Hear from an impressive panel of recruiting and sourcing veterans: Sarah Zachow, Diversity Recruitment Program Manager at Schneider Electric, Rachel Duran, Manager, Employer Brand Marketing at CA Technologies, Andre Boulais, Director of Strategic Services at Jobvite
In this webinar, you'll learn easy ways to create custom talent pools and campaigns, takeaway best practices about how to send engaging email and social campaigns, strategies to keep talent engaged with your employer brand, and hear real-life successes and missteps, navigating their own talent pools.
Katie: Please join me in welcoming today's guest speakers Andre Boulais a Director of Engage Services at Jobvite. Sarah Zachow Diversity Recruitment Program Manager for Schneider Electric and Rachel Duran Manager, Employer Brand Marketing for CA Technologies. Thank you all for being here today the floor is all yours.
Andre: Wonderful thanks Katie I really appreciate this. Thank the room for going today we've got a lot of knowledge to share and we're very excited you're taking time into the quarter to be part of today's webinar. Everyone should walk away with a lot of real life tricks and tips to uncover your untapped talent pools. So you've got a great panel today my name is Andre Boulais I lead Jobvite Engage’s Professional Services Division. I work with hundreds of customers all over the world to optimize their talent pools and you know utilize their university recruiting and their in games hiring sourcing practices and a little fun fact about me I was a former customer before joining Jobvite I was the head of global sourcing for a large customer the Salesforce Marketing Cloud and we were able to say a 3.5 million dollars from harnessing our talent pools and empires of our Jobvite CMR in a three-year period.
So I'm an active blogger on SHRM and you'll see all of our Twitter handles here so to encourage everyone to follow us on Twitter we will be doing kind of a fun contest if you share content tips and tricks that you're learning today I will pick a winner and utilize I send them a Jobvite t-shirt and the hashtag today is going to be JV chat so just JV chat throw that out there something you hear today and again as I said and one of the big advantages of my job now works for Jobvite is I get to work with some of the best minds in the industry and I'm very excited to let Sarah and Rachel introduce themselves two of our great customers we work very closely with and very sharp minds in the industry go ahead.
Sarah: Thanks Andre! Hi everyone my name is Sarah Zachow. I'm responsible at Schneider Electric for our diversity recruitment strategy and execution for North America and we've been a Jobvite customer for about going a little bit after four years I think now and I'm happy to be here with Andre and Rachel to share with you kind of some learnings that we've had.
Rachel: Thanks Sarah and I'm Rachel Duran and Manager of Employer Brand Marketing at CA Technologies. So I manage a team of people dedicated specifically to breathing for recruitment marketing and I am excited to be here today.
Andre: Awesome thanks Sarah and Rachel I really appreciate it. Again for those of you that hopefully are very familiar with us Schneider Technologies. Again you'll hear you'll see quite a bit and kind of how these guys have revolutionized what they're doing in the field of talent attraction and harnessing talent pools.
So today's event is very simple we want to really address an issue that's all of us are facing no matter what industry were in is talent professionals or what demographic or what country we're in or what area you know we roll in and then dive into kind of the next level of sourcing.
We want to make sure that you know you're going to know how to leverage your own building your talent pool I will make sure you have the ability to nurture your team use and talent pools then really dive into a key area events and college recruiting again this is going to be if there are some real life stories from both Sarah and from Rachel and you'll be able to walk away with a lot of things to hopefully all know what you're already doing today take back some best practices.
So we know the talent gap is real we know that you know it's never been a more difficult time to hire for highly skilled positions the days of post and pray ended a long time ago you can see from the graphic on the screen that almost 90% of recruiters will say hiring is going to be as or more competitive in the coming year and it makes your job very hard as well because you no longer are individuals going in and staying with the company for 10 or 12 years so recruiters have to do their job very well and do their job again and again so it's a great time there the talent pool ready to go.
Jobvite as a company has pulled in a thousands of job seekers and recruiting professionals we do a large survey every year called the Jobvite job seeker nation survey and we pulled everyone this year and we actually saw a huge increase where now this year everybody we talked to nearly eighty two percent of existing employees and companies are open to listening to a new job shouldn't there have their current job so stop and think about that for a second what would happen to any of you in any field any company any division if 80% of one of your business units gave notice tomorrow how long would it take you to post their job screen thousands of applicants hire ramp their replacements again also what are the odds are retaining the remaining the 20% of that team they're going to be the ones that'll set the shoulder a hundred percent of the burden of the workload until you bring in the people that have walked away.
So there's never been a more important time to talent pool identified but communicated with on a regular basis you know here's some great stories today from our speaker showcasing the importance of this so you know we can't wait we're excited too excited to share the tips and trick with you so again we'll jump into that.
So all of you that are on the call today I'll begin you know this is kind of let you know it's probably a funnel you've seen you've seen quite a bit I see I hear that recruiting is really a huge funnel you know and this sourcing is that key piece of it when you think about it now you really want to make sure that you know that and we've got kind of Jobvite Engage section there where you're building a talent pool but it's not going to know just to build a talent pool you also want to nurture talent pools with targeted campaigns you know again you know Sarah is going to talk about being you know leader in the energy industry now she's not going to go after a huge number of people that are going to be outside of that segment you can have certain roles that are looking for the best possible people in that segment so again know her talent pool is going to be a little bit different than what Rachel's is where she's going to focus on more of her industry as well. So again we really want to make sure that you guys understand that you know it's really changed where it used to be she could relax because applicants for everything but to be honest this is really a time where you know we see a shift where a typical recruiting and sourcing teams have always been kind of very close to HR we're now seeing a lot of companies across all industries and especially in tech where now they're a lot closer to our friends and sales of marketing and a lot of companies that I've worked for or worked with were actually will have the recruiting and sourcing team directly in the bullpen was a sales and marketing team to use again you're trying to constantly attract talent each employment brand out there and then nurture those individuals that you know when they're ready to come on board they've got a good idea what your culture is and who you are as a company. And the idea the recruiting has changed a lot.
