Post on 18-Jul-2015
Session 265 Bright House Networks put the Hello Excellence in
Talent Acquisition with a Recruitment Marketing Platform
Jennifer Tracy, Senior Director of Talent Acquisition and Diversity with Bright House Networks
Mary Grace Hennessy, COO, SmashFly Technologies
Agenda
• Introductions
• The Changing Landscape of Recruiting
• Bright House Networks’ Journey
• Q&A - Open Discussion
INTRODUCTIONS
A li%le bit about us • Jennifer Tracy – Bright House Networks
A li%le bit about us • Mary Grace Hennessy -‐ SmashFly Technologies
THE CHANGING LANDSCAPE
Of How Companies Recruit
THE FUTURE IS MOBILE
The Future is Mobile
Plugging in
How people connect is changing
TradiEonal 85%
Mobile 15%
Web Traffic
TradiEonal -‐ 80%
Mobile -‐ 20%
Online Purchases
CONNECTING THE DOTS
Today’s Recruitment Marketing Landscape
Pre-‐Applicant
Applicant Talent Management System
Connecting the Dots with Technology
--- SOCIALIZE
§ Social RecruiEng
§ Mobile RecruiEng
§ Employee Referrals
§ Social Sharing
--- ELEVATE
§ Career MarkeEng Sites
§ SEO § Landing Pages
§ Events § Employment Brand
--- ENGAGE
§ Contact Capture
§ Talent Pipelines
§ Web Sourcing
§ Automated Campaigning
§ Dynamic Workflows
--- MARKET § Next Gen Job Campaigns
§ SEM, Banners, Email, SMS, Print, etc.
§ Brand Campaigns
§ Media Library
--- IMPROVE n Performance Checks n AnalyEcs Dashboards n Data Warehouse n Decision Metrics
NEW APPROACH TO RECRUITING
Total Recruitment Marketing
Sales Marke5ng
Sales
Qualified Leads
Recruiters Recruitment Marke5ng
Recruiters
Qualified Candidates
BRIGHT HOUSE NETWORKS
Our Journey
Who is Bright House Networks • Leading Provider of Home Entertainment and InformaEon. • Privately Owned Company • Managed by Advance/Newhouse • Headquarters: Syracuse New York • Focus on Experience with over 2.4 Million Customers
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Why is our Talent Engagement Is Important?
• Over 78,000 potenEal customers touch our system annually as Job Seekers looking for employment
• Approximately 7,200 were interviewed either by phone or in person
• Close to 1,000 are new hires and 500 internal promoEons
We want the candidate experience to emulate the type of personal connec6on we expect our sales, installer/technicians and customer care employees to develop with our
customers when they call or interact with us.
We want that experience to be the best that it can be so while we may hire <1% of the candidates who touch us, they will walk away feeling they are making the right choice by keeping Bright
House Networks as their preferred provider.
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Talent AcquisiEon Framework Talent AcquisiEon Planning and Strategy
PosiEons and Profiles
Employment Branding
Candidate Types
Sourcing SelecEng Hiring
Onboarding
Tools and Technology
Recruitment Partners
Cand
idate Re
laEo
nship Managem
ent
Recruitm
ent R
oles, Process, Training
and Im
plem
entaEo
n Com
pliance
Metrics and AnalyEcs
*Bersin & Associates -‐ www.bersin.com
Bright House Networks Talent Acquisi5on Planning and Strategy
Performance Metrics, Workforce Planning, Labor Market for Technical Talent, and Diversity Posi5ons and Profiles
Hourly, Professional, ExecuEve, & Interns Employment Branding
Employment Brand, Media Strategy, Employment DifferenEators Candidate Types
AcEve, Passive, College, ConEngent, Alumni
Sourcing Selec5ng Hiring
Onboarding
Tools and Technology Open Hire, SmashFly, Red Carpet
Recruitment Partners ExecuEve Search, Contract Recruiters, ConEngent Recruiters
Cand
idate Re
la5o
nship Man
agem
ent
Recruitm
ent R
oles, P
rocess, Training
and Im
plem
enta5o
n Com
pliance
Metrics and Analy5cs
*Bersin & Associates -‐ www.bersin.com
Market/CompeEEve Intelligence Name GeneraEon Social & Professional Networking Employee Referral Programs Career Portals/Job Board PosEngs Internships Job Fairs/Industry Events Third Party RecruiEng
Ini5al Screening ApplicaEon Review/Pre-‐Screen Assessment Skills/Job & Culture Fit Interviewing Behavioral Based Evalua5ng & Selec5ng GIS or Panel Projects for Director and Above
Background Checking Job Offers Reloca5on
Red Carpet OrientaEon, Provisioning, Onboarding,
Post-‐Hire Survey
Bright House Networks Talent Acquisi5on Planning and Strategy
Performance Metrics, Workforce Planning, Labor Market for Technical Talent, and Diversity Posi5ons and Profiles
Hourly, Professional, ExecuEve, & Interns Employment Branding
Employment Brand, Media Strategy, Employment DifferenEators Candidate Types
AcEve, Passive, College, ConEngent, Alumni
