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Jason Litchney Marketing and Employer Branding Manager Attracting and Catching UNICORNS
Jason LitchneyMarketing and EmployerBranding Manager
Attracting and Catching UNICORNS
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INTRODUCTION
Jason Litchney
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Developing
Foundational
Strategic
Traditional
Talent Acquisition Maturity Model –Building a Strategic Approach to Talent
Acquisition
JobsPost-and-prayTargeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Jobs on niche boards and social platforms
Sourcing
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Build internal capabilities to focus on passive talent
Metrics
Established metrics and benchmarks
Data driven decision making
Brand
Defined employer brand strategy
Influential talent brand engaging employees
and candidates
Understanding of employee
value proposition
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UNDERSTAND TARGET
DEMOGRAPHIC
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Aud
ienc
e
Source: rallyrecruitmentmarketing.com
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FOCUS GROUPS
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JOBDESCRIPTION
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Position Details
Job Duties•Key Accountabilities (3-5)•Duty Statement•Percentage of Time
Performance Standards
Job Factors
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Key Accountability Budget Management
Duty Statement Prepare budgetary reports, this includes cross-referencing budget numbers, formatting reports, and distributing to key executives within the organization. Analyze expenditures to determine accuracy and provide recommendations for reducing costs. Monitor various metrics important to finance in order to constantly meet expectations and forecast future expenditures.
Percentage of Time 45%
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Position Details
Job Duties•Key Accountabilities (3-5)•Duty Statement•Percentage of Time
Performance Standards
Job Factors
What is the biggest problem you have in recruitment?
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MQ ANALYSIS
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GET SMART WITH CONTENT
MARKETING
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GO WHERE THE TALENT IS
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UP SKILLING
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SELL MISSION / EVP
NOT JOB
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Source: 2018 Korn Ferry Poll of 5,000 professionals.
33%
24%
21%
19%
3%
I 'M BORED, NEED NEW CHALLENGE.
CULTURE DOESN'T F I T WI TH ME/MY
VALUES.
I HAVE LOST MY JOB OR EXPECT I
WI LL .
H IGHER SALARY POLI T ICS
TOP REASONS FOR JOB CHANGE
MIS
SIO
NLE
ADER
SHIP
TRAI
NIN
GW
OR
KFO
RC
E PL
ANN
ING
JOB
SEC
UR
ITY
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Brand your Organization to:• Sell a Lifestyle• Sell Culture• Sell Growth & Development• Sell Purpose/Mission• Sell your Employee Experience
The attributes that you most want associated with your organization as a place to work.
Your Employer Value Proposition is:
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Delivers your employer value proposition. It is the message you push to both externally and internally.
Your Employer Brand:
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DOES YOUR EMPLOYER BRAND RESONATE WITH THE CANDIDATES
YOU WANT?
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RECRUITMENTLAUNCH
STRATEGY
Yes / No / I Don’t Know
Poll: Does your organization have a recruitment launch
strategy?
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HABIT
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LEVERAGE
6 Job Views
3 Company Page Views
1 New Follower
Your Organization benefits every time you share content
After every 6 employee shares your Organization receives:
Hire Brand58% more likely to attract talent
20% more likely to retain talent
Content has 2x higher engagement when
shared by employees
Organizations with socially engaged employees perform better
CreateBrandividuals
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ENCOURAGE EMPLOYEE REFERRALS
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DIVERSITYINCLUSIONBELONGING
Yes / No / I Don’t Know
Does your organization have Employee Resource Groups?
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Open market for talent increases competition
Demands on HR todrive efficient impact
Recognition that peopleare critical to success
The workforce is evolving
Transparency across both employers and employees is driving more hiring competition
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