BrightHouse Networks Puts the HelloExcellence in Talent Acquisition with a Recruitment Marketing Platform
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Senior Director of Talent Acquisition Jennifer Tracy shares how Bright House Networks has transformed its talent acquisition strategy with a Recruitment Marketing Platform. As presented at the 2014 IHRIM Conference
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BrightHouse Networks Puts the HelloExcellence in Talent Acquisition with a Recruitment Marketing Platform
- 1. 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
- 2. Agenda • Introductions • The Changing Landscape of Recruiting • Bright House Networks’ Journey • Q&A - Open Discussion
- 4. A li%le bit about us • Jennifer Tracy – Bright House Networks
- 5. A li%le bit about us • Mary Grace Hennessy -‐ SmashFly Technologies
- 6. THE CHANGING LANDSCAPE Of How Companies Recruit
- 7. THE FUTURE IS MOBILE
- 8. The Future is Mobile
- 9. Plugging in
- 10. How people connect is changing TradiEonal 85% Mobile 15% Web Traffic TradiEonal -‐ 80% Mobile -‐ 20% Online Purchases
- 16. Today’s Recruitment Marketing Landscape Pre-‐Applicant Applicant Talent Management System
- 17. 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
- 18. NEW APPROACH TO RECRUITING
- 19. Total Recruitment Marketing Sales Marke5ng Sales Qualified Leads Recruiters Recruitment Marke5ng Recruiters Qualified Candidates
- 20. BRIGHT HOUSE NETWORKS Our Journey
- 21. 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 21
- 22. 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. 22
- 23. Talent AcquisiEon Framework Talent AcquisiEon Planning and Strategy PosiEons and Profiles Employment Branding Candidate Types Sourcing SelecEng Hiring Onboarding Tools and Technology Recruitment Partners Candidate RelaEonship Management Recruitment Roles, Process, Training and ImplementaEon Compliance Metrics and AnalyEcs *Bersin & Associates -‐ www.bersin.com
- 24. 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 Candidate Rela5onship Management Recruitment Roles, Process, Training and Implementa5on Compliance 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
- 25. 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 Candidate Rela5onship Management Recruitment Roles, Process, Training and Implementa5on Compliance 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
- 26. 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
- 28. 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
- 30. New Sourcing Channels Job AdverEsing Channels Career Site & Talent Network
- 34. ESTABLISH SOCIAL MEDIA PRESENCE
- 35. Where we Started • Be Human • Interact • Broadcast • Be Tech Savvy
- 37. Just Launched
- 38. MOVE FROM REACTIVE TO PROACTIVE
- 39. Living with the status quo Campus Military Job PosEng 3rd Party Sourcing Events ATS Career Site Diversity Social
- 40. Centralized Talent Network ATS Campus Military Job PosEng 3rd Party Sourcing Events Career Site Talent Network Diversity Social
- 41. DELIVER BRANDED, OPTIMIZED AND MOBILE EXPERIENCE
- 42. New Career Site 42
- 43. Social Tools & Mobile Companion Site 43
- 44. Military Branded Landing Pages Sales Technology CARE Field Diversity
- 45. Explorable Map of Jobs
- 46. Landing Pages for Natural Search
- 47. New Career Site 47
- 48. Automated 72 Hour Loopback
- 50. GET TO MEASURABLE QUALITY
- 51. 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.
- 52. Strategic RecruiEng ConEnuum 52 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
- 53. The Job Title Challenge • Customer Support Specialist Vs. • Product Specialist Professional
- 56. Video Story
- 57. Market Demand for Video Talent 57
- 58. Macro Visibility into EnEre Strategy
- 59. 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
- 60. OPEN DISCUSSION
- 61. THANK YOU!! Jennifer Tracy: Jennifer.Tracy@mybrighthouse.com Mary Grace Hennessy: mghennessy@smashfly.com / @RecruiEngGrace
- 62. For more information on this or any other HR technology topic go to hcp://core.ihrim.org
- 63. IHRIM needs your feedback! Please submit a session evaluation for 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!