I've been this industry for over 12 years you know I spend close to a decade working for large companies leading global talent teams before joining Jobvite as a former customer and I've seen a huge tectonic shift in just the last you know five years so again this goes back to you know survey we did with over thousands of talent leaders and recruiters over different companies and again you know a lot of those still a lot to rely on agencies or Job Board it's or just using LinkedIn recruiter as a de-facto CRM and sourcing tool but the reality is you know that's not going to be a good source to hire you know we know that you know if you're going to bring somebody in from an agency you know it's usually as soon as a silver bullet you know you don't have enough candidates you're going to pay an agency. But we also know statistically you know all of the talent leaders we talked to around the world all universally said that was the worst type of hire those individuals traditionally have the highest level turnover so you've got to have a good internal serum you work with and your LinkedIn. LinkedIn is a great tool you know I we had 45 LinkedIn recruiter licenses when I was in my last company and again you know it's a fantastic tool but the reality is there's a really savvy candidates know that and they start to limit their profile or misspelled words that show up on a job search so you can't find them or to be honest we've got a lot of the really strong software engineers would actually take themselves off of LinkedIn.
So again if you're aligned just on LinkedIn you're missing a large pocket of highly skilled individuals that can come in and really influence what you're doing and become of those game-changing employees. So when you think about how the old ways to reach out you know the old fashioned ways of sourcing of doing how the giant blast emails that are very generic doing cuz the do not really having the personal touch you're looking at a low response rate.
You know there's some companies some job boards luckily you know charge their five, ten, fifteen, twenty thousand dollars for a card email send but they'll tell you hey it's really good if you get like a two or three percent return on that. You know we've really found that having a good sourcing strategy with a strong CRM you're going to have a much higher rate of response you know a 10 to 30 percent rate.
I've seen customers that have anywhere from you know you know 20% to 40% as well. So again you know I you'll hear a lot of ways to kind of augment that with nurturing your talent pool as well so you'll have that as well on this. The reality is characters are wise it used to be you know only a few companies would have LinkedIn recruiter but now it seems in almost every company has LinkedIn recruiter so there's a lot more inmails and s honestly the candidates start to get numb to it they have you know thousands of unread emails and they're in there you know LinkedIn box and they're not going to check those because they're used to getting recruiters all day so you've got to find a way to have a more personal approach to make unique interaction to really interact with those those individuals because again they might have never heard a Jobvite or Schneider Electric or CA Technologies you hope they have again you've got that first impression to get them interested. So we're kinda excited to kind of show you some of the best practices and let you hear some real-life stories these are that next level of sourcing the goldest webinar is not only to educate but arm everyone here with tools or strategies that go to the next level of sourcing so you can go in and hire the type of game-changing talent that can drastically impact your company.
You know we all know what it's like to work at a company we're like oh you know we should go after so-and-so from this company and somebody says oh we can't get them that they're there to out of range but then all of a sudden you make that first hire from that company it's like wow we we grab somebody from Amazon from Apple from from whomever can you know that employee get to come in and really make a big impact on what you do we're going to show you how to do that today so we're looking forward to it.
So some really simple ways are being proactive you know that next level you know you hear all the time how hard it is to be recruiter I know what it's like to carry a kind of job reqs I've been in your shoes I know what it's like to manage a team carrying a kind of job reqs you know recruiting by nature is very reactive but thinking about having a CRM having a way to be proactive with your talent pool it really changes what you do. I mean again you have the ability you know think about every time you open a new req you got to go out and open a req post it on your website wait for applicants to come in you know again we all know that we pair recruiters you know a lot of money to be very good at their jobs but you know it's unfortunate they spend a lot of time resume farming you know you can have a job opening for a software engineer or a head of HR and these first 25 applicants could be truck drivers or pipe welders all great people but not applicable to your job but with applicants your conference that needle in a haystack and we know traditionally maybe 5% of your applicants are on target with what you're looking for so in your paying your recruiters has been a lot of time kind of hunting for those needles in a haystack or what if instead you had a talent pool already built out that when a req opened up you could immediately go to that talent pool you know search very quickly have it have a pool 25 or 30 pre-identified candidates that masterbuilt if you've talked to them before and then all of a sudden you have a chance to interact with them.
So again you can see the from image on the right there's a lot of ways to find and capture your talent into that pool but the idea that nobody knows your company like your company building kind of internal talent pool in your CRM you really have a great way to interact with that group nurture them with branded campaigns to let them you know all you chose to join but your current company for a reason so you know Sarah might say I came to Snyder because they have a great track for advancement or I love the culture. Rachel might say I love you the ability to bring what I bring to CA every day and there's there's little reasons besides the job and salary while you join a company and it's important that you kind of note that culture is you can kind of nurture the right people to come to your company because again we know that every employee is not just a resume they're really something that can come in and make a dramatic change on the future of the companies we work for so you want to make sure we get it right. And again sort of quick reminders you guys are parents with some things that you like definitely use the hashtag JV chat on Twitter we'll definitely do some fun things there.
So now I want to get into some tips and tricks to you know how do we do this how do we go out and build and source from our own CRM I'm really excited to turn it over to Rachel who's got some really great insight here so I will pass this over to Rachel.