Sourcing Selec5ng Hiring
Onboarding
Tools and Technology Open Hire, SmashFly, Red Carpet
Recruitment Partners ExecuEve Search, Contract Recruiters, ConEngent Recruiters
Cand
idate Re
la5o
nship Man
agem
ent
Recruitm
ent R
oles, P
rocess, Training
and Im
plem
enta5o
n Com
pliance
Metrics and Analy5cs
*Bersin & Associates -‐ www.bersin.com
Market/CompeEEve Intelligence Name GeneraEon Social & Professional Networking Employee Referral Programs Career Portals/Job Board PosEngs Internships Job Fairs/Industry Events Third Party RecruiEng
Ini5al Screening ApplicaEon Review/Pre-‐Screen Assessment Skills/Job & Culture Fit Interviewing Behavioral Based Evalua5ng & Selec5ng GIS or Panel Projects for Director and Above
Background Checking Job Offers Reloca5on
Red Carpet OrientaEon, Provisioning, Onboarding,
Post-‐Hire Survey
Goals • Drive New RecruiEng InnovaEons to…
– Increase Applicant Reach – Establish Social Media Presence
– Move from ReacEve to ProacEve
– Deliver Branded, OpEmized & Mobile Experience
– Get to Measurable Quality
BE A STRATEGIC PARTNER TO THE BUSINESS
EVALUATION PROCESS
Data
Warehouse
Evaluation Process
Talent Networks
Mobile
CRM
Job Pos5ng
Job Distribu5on
IniEal Scope
A Single Plaiorm to accurately measure our enEre recruiEng markeEng strategy
ATS
Career Sites
SEO
Job Distribu5on
Career Sites
INCREASE APPLICANT REACH
New Sourcing Channels Job AdverEsing Channels Career Site
& Talent Network
ESTABLISH SOCIAL MEDIA PRESENCE
Where we Started • Be Human • Interact • Broadcast • Be Tech Savvy
LinkedIn Presence
Just Launched
MOVE FROM REACTIVE TO PROACTIVE
Living with the status quo Campus
Military
Job PosEng
3rd Party
Sourcing
Events ATS
Career Site
Diversity Social
Centralized Talent Network
ATS
Campus
Military
Job PosEng
3rd Party
Sourcing
Events
Career Site
Talent Network
Diversity
Social
DELIVER BRANDED, OPTIMIZED AND MOBILE EXPERIENCE
New Career Site
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Social Tools & Mobile Companion Site
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Military
Branded Landing Pages Sales Technology CARE Field Diversity
Explorable Map of Jobs
Landing Pages for Natural Search
New Career Site
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Automated 72 Hour Loopback
Community Feedback Loop
GET TO MEASURABLE QUALITY
Source AgnosEc RecruiEng AnalyEcs • Freedom to Use Any Media Partner
– KRT – Advisement Mix and Brand CreaEve & Strategy – Job Boards and AdverEsing Channels – 3rd ParEes
• Decouple Technology from Media: Single Technology to track and analyze performance of ALL iniEaEves no ma%er the media partner.
• Complete Ownership over Mix: We have full visibility into strategy while
providing fricEonless flexibility into how we use our budget. – No barriers to making improvements or updaEng strategy.
Strategic RecruiEng ConEnuum
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6-‐8+ weeks 4-‐6 weeks 2-‐4 weeks 0-‐2 weeks Viable Sourcing Channels AcEve Screening & Passive
Sourcing & Screening AcEve Screening & Passive Sourcing & Screening
AcEve Screening & Minimal Passive Sourcing
AcEve Screening
Passive Sourcing OpEon Marginal Opportunity Minimal Opportunity (Eme constrained)
No Opportunity (Eme constrained)
% AcEve/Passive Mix 70% acEve 30% passive
80% acEve 20% passive
90% acEve 10% passive
100% acEve
Hiring Event Choices Bright House Choice* Bright House Choice* GIS Process GIS Process
Current State Ideal State
The Job Title Challenge • Customer Support Specialist
Vs.
• Product Specialist Professional
Winning Job Title
Email Campaign Flow
Video Story
Market Demand for Video Talent
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Macro Visibility into EnEre Strategy
Key Lessons Learned • Invest in the right plaiorm
– IdenEfy great technology partners • Ones who will work with you to ensure you get the analyEcs you need (Begin with the end in mind)
• CommunicaEng with your Candidates is crucial • Having a short profile before a complete applicaEon coupled with a Talent Network Form = User SaEsfacEon
• Manage your Pipeline – Figure out criEcal junctures and ways to interact
OPEN DISCUSSION
THANK YOU!!
Jennifer Tracy: Jennifer.Tracy@mybrighthouse.com Mary Grace Hennessy: mghennessy@smashfly.com / @RecruiEngGrace
For more information on this or any other
HR technology topic go to
hcp://core.ihrim.org
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Session 265 How Bright House Networks put the
HelloExcellence into Talent Acquisition Jennifer Tracy, Senior Direct of Talent Acquisition at Bright House Networks
Thank You!