Download - Small Budget - Big Recruitment

Small Budget – Big Recruitmentere.net Webinar | January 22, 2014

Master BurnettDirector of Strategy

[email protected] | @masterburnett

My Background

©2014 Master Burnett | @masterburnett | @BraveNewTalent


Agenda

• My Paradigm• Small Budget Realities• Key No/Low Cost Approaches• Getting Creative• Questions

SMALL BUDGET REALITIESEmbracing Iterative Execution


LEAN – Iterative Execution

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Most recruiting budgets are weighted down with antiquatedand inefficient approaches carried over from yesteryear!

Highly Targeted Adaptive

LEAN

1 Define Value

2 Design Core Workflow

3 Minimize Workflow

4 Just-in-time Service

5 Improve


LEAN – Practical Execution

No matter how effective and efficient you evolve your systems,they will never overcome the failings of the greater business.

1. Understand where budget goes (look at activity)1. Staff – 50-70% → 40%2. Tools – 20-30% → 20%3. Programs – 0-30% → 40%

2. Split budgets1. Two-month increments2. Core – 30%3. Variable – 70%

3. Shift to other peoples time/money4. Tactical iteration

1. Mid-increment

Why do it?

What impact do we think?

Is it proven?

KEY NO/LOW COST APPROACHESCore Programs and Basic Toolbox Approaches


Core Programs

1 Employee ReferralUnderstand motivation, use structured activities, no long-term program

2 Recycle Loop Candidates (Alumni, Silver Medalists, Target Trajectories)Nurture, greener grass, improves ROI of previous spend

3 Direct SourcingTraining, internships, alternative data sources / unlikely places, social media

4 AutomationWhat’s mandatory, what adds value/works

5 EventsNon-employment focused, meet-ups, hobby groups, memorable, influencer

6 PressTell your story, make your company personal, play the gimmick


Optimizing Employee Referral

1 Assuming it Works as Intended…It doesn’t if not structured to!64% know fairy/very well, Offer Acceptance ↑ 16.3%, Turnover ↓ 15.2%, Ratio of 3:1 versus 18:141% not sure, hesitant or unwilling to participate again based on past experience.

2 Referral Programs are a ToolEmployee, Social, Partner, Executive, etc. Establish very clear goals about how the referral program(s) contribute to your greater strategy.

3 Who, What, When, WhyStructure drives performance, without you get externally driven results. Experience drives sustainability.Deliver prioritized fast response, be transparent, over communicate.

4 Awareness / Support21% Awareness, embrace campaign model, use multiple channels, keep program visible/top-of-mind,make marketing sharable (Create, Publish, Reuse, Share, Measure). Only 13% satisfied with guidance.

5 Play to true motivationDrive messaging around top three motivations, reward desired activity, make rewards time relevant.

6 Embed in Business OperationsDepartmental meetings, quarterly meetings, etc

GETTING CREATIVEDifferent Thinking When Core Programs Are Not Enough


Creatively Tackling Challenges

Open Houses / Factory ToursGroup Interviews Speed Interviews Free Open Training

Pub Crawls / Talent Hunts Personalized Courting Get AttentionCell Phones, Billboards, C-Level Calls Odd Adverts, Events, Free OfferingsCards, Conferences, Walk Abouts

THE END (STILL AWAKE?)Master [email protected]@masterburnett(415) 738-8000 x301


Download - Small Budget - Big Recruitment

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