Rachel: Thanks Andre and so we have an interesting story using a Jobvite here because we just implemented Jobvite in April at the beginning of our fiscal year. So we actually needed to integrate tens of thousands of contacts from the previous CRM that we did have so this was not a new CRM this was an initiative to make sure that we were using best practices and were able to segment our audiences.
One of the biggest things that we wanted to be able to do in the beginning was to create employee and alumni campaigns we needed to boost internal mobility and I this is a problem that a lot of people are trying to solve as how do you engage your own employees to make sure that we understand the talent that is already present before we start sourcing and on LinkedIn and various things externally and the other thing was you know boring who we have that has been at CA they were great employees they were worke edible losses and we'd like to bring them back from there we have discovered so much more segmenting and how we can bring everything together from campus to diversity and all sorts of other things to have effective marketing campaigns.
Sorry my button was stuck so you know one thing that was really interesting about the use of Jobvite specifically is really thinking of a CRM as a marketing tool as well as a sourcing tool and I don't want this to scare anyone off it does not deal directly an employer branch or maybe you don't have a specific employer brand or recruitment marketing team or a specialist that works with you this is something that anyone can implement especially if you have access to your Twitter or Facebook accounts that you can also do it you know from a personal ad account. One reason why we use Facebook and Twitter is because it is some of the lowest cost per click and lowest barriers of entry and some of the best targeting that you'll find in marketing is available on Facebook. So we went through the training also for our recruiters and trained them all on how to use Jobvite and set up automated tweets as well and we had several good feedback from a lot of our recruiters that talked about how much their personal networks were able to grow from this and we've had a lot of recruiters come back also and talk about specific hires that they were able to find due to these automated tweets and how much more they're able to grow their network through hash tagging.
Andre: That was a lot of fun and I think that was a lot of fun to come out and spend a few days New York I think that was you know one of the fun parts about the implementation was just getting do you interact with you guys in a room to get to know your personalities and yeah I love that we have a real life examples with something like you know week is shortly after that's kind of fun part of having the software automatically shared jobs across the different employees recruiter social networks so very cool.
Rachel: I think it's really powerful to that this is a great way to say this isn't going to add work to your plate you can set it and forget it but you can also go in and really make it your own and be more active if you like to you so it really it depends on the individual recruiter and what their work cell is and how much they want to get involved that they are seeing great results either way.
Andre: Great point.
Rachel: I’ll go ahead and switch it over to you Sarah.
Sarah: Perfect yeah so and just like Rachel's just shared some key stories about how to build and source from from the own CRM and really how to how to find those candidates you know we have a success story coming out of our Mexico office for Schneider and kind of a challenge that we have at the time was that we really needed to hire nine very skilled engineers in our Mexico office and the challenge being that we have limited resources access sourced and also our sourcing team is primarily based in the US so that's it that's another challenge that we had. But because of what we had in Jobvite and once we've got a good organization down to how to find the right candidates we were able to identify 53 potential candidates for this project and then hired not all nine of them in a two-month time frame.
So for two months of the position being open hiring nine candidate that ever a highly skilled engineer is a really good time frame and so in also because of that because they already were in our CRM they have an enhanced candidate experience they have you know a wonderful candidate experience because we approached them and said hey you know how would you feel about this type of position and in the meantime they’ve been getting news about Schneider they've been getting drip messages and and we're like Schneiders been keeping top of mine. So that's a great story that we like to share because it really is very impactful to source within your own talent pool especially to that bottom line at the business.
Andre: That's an awesome examples and Sarah and I think it's fun too I think you also sound like you also have good relationships with your hiring managers they definitely appreciate it the delivery of the candidates you guys had in a short timeframe and again it's always hard to recruit in a tough window for hard to fill positions but you throw in a different country and in some case the different language barrier I mean again so it's a really great way you guys harness your talent pool there so an awesome story. Alright so we've heard some good stories on deal with talent pool let's really talk about the ability to connect targeted nurture really want to go into the fact that you know the kind of the first thing you want to do is build a talent pool but after that you want to really make sure you have the ability to nurture them because again you know I I love Jobvite I love what I do if Sarah reaches out to me for first item and say you know that's great I'm happy where I am but you know she keeps you know doing gentle nudge every three months every six months or maybe something changes may be my role expands or maybe you know I decide hey you don't want to I'm in a good place you know I'm interested other opportunities. You never know if that great candidates going to be interested three days from now or three months from now so it's good to have a devote to nurture and touch those Individuals.
That's where again your CRM can really come into play. And this is kind of a fun story this isa customer of ours that we work with very closely out you know you love to watch HGTV they've been featured on there as well but I Wilson are great you know company that and not that I'm really they need to have an active CRM and social presence really change how they recruit and attract talent so for them they use it as their CRM they built a talent pool you know very quickly with them you know first few weeks of our implementation with them we're able to target you know 3,000 passive contacts that actually came from their key competitors and matched up exactly with who they wanted to reach out to and again they decided they wanted to make a big focus during the implementation to go after key sales hires and again you know the last training they had there in their implementation base in a nurturing email campaign you'll see on the right of the image of what it would appeal like on that individual so if I can separate getting recruited from Wilsonart it's going to look you know very clean you could have an image it's going to have text and have Interactive picture so they can clic to apply.
That's going to very unique on a mobile phone or on a tablet or on a desktop or on on a laptop so if no one's ever heard of Wilsonart within 30 seconds they get a feel for the culture they can go and watch a video on the company they can go to their Twitter Instagram they can do all these different things so these guys had a lot of fun just from you know they did a live example email campaign they sent out you know the end of their implementation and they had a huge responses you can see in the bottom right over a 20 percent click-through rate and actually made two hires from this is the email campaign they did during their their last training session with us but their use it with live candidates and made two hires which helped them save $40,000 and I think it's kind of fun you know they kind of put a budget out there saying hey you know we want to get to you know this number to kind of pay for the Jobvite platform in the services as a whole and in the first few months they've already saved one hundred twenty thousand dollars more than paying for an entire year of software and service with the team.
