Digital. Virtual. Remote. 2020 has changed everything. Are you ready to attract and recruit talent as a remote-friendly or remote-first company?

1. IN PARTNERSHIP WITH
3 Seismic Shifts to TA in 2020:
Are you ready for the Work Anywhere Workforce?

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Today’s Speakers

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Lori Sylvia
Founder and
CEO
Rally
@lorimsylvia
@rally_rm
Phil Haynes
Head of Global Talent
Acquisition
Zoom
Gary Preston
Director, Marketing
Communications in
North America
HGS
Jennifer Ravalli
Vice President
Marketing
PandoLogic
@JennRavalli
@PandoLogic_inc

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Our mission is to empower employers
to intelligently source the best
candidates.
Our platform, pandoIQ, enables
employers to reach quality applicants
faster and more efficiently using big
data, artificial intelligence, and
proprietary algorithms that fully
automate and optimize the job
advertising process.

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What You’ll Learn Today
• 3 major shifts being created by the Work Anywhere Workforce and specific actions
you can take to evolve your talent strategy today and in 2021
• Important changes to your employee value proposition, candidate experience and
candidate engagement
• Digital job advertising strategies you can use to attract and source remote talent when
you don't know where they're physically located or where they spend time online
• Strategies for Day 1 and considerations for engage and retain remote workers in your
company culture

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Work Anywhere Workforce (WAWF)
Defines the growing number of people who can and
want to work remotely, and who now expect support
for flexible work arrangements from their employer.

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3 Seismic Shifts to TA in 2020
The WAWF will seek out employers that are remote-first or remote-friendly,
requiring you to rethink your employee value proposition, candidate experience,
employee experience, company culture and even company operations.
Your talent pool will increase but so will your talent competition, therefore where
and how you attract and recruit talent will need to undergo digital transformation in
order to be competitive and cost-efficient.
With people having more choices in employers than ever before, employee
engagement will be the key factor in retaining remote talent, and all talent.
Shift
1
Shift
2
Shift
3

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WAWF Strategies

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Employee Value Proposition
• Differentiation (full-time/benefits/equipment/trust)
• Setting realistic expectations – screen out
• Consistent messaging across all platforms
Shift
1

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Realistic Job Preview
Open, honest dialogue at all levels of the business from
Advertising to Job Spec/Recruiter Experience
What appeals to Work@Home applicants?
Shift
1

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Virtual Candidate ExperienceShift
1

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When You Recruit Remote...
Faster Time to Hire
• Removing travel etc. took our
time to hire from 65 to 44 days.
• Another factor is people not
having to “leave” the office for
interviews!
Improved Quality of Hire
• Hiring manager feedback
• Faster decisions
• Low turn-over
• High productivity
Shift
1

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Candidate Engagement
Online Reputation and Trust are now more important that ever.
Manage ‘Chatter’ & Stat Analysis (kow your numbers)
Sourcing Team on hand to answer questions and keep
applicants ‘warm’ – direct straight to App Portal
Helps to understand the audience better and to respond more
appropriately. Great source to build FAQ’s.
83% people research a company before applying (Source: Indeed IDEAS Centre 2019/20)
Shift
1

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Candidate Engagement
Promote Advocacy & Social Proof
Shift
1

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Programmatic Job Advertising
HGS adopts a ‘Tradigital’ approach to advertising (depending on
location). 80% is now online, but moving to Work@Home suddenly
opens up a massive talent pool that is not easy to target (new laws)
and very expensive to target.
How Programmatic advertising is helping HGS
Manages reach > audience > new channels > analytics > centralised costs
Shift
2

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Know Your Numbers
The Call Centre industry = 100’s of hires, that only get
charged to the client when they enter Day 1 of production
i.e. answer calls
Metrics are critical to the business
- CPC v CPA v CPH (Budgets v source)
- Recruiting v Branding $$$ & ORM
- Attrition rates, No Call No Shows etc
Shift
2

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Classifying Jobs as ‘Remote’Shift
2
Google searches for ‘remote job’
3/1-10/1

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Classifying Jobs as ‘Remote’
Pure Work from Home v Tethered to a site.
Tethered has additional difficulties (basically like trying to hire for 2
positions) How HGS differentiates.
Shift
2

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Ambassador Program
Multi-touch point Pre-Boarding Ambassadors
Shift
3

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Day 1 ‘Virtual Hug’Shift
3

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Key Considerations of the WAWF
Gary
• Plan & build organically
• Be innovative &
authentic
• Future Proof your roles
Phil
• More competitive talent
landscape
• Let people be human
• Don’t shortchange
onboarding

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Thank you!
Up next… Q&A

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Q&A
Lori Sylvia
Founder and
CEO
Rally
@lorimsylvia
@rally_rm
Phil Haynes
Head of Global Talent
Acquisition
Zoom
Jennifer Ravalli
Vice President
Marketing
PandoLogic
@JennRavalli
@PandoLogic_inc
Gary Preston
Director, Marketing
Communications in
North America
HGS

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Workforce Recovery Grant
• We want to help you find the talent you need
• 16+ companies benefited from our initial
grant at the beginning of COVID-19
• Learn more and apply visit:
www.pandologic.com/rallygrant
Fund established to help organizations impacted by the pandemic and
looking to rebuild staff to move forward

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Thank you!