This document discusses how companies can build talent pipelines by engaging both active and passive job seekers. It recommends that companies simplify the candidate experience, automate communications, and build talent communities to source interested candidates and reduce time-to-hire. Examples are provided of how talent pipelines can be built through mobile and online engagement, targeted communications, and search engine optimized landing pages. Metrics are shown for how one company hired over 200 candidates in the first year from their talent pipeline.

1. Pipelining Talent: A Sourcing Webinar

2. Why Should Your Recruitment Team Have A Talent Pipeline?
• Reduce Candidate Drop Off – Improve ROI and Create Better Employment Brand
• Simplify Candidate Engagement – Control Your Career Site Traffic
• Bridge The Gaps – Communicate Efficiently
• Pipeline Key Talent – Build Better Relationships With Passive Job Seekers
• Reduce Time-To-Hire – Source Candidates That Already Expressed Interest With Your Company

3. • Examples of Passive Candidate Engagement.
• Reengage Candidates.
• Advanced Features for Talent Community Development.
• Building Your Pipeline
Pipelining Talent
P I P E L I N I N G TA L E N T: A S O U R C I N G W E B I N A R

4. Passive Vs. Active Jobseeker
P I P E L I N I N G TA L E N T: A S O U R C I N G W E B I N A R

5. J O B S E E K E R E N G A G E M E N T C H A N N E L S
Place
Print AD
SMS
Texting
Digital
Media
Mobile
Platform
CRM/Talent
Communities
Organic
Search
“The Shift Has Occurred” -Engage Jobseekers 24/7 On Their Terms

6. T O D AY ’ S L A N D S C A P E I S H I G H C A N D I D AT E D R O P O F F
Of Candidates
that land on your career site,
COMPLETE AN
APPLICATION THROUGH
AN ATS.
“For many reason including it’s
just a pain and too difficult”

7. R E A S O N S W H Y C A N D I D AT E S L E AV E B E F O R E A P P LY I N G
Career site is hard
To navigate and
find key info.
Application
process
is too long!
Job postings and
apply process is
not formatted
for mobile.
Application asks
for to much
personal info
right off the bat.
I don’t have
A resume!
Mobile
Career Site
Mobile
Apply
Don’t visit career
sites. Prefer to
search for jobs by
location & keyword.
SEO Job
Landing Pages
There was not a
open position
that matched my
experience
Just
browsing
Talent
Community
Talent
Community
Talent
Community
Talent
Community
Talent
Community

8. • Both External AND Internal Hiring
• Assists With Referrals
• Both Active and Passive
• Allows You To Be Proactive vs. Reactive
• Automation Is Key To ROI And Recruiter Buy In
• Build Pipelines For All Key Segments
- examples College, Veterans, Referrals, Marketing, etc.
• Full Functioning CRM Functionality Is Key
Talent Pipeline(Talent Community) Thoughts:

9. Reengage Candidates
P I P E L I N I N G TA L E N T: A S O U R C I N G W E B I N A R

10. AUTOMATED JOB MATCHING / J O B A L E R T S

11. S U C C E S S S T O R Y
08/06/2015, a recruiter at our Client put in his
two weeks’ notice.
The Candidate that was hired for his
replacement was hired from their pipeline.
He joined their pipeline via online January Of
2015 and received a job matching email on
8/10/2015 and in his role by 08/20/2015.

12. E M A I L C A M PA I G N S
Campaign Types:
• Re-hire
• Surveys
• Stay In Touch
• Birthdays
• Orientation
• Holidays
Ability To Send Out Specific
Email Campaigns

13. Advanced Features for TC Development
P I P E L I N I N G TA L E N T: A S O U R C I N G W E B I N A R

14. TA L E N T C O M M U N I T Y
• Automated Job Alerts Based on ATS Integration
• Targeted Email Campaigns
• Personalized Recruiter Job Matching Emails
• Recruiter Alerts
• Targeted Skill-based Email Blasts
• Timed Email Campaigns and Surveys
• Email Editing Tool
• Mobile Optimized Email Campaigns
Recruitment CRM

15. • Audience Demographics
• Community Segmentation and Growth
• Comparison Analysis
• Geographic Segmentation
• Email Campaign Performance
• Job Matching Email Analytics
• Exportable Reports
Reporting and Metrics
M E T R I C S

16. C A S E S T U D Y- 1 S T Y E A R
Of the 210 hired from their Talent Community:
· 28 were from recruiter imports – 14 %
· 147 joined via mobile – 70%
· 33 joined via the online widget – 15%
· 2 joined via the Talent Community website – 1%
Over All Source Stats :
· 26951 were from recruiter imports – 32%
· 36697 joined via mobile – 44%
· 19391 joined via the online widget – 21%
· 1152 joined via the Talent Community website – 3%
AppVault Client: 84,191 In Talent Community

17. P I P E L I N I N G TA L E N T: A S O U R C I N G W E B I N A R
Building Your Pipeline

18. M U LT I P L E AV E N U E S

19. • All Encompassing Candidate Experience
• Multiple Calls to Action
• Responsive Designed
• Modular
• Search Engine Optimized
• Trackable
• Automated based on ATS
• Custom Creative
B U I L D I N G Y O U R P I P E L I N E L A N D I N G PA G E S

20. Initial Questions:
• What is your top performing media source?
o Is that based on a first attrition or last attrition model?
• How long does it take a job seeker to commit to filling out an application from first
contact with your open positions?
• Do you know what the drop-off rate is from your current job postings?
• Are you utilizing SEO optimization on your site and job landing pages?
o Do you have a reciprocal linking strategy in place?
• What does your jobs look like on search aggregators like indeed.com,
glass door, etc.?
• How customizable are your search options for job seekers?

21. Experience – Ongoing Recruitment Consultation
Strategy – Improve Candidate Experience & Employment Brand
Technology – Increase Engagements With Passive & Active Candidates
Efficiency - Automate Communications, Job Matching & Referrals
Communication – Client Success Manager / Dedicated Point Of Contact
ROI – Improve Budget, Reduce Media Spend & Maximize Current Investment
Why AppVault?
Next Webinar: June 16th
- Candidate Destinations: Matching Job Seeker Expectations