So you know it's important to not only build that talent pool identify its segments but then nurture with an email campaign and again the results can come pretty quickly on the response rate and the interaction with a top talent you want to reach out to. So again we really like the ability that with our CRM you can have nurturing email campaigns you can do graphics image you can drop it in hyperlinks you can do hot jobs if you have a group of you know engineers or accountants you can list your top five accounting jobs and send that out once a month or once a quarter to a pool of ten people a hundred a thousand or whatever that is but then you also have these digital landing pages that are great ways to show your culture and encourage these individuals that maybe you've never heard of you know USA Today or you've heard of this USA Today for sure but you've never heard of the recruiting team of the company to work for them and you're not going to do a 30-minute application as a passive or polled candidate but what you will do is a little a little blue box you see in the top left you can join the talent community so these web landing pages can be shared across everyone on your team they can be embedded in joint in profile and they encourage passive talent to say hey you know what I might be interested working for you someday I'm going to take 30 seconds and put in my first name last name email address and I'm going to sign up for job alerts I'm going to pick I'm interested in sales jobs so I'm going to say sales and this is going to put that individual into your talent pool CRM and now Sarah or Rachel can look and say show me everyone that's interested in sales that came in from our web campaign oh great there's 400 people well we've got 10 hot sales jobs I'm going to send an email campaign.
And then the last icon there as well and just showed you with Wilsonart are you know having a very clean email campaign do follow up it's a great way to talk to somebody throughout the interview process it's great to keep them interested to have a conversation with your company it's also great to reach out to individuals that you want to know stay warm with maybe your solar that we'll talk about here in a little bit. So Sarah's got a great story about this I'm going to pass it over to her for the story and I'll leave it here.
Sarah: Awesome yeah you guys might say to yourself you know Andre it's it's easy for you to say to do all these things to build the pipeline but it's harder to do. And I just want to share a story with you guys around power systems engineering need that Schneider had and kind of how this all worked together what Andre was just talking about kind of implemented into a real life hire and in this case multiple hires so we definitely had a challenge where we needed to really build a pipeline for power systems engineering and individuals through the US and the pipeline was was quite non existence at this time and as well as building the pipeline we also needed we had some immediate hiring needs we needed so we first had to build the pipeline and we built the pipeline up to three hundred and seventy-six candidates and that was through different landing pages referral Blitz that we did with Current Power Systems Engineering we also did some targeting ad through and social media to help build that pipeline as well and once we had a pretty decent pipeline made that was didn't really take much time because we utilized the resources we already had we were able to engage those candidates and over have a write about means less than half 123 there they're engaged and interested in opportunities with Schneider and you can kind of see how the funnel goes from there.
But I think the important thing to note with this is when you have a pipeline you know we had a the immediate need was to hire one Power Systems Engineer and we ended up at the same time hiring two other engineers because of the quality of talent and how many individuals really stuck out through the process. I mean also had an 10 silver medallist so these were people that if we had another opportunity we would consider them for that and these are individuals that we stay in contact with on a regular basis through our campaigns and communications that whenever a new position for a Power Systems Engineer comes up this is who we're going to go to first and this is also going to decrease that time to hire and that time to fill the role because we've got silver medalist that have essentially already been been interviewed by the company there just wasn't enough available positions at the time.
So those are - we're going to go after for those future hires so I think and you can see here that we also had a Jobvite the great thing that I really love about it is you can do a lot of results and measurements so we sent that initial request out to our pipeline of 376 and said hey we have these these are you interested and of that you can measure how many individuals are clicking on your emails then you can see who actually click so if I wanted to dig deep and say you know out of this 53 people who clicked on my email to learn more about the job and then I compared it to the actual applications I could then reach back out to those that clicked but did it apply and give them that gentle nudge or that reminder or that entry point to talk with someone that Schneider that kind of puts them over to the edge to go ahead and apply that rule.
So this is just an example of how it all works together and at one kind of time and it also works over time right these are the immediate needs of this campaign and at the time that we did this a couple of years back but there have been increased hires obviously the pipeline for this specific group has grown tremendously since then but this is this is quite immediate as far as needs to go. I was just going to say that manager feedback is probably one of the coolest things that came out of this was we have a director of engineering that worked for Schneider for quite sometime and right after this campaign he said wow these are like some of the best candidates that I've received in the last 20 years. And so being able to do that through Jobvite and really have a digital approach and a proactive approach it's just really great feedback to hear from your partners.
Andre: That sort gives me like sourcing goosebumps every time I hear it I think maybe cool graphic shows they're the coolest that I think I saw from there was of the 16 people that the business interviewed when you went down the funnel they would have hired 13 I mean they literally said you know when we made three hires but 10 we're going to be silver medalist so like how powerful that of the 16 people that said that interviewed from your team if you would have had 13 spots they want to hire 13 so I think you know you guys do a great job with the nurturing going where you made hires after that but I think it just really shows the quality and I think that's the kind of hidden sources doing bill to do this reducing your time to fill higher you know high level people and then you you know your hiring managers it might not be huge advocates for the recruiting and sourcing team all the sudden they are becoming your cheerleaders and becoming bigger fans but that just makes everyone's life easier across the business so again awesome story.
