of thumb is at least annually,
but it’s dependent upon industry
and positions.
• Think about how people notify
their social circles of changes –
FB, LI, etc.

24. 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 you’re going
to measure?
• How are you going to track these
measures?

25. #Smashfly

26. 5 Ways Top Companies Are
Utilizing Talent Networks to
Transform Zombies to Real
Employees!

27. The Washington Post
• News happens all over the
world, all the time.
• The challenge: How do we
engage freelance writers in a
moment’s notice?
• Created their own talent
networks between editors and
writers.

28. 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.

29. CDW had major growth initiatives – they used employees stories,
thank you messages and recruiter outreach through email at
different automated touchpoints to keep talent pipelines fresh.
Also, they use their Glassdoor rating pre- and post-apply to
convert more leads.

30. 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!

31. • 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.

32. #Smashfly

33. 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?

34. #Smashfly

35. Okay, I’ve got their contact info, now what?
#1 – Develop an email strategy that
continues to reach out to them and let
them know you’re 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!

36. #Smashfly

37. Measuring the Success of
Talent Networks

38. 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
you’re hitting your target
• Phone Calls – it’s the life blood of what
we do in TA.

39. It’s not about numbers, it’s 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?

40. 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?

41. 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