Sarah: Wanted to share with you it's Andre touched on this a moment ago regarding some web page advertisements or just some campaign and so I thought Schneider kind of what we do is we have segmented talent pools so for example we've got talent pools for sales for engineering for finance etc but we also have different ways to pool people in that fit with our culture right so we've got targeted campaigns for individuals in identify as LGBT we've got people that are university candidates that are going to certain events etc.
And so the power of Jobvite is you can really create these webpages and change out some images without being a computer programmer or anything which which Rachel's has set before and you can do this really easily and then whenever someone from our LGBT business resource group goes to an event or a community and outreach type of opportunity they've got this join us app they've got this thing that they can show a potential candidate and ask them to just write in a couple of pieces of information and then those are people that are doubt in our talent pool and they receive relevant information for that.
So they're going to get information if they sign up on this campaign about our diversity and inclusion efforts they might get some blog articles targeted to them that match where they are in their stage of life and in their areas of expertise. So we really do a lot with these webpage campaigns I'm going to ping a couple through the chat so you guys can see them and how they and how they look I'll do that in just a second when I finish talking. But I think and we encourage our businesses to put these kind of campaigns into their LinkedIn profiles you know put it out on Twitter every now and then you know these are static links that can be used at any point and updated at anytime so I like to tweet about every now and then maybe you'll get a new individual who will join the talent community from your network.
We also encourage individuals to put a webpage campaigns such as this on their mobile device just like Andre was talking about and that you know you put that on your phone and now you can collect referrals in a really efficient way really quickly. You know before a Jobvite you I was given my business card out at different events and people would probably lose my business card or get lost in the shuffle of all of them they collect it at an event but now I can just pull out my phone have them put their name and their email address in there and it now it's not just my contact it's my entire recruiting team contact.
So the power of that is just extreme we're not wasting time we're not wasting energy trying to get people in we can just easily opt them in and then they can get email information and then they can be recruited by the entire team and for now until they get out of the system. So there's a lot of great things that have gone on with webpage campaigns for us and really differentiating ourselves from our competition and segmenting these into specific markets so like I said I'll ping over some and the group chat some examples that I really like and they all share different aspects you know college recruiting or recruiting sales individuals so the content on the page changes per the audience.
Andre: And Sarah I think that's great too because again it's all about the experiences you know if I'm a university student and I get something like this I can open up my phone I'm home on fall break I can share with my parents by my family share with my friends or anybody else or you know I would on my desktop or tablet think yeah I'm having kind that message and having it kind of adjust to the medium that it's being consumed on I think is really key because again you've got so many diverse audiences that you interact with and Rachel and all of our customers do think that that's really, really cool.
Sarah: So I'm going to give it over to Rachel to kind of talk about another way that they build their talent pipeline.
Rachel: Sure thanks so much Sarah. Earlier I know I might have gotten a little ahead of myself I get really excited about this part we discussed how easy it is to leverage Facebook to target our audiences so one really cool thing about Facebook as a takeaway is that you can go into their advertising system and you can you've always been able to figure out how to target people but you have the advantage in a CRM to have already segmented people really well so you can go into Jobvite and pull out the exact pipeline you would be looking at as a sorcerer and in fact for my team we often after our sourcing team and our recruiter team to you know segment that out for us for who we're trying to target and you can just upload that excel sheet into Facebook and that reads a couple of things that reads you know first name last name email on it and you know location.
Then you can target ads to their Facebook accounts based on that information and then you can also create what's called a look-alike audience which means at Facebook's data can say these are the people that most likely fit these attributes and have similar job titles work for similar companies and live in similar areas so you can expand your CRM and make it one big cycle by creating you can do job ads but we often like to do ads even that bring people into join the talent community based on look-alikes only to even just add more people like the ones that have already joined our talent community and we found that we have a 41% increase in job click job ad clicks when we use that data from the CRM to build those look-alike audiences instead of segmenting and trying to guess ourselves who to target.
We also this is also much much more effective than LinkedIn lately we've been doing a few tests and have discovered that when you look at how many qualified candidates we get per channel and divide that by how much we spend because we clearly spend far more on LinkedIn that we do Facebook so we have much more as a much more reach LinkedIn so when you talk about per reach and we are getting far more qualified candidates for the dollar on Facebook than we are on LinkedIn and that really surprised a lot of our teams and we believe that it is because of our targeting capability there. And I can go ahead and talk about this a little bit to you one of the the best parts and this kind of goes back to ads as well is that your landing pages and this is specifically important for user experience but it's very important for getting what's called edge rink for social ads.
Which means if you have a lot of bounce rate on your advertisement you're the platform will not give you as much reach for your money because you have a bad user experience and that's why it's so important to make sure that your landing pages for these advertisements are mobile friendly. So that you have a much lower boundary and that you have a much higher you know completion rate those social platforms will will judge you on that and give you higher and higher ability to reach more people for your dollar.
Sarah: Sure and I'll just add a foot thing to that Rachel and you know with with mobile we have we go to campuses with tablets we have encourage people to use their iPhones or androids and having the capability for a mobile response and a mobile-friendly site is really important to Schneider because we are a core technology company and if I'm trying to recruit the next cyber security engineer and my webpage looks all weird and funky like that doesn't really work well with that audience.So I think that it's really cool that you know we're speaking the same language that our candidate is speaking at for other technology.
Andre: Thanks Sarah that's dead-on I appreciate that a ton I think you know one of the fun things one of our customers does a fun thing when they go for engineers will do beta testing they'll send out a Star Trek versus Star Wars email campaign to their mobile devices and they look kind of do some fun sub campaigns after that but yeah I think we've really changed I think you know the idea to have mobile campaigns set up you know again you know to really not only have a way to interact with it with our customers our possible contacts but also the idea that you know everybody in recruiting could have this saved on their mobile phone so the next time you're at a barbecue or you're at a conference someone says wow you love working for Schneider how do I come on board you can say hey take 30 seconds join our talent community and go from there. So no definitely appreciate that Rachel anything to add on a kind of mobile experience or anything that you kind of seen at CA.
Rachel: Yeah I mean you know I that we're about to talk about it soon but really one of the key factors for our mobile experiences having the exact same funnel website for an advertisement in a live event as we do on our iPads at our booth in a live event and a lot of that synchronicity is picked up on for technical candidates your technical candidates definitely understand more and our you know I'll be honest you're judging me more on your website development a lot of candidates from their perspective don't realize these are entirely different teams that we use entirely different vendors so that you now Jobvite does provide a way for us to have clean responsive really well-designed websites without having a web developer on our team.
Andre: That's awesome thank you. So again we've talked about kind of the traditional ways to kind of build into building your talent pools but there are a lot of rocks and you might not have thought of and you know you've heard some great examples today again you know stare show is a perfect example of you know if you want to reduce your time to fill an eye or hire local quality candidates you know use your silver medalist those individuals that have been vetted those know your number two.
You know another great way that we recommend kind of find your untapped communities are the previous interns who weren't hired at one time when you think about it easily go back you know two three four or five years take every one that intern for you that was not hired on at the end as long as it was a good experience or you know again these are individuals that you might have matured in the last three or four years or going to work for your competitors and now have experienced you know add them into your CRM and Jobvite Engage and do a reach out email that goes out to ten twenty you know hundred people meaning maybe ten or twenty come back to you and say hey you know what I love the interning for you and I was kind of bummed that the offer or no I kinda regret going somewhere else their offer versus yours. I would love to have a conversation and that even dovetails into the individuals that turn down your offer you know everyone that's on this call today hopefully you know what your what your rate of acceptance is usually pretty high obviously we get to the stage of the final offer to people accept. But there are times where people come back and say you know what Sarah I love Schneider but I'm going to another opportunity I'm gonna go with that.
Well as recruiters within the pivot go to our next candidate you know candidate you know be on the list you know typically offer out to them if they're still in a thumbs up but the reality is we never know how small the gap was between you know the our offer and the individual turner offered them to go somewhere else. So we're obviously not going to reach out to them with a nurturing campaign you know the first month or a new company they're going up to lunch every day they're doing fun events they're also decorated they've got all the good things but you know what's real what we really found by the data we've seen from other customers to do this is to reach out you know 90 days you know 90 days into a new company you're going to know the good the bad and the ugly you have walked into.
You know a lot of the times when you reach out the nurture campaign is someone that decline your offer for 90 days out we're good thank you hey Sarah great to hear from you really appreciate it I'm happy where I am but you know really doing my experience with you. You know what actually have a couple friends that you know once you reach out to Rachel she's just a great leader in deploying brand marketing space she won't have a conversation with you know or they might come back and say oh my god I'm so glad Rachel reached out to me you know what the job is not what I thought it was going to be the team of seven I was going to manage everybody quit it's just mean one person we're really shocked you know the culture is not really what they thought it was going to be I would love to have a conversation and come back.
So again these are individuals at the very bottom of your funnel because they've gone all the way through your interview process and now they are that you better offer for them and again if they come back and they're still in the price range maybe there's a similar role available you can now you know how to talk to one or two more people but make an offer now you know in just a you know a week or two's time take your time to fill from three months to you know three to four days and then we love alumni you know again you know those individuals that affect your company you know when I was running a global sourcing team for the Salesforce marketing cloud we called them grettable versus non regrettable terminations and the ones that were regrettable that was anybody that we were like oh gosh I can't believe we lost Sarah we lost Rachel those are two of our best employees they had 10 years of experience their team's loved them.
You never know maybe they went to a different opportunity after a long period at your company and it's not for them. Imagine how great that would be to bring back you know just two or three of those alumni every quarter that come back with years of experience a good knowledge of the culture and really don't need any ramp up time because they've already been fully vetted with your company. So that's an easy one to reach out to that a lot of companies miss out on but the companies that are doing this are seeing really good results from it. And then also internal I think you know again this you know people talking today's both Sarah and Rachel they do a great job to you know make sure there's communications with the internal employees you know a lot of individuals will leave the company if they feel there's not a chance to climb the corporate ladder within their own division but you know there might be an employee right now that is working for a reach in position for co-technology that could be a really good inside salesperson down the road so the ability to have those individuals you know be targeted in your CRM with email campaigns or even I've seen companies do this with an internal you know web campaign where you know they encourage their own employees to say what areas they're interested in and sign up for job alerts as well too.
So there are a lot of really strong untapped talent pools that are out there. I don't know if Rachel or Sarah if you've got any of that you want to add to this list feel free to jump in here if you want to.
Sarah: I can just say that and I can attest as these are untapped talent pools and that they really work. I can't I used to be in campus recruiting when I first started at Schneider and even to this day I can still get individuals emailing back to me to say hey I think I made the wrong decision or I'm now looking into Schneider and that holistic approach is always being open to hear back from individuals is truly a game changer in today's market.
Rachel: I know in this maybe I'm not applicable for everyone but I know for us we have use separate campus programs we have interns and then we have our associate rotation programs that are for brand new graduates Oh a true entry-level rotational program. So for us and of course we just started in April so we haven't gotten to this point yet but what we're planning is keeping those students engaged who did not get an internship to applied and coming back to them to talk to them about associate roles once they're getting close to their graduation date since that is you know key information we can look up in Jobvite pretty easily.
Andre: That's great no that's awesome! I think in it you're seeing more and more companies that are kind of you know pivoting in that direction because it's so key for what they do. So when you think about kind of you know this is a great segue into our next section for kind of event college recruiting. So you know you think about it we've seen a huge change in the importance of event in college recruiting you know in some cases I've got companies that I work with that are emailing high schools that are planning to see to the next crop of talent. So they're thinking you know five years out to bring in kind of the next crop by getting in front of them to showcase their employment brand. So again I want to show you guys you know that we’ve got some great stories. You know you listen to this section of the big news 3 big takeaways are you know you want to always make sure that you're making a positive and lasting impression with your brand but you also want to make sure that you've got a system that allows for an efficient enjoyable candidate experience. And you remember that talent acquisition run event it's not a one-day cycle it's a 365 day cycle it's a 12-month cycle there are some great stories from both Rachel and Sarah here so I will pass it over to you Rachel.
Rachel: Thank you. So one of our favorite things that we've been able to do with Jobvite that really was not tactical capability for us before because it would have been so manual is using those you know those repeatable web pages to create new links for each event when we go on to campuses but not just campuses when we go to like women in technology events or Grace Hopper things like that where we are able to not just look a little bit more technically savvy than dealing with people resumes but also be really efficient about the way that we're pulling people into that CRM and not risk only the person who ends up with that stack of people resumes being the person with all the information that can source and continue conversations with this student or new graduate. So one of the great things about this is that we have a web page template and one of the specialists on my team is tasked with for each new event just recreating the back end of what's called the join us app and that is the little square that's on the page where they put in things like first name last name email and so we only give those required labels and jobs of interest when we have them enter it in because it is very difficult to do things like add your LinkedIn or Facebook profile and you know upload your resume when you're doing it on someone else's iPad but the great thing about this is that you can attach everyone who goes through that join us app you can attach certain tags to them certain notes to go into each of their profiles to give the specifics on which school it was in the date of the event things like that and then you can also automatically attach them to an email campaign.
So we'll already have that email campaign set up and ready to go and we let all of the people that we meet at the event know that they'll receive an email in the next two days and that gives them instructions on how to come back and fill out the rest of their profile at the convenience of their machine at home or school or even on mobile and so what we do is immediately before we send out that email we're able to very quickly in a few seconds update that page to add back in all of the additional forms it's a very cool practice it was kind of a brainchild a long time when we were speaking about it before but now we are fully into campus season and I can tell you that you know we're just a few events and we're about a month into campus season and I wasn't able to get these numbers ready before the call but I just got these hot off the presses.
We already have two 219 fully tagged and detailed campus intern and associate potential candidates in our CRM which means that our entire campus recruiting team who is in Boston are already able to start making additional notes start calling people start emailing people you know and give them drip campaigns and engage with them before they even got the paper resumes that we were able to send from the events that we have all over the country.
So it's a really exciting statistic that we're seeing and how much more efficient that that is and of course it's great for our branding because it's going back to you being technology centric which is really important for us hiring for a technology company. This is an example of what that booth what the iPad page will look like. So yeah it's very easy you just it just refreshes automatically each time they put it in and it's a it's a great process. I'm sorry I was speeding up that I wasn't having my slides yes with me so apologies and so yes basically this is our campus manager and she is very excited with the process and we are moving forward with it and for all events now I'll go ahead and pass it over to Sarah.
Sarah: Yes so Rachel kind of talked about how CA Technologies is collecting information digitally and then communicating after an event and saying like hey you know send us your resume etc and kind of you know there's no reason why you can't extend that conversation so something that Schneider does is we do and pre-event communications and I'm going to give you a couple of examples about how we do that.
So we typically go to similar campuses every year for campus recruitment we do a lot of the same diversity conferences year over year so before those conferences we communicate with individuals we've met at similar events or the same campus before to let them know that we're going to be there and we want to meet with them again. Super easy to do you just confine them I mean it takes literally after you have a good message maybe ten minutes to find those candidates in the system send them a quick email or you can even schedule it out to send a couple of days before the event etc so really we've started engaging that conversation and outside of just the post event communications and really and even outside of just the specific you know drip communications they may get in a piece of it that Rachel touched on is regarding like the tagging that's really important because that's one of the ways where you can identify who you want to easily send a message to.
So that's been really great to be able to do this is just a sample message that we sent to one of our campus events this past a couple of weeks. So definitely works and I also want to show you an example of this very similar for a military mojo event so for we do a lot of military recruitment and go to a lot of events and not only can we target prior individuals but the military events are really good about sharing a list of attendees before getting there and if you can get a list of names and emails of everyone's who's going to be there before you get there I mean that is golden so what we've been doing with those is really uploading all of those contacts into Jobvite as soon as we get them and we send them a note and say hey we're so excited to meet you next week. And we've got people that are coming up at these military events with printouts of requisitions and they're like thanks so much for emailing me like I want this or I want that and you can see here our response rate on a pre event communication for this event that was in San Antonio earlier this year was a fantastic response rate and over a hundred and forty two individuals clicked on it and that's really good great for email marketing.
And at that event we were by far the top visited booth at the event you know talking to people in the lobby on the way out and a lot of it is to do with they may not have ever heard of Schneider Electric's before but we send them an email telling them about us and how excited we were to meet them and that made the difference. So these are things that are fairly easy to do in Jobvite which is great to work at with a system that's easy to work with but yield fantastic were not results not just for recruitment and filling positions but just the overall branding that also takes place in these types of activities. So we are going to move along now and just kind of talk about some overall successes that and we've had. For Schneider I can say that you know we have Jobvite as part of our holistic approach that we're working towards as a talent acquisition team and as a piece of that and you know we're really moving the bar up to be a more strategic team.
And you can see here some great statistics that we have been able to accomplish over the last four years in conjunction with using Jobvite as well as some other means but we've been able to increase our 62 percent of direct source hires. We've also been able to decrease our agency hires in the last four years by almost 50% which is huge. We've also been able to decrease the source time to hire to 38 days which is really great for four Schneider Electrics so I just wanted to share some of those successes with you and I think Rachel has some that she would like to share with you as well.
Rachel: Sure thank you so just a quick overview I think we talked about our increase in Twitter followers and I do want to clarify that that is overall for our recruiters as well so not just our actual careers channel increase our targeted ads by 41 percent using CRM data instead of yes guess targeting and eliminated the need for collecting people resumes a job fairs.
Andre: Thanks Rachel and Sarah I mean again it's amazing to put the ROI behind kind of work you guys are doing. So you kind of really you know again everyone the audience I know we're excited to QA but kind of biggest takeaways today are you know eighty four percent of employees are open to hearing about a new job you know.
What would you do if eighty-four percent of a key team walked away you've got to build that talent pool you better nurture them the reality is your best hire may not know who you are today but make sure that your first impression counts when you reach out to them because again they could be a hire a month down the road or two months on the road or even you know later on beginning of next year.
So make sure that you market to a diverse number of communities and talent pools you know plant receives across different audiences and an engineer will be attracted and a little bit different than a sales professional and again you'll start playing the seeds now that that next great crop of talent. So I want to give a huge thank you to Sarah and Rachel for the amazing stories today we've got some time to jump into QA just a little bit. But again appreciate the audience's participation we've seen some really fun things come across the JV chat so I will be happy to send out some Jobvite t-shirts to everyone's help to participate.
And I guess I'll hand it over to you Katie for Q&A or Claire sorry.
Claire: Hi this is Claire and yeah we've got a couple of questions coming in the Q&A box but we do have a couple of minutes and I know these guys talk fast so if you have any questions just hit that tab at the bottom of the on 24 panel and you can use that to ask some questions. So I'm going to start off here and we've got one question that I think could be answered by any one of our presenters. How did you find the buy-in from your managers to even invest in these sourcing efforts? Anyone want to take that one.
Andre: I'll let Rachel or Sarah if they want to tackle that one and I can come in and do anchor.
Rachel: Yeah I can tackle it and it just as a caveat I wasn't 100% responsible for nailing down the solution but I know that a big part of it was understanding the need for segmentation and better being able to better source by multiple categories and layering that segmentation for sure. I think that we were able to show the value in what we were almost able to do with our old CRM and how we could complete the process and solve some problems we were having to stop resourcing over and over again and starting over for every rack.
Andre: Awesome. I know for us when I was a customer and we were spending close to three million dollars a year on agency fees it was the reality was we were spending so much money in different directions we wanted to make sure that we could invest in a system that would again become our own internal serum basically our own internal version of LinkedIn you know after you know looking at half a million resumes over three years you know running two global teams. Our database for Jobvite engaged had 16,000 people in it but it had 16,000 hireable people it was again the cream of the crop everyone that had digital marketing SAAS background they were exactly what we needed for our division and that alone those 16,000 people were worth much more to less than you know five million people to look through four resumes out at LinkedIn somewhere else.
So having a target talent pool within nurturing and working with in it really helped make a big difference in what we were doing it and more than paid for our investment.
Claire: Wonderful Rachel did you have any thoughts or we can move on to the next question. Cool and so we've kind of or one last question oh we just hit the top of the hour and this one is coming in from Diana and she asks I'm kind of lost as to where to start with my sourcing efforts are there any quick wins you can suggest about different campaigns or a talent pool to target that you think would be the best place to start? Andre do you want to start us on this one?
Andre: Yes I talk to people all over the world that are building for suites the first time so really the first process is you know once you have your CRM established building a talent pool you know identifying who you want to hire maybe it's hey we want to target everybody from these five key components. Having a starting point putting in the right individuals into your CRM and then it's nurturing you we always tie our CRM rollouts to you know a company's number one initiative and nine out of ten times it's building a talent pool to hire you know sales people or engineering or something of some key area.
So again have an initiative in mind know that ok I want to hire sales professionals and I recruit out of IBM, Apple, Amazon, Jobvite and GoDaddy great that's a starting point let's let's build you know a talent pool people from those companies I let's have them ready now let's really nurture them with the targeted approach that would appeal to a sales candidate audience and have a nurturing campaign go out and let the hire start to come in from it again.
Happy to talk offline about that also if you read I think I've got to blog this year that are all about building a sourcing team and establishing our life use Google my name and a SHRM says the blob should come up pretty quickly but always having to talk about finances as well. Rachel so anything that you would add to that.
Rachel: The only thing I was going to add is just real quick and a great place to start is individuals that are already being touched by your recruitment team right those silver medalists those referrals and that's a great place to start building your pipeline because the only extra step is actually importing them into the system if they're not already it's already individuals that your team is talking to so when they would refer them for the next position or they were a referral getting them into the system is it's fairly easy after that.
Andre: That's a great point. Yeah dead-on one hundred recent agree with that.
Claire: Perfect okay well I'm going to pass this back over to our friends at BLR HR our daily because I know they have a couple of logistics things to cover but I want to thank everyone all of our presenters you can see their Twitter handles these are the most Twitter savvy people I've ever met so please feel free to reach out to them with any questions cool stats stories that you want to share I'm sure they'd be happy to engage but yeah Kate do you have anything else to cover?
Kate: Yes thanks Claire and thank you to Andre, Sarah and Rachel for being here with us today and thank you to today's webinar sponsor Jobvite for making this event possible. Just a couple final notes today's program has been.