The Staffing Strategy Connection Competitive Recruiting in a Networked World Gerry Crispin & Mark Mehler CareerXroads HR Staffing Hey Buddy! Want a Job? CXR Diversity Conference Survey October 2006

The Staffing Strategy Connection

The Staffing Strategy Connection Additional responses

The Staffing Strategy Connection

The Staffing Strategy Connection

The Staffing Strategy Connection Additional responses

The Staffing Strategy Connection

The Staffing Strategy Connection Conference provides source for new hires and interns. Value is determined by potential number of hires. value is hires and or branding It's a number of things: number of hires, quality of hires, retention of employees, networking, professional development, branding. yes Depends on the partnership. Some we do strictly for branding, some we expect hires or we re-evaluate the relationship the following year. For me, measurable value translates into full-time hires. Some of the efforts in the technical-related conference bring us co-op students, but if we don't convert them to full- time employees, I see less measurable benefit. The scope of benefits beyond direct recruiting results is more difficult to measure. Is there some level of presence that is expected for corporate reputation and sustainability? Is absence at an event conspicuous if all of your peers are in attendance? Can you have measurable value in building a reputation as a champion of diversity, even if you have no current hiring needs? # of contacts and hires resulting directly from the conference. By value we mean "branding". It is much more a qualitative metric versus quantitative and the debate generally is "No one may overtly realize we are there but they will sure notice if we're not there". Measurable number of hires We use "hires" as our measure and usually relative to the academic school years. We work hard to make sure the candidates enter their profile in our applicant tracking system and use specific source information provided to them at the conference or in a follow-up . While we have not had what we call resounding success (such as filling all of our opportunities at these conferences), we do network, build enough relationships with candidates, and hire some to the point of saying it is worth attending. Attending key diversity conferences is a cornerstone to our diversity recruiting strategy. identified quality candidates who entered our recruiting process and we may have made offers/hires in 2004 we only hired 3 individuals total from NBMBA and NSHMBA; in 2005, we hired 16 from both; we are expecting greater results in Definitely adding value from a cost-per-hire perspective; and strong quality of hire (based on hiring managers' satisfaction level) Value- 1)# hires 2)Interest by Business Units in participating equated with diversity message gaining acceptance It is really all of them. Of course we are trying to make hires so that ends up being our biggest measure and without hires we would stop. Number of hires + branding = goal To me, "value" would be a certain level of viable candidates to add to the pool -- people we actually bring in to interview. This is not to say that that we can't find great candidates at these events; our organization is structured to recruit in this way. We participate in the national fairs to establish corporate presence. We receive more recruiting value from participation in the regional conferences and in conjunction with on-campus student chapters. Number of hires from an event and connection points achieved to reach more candidates outside of a conference. - Aligned with our D&I and campus plans/strategies - Affords opportunity to recruit diverse talent - Affords opportunity to market/brand company - Avoids being conspicuous in absence Some "values" are tangible (3 hires); others aren't (branding, presence.) We received no hires or interviews. There was no value associated with this other than the perception of hiring. # of hires and the beginning exposure to these organizations. We are a small division within our company so we participate and the company pays the costs. So for me, one hire has been a huge value! My responses were based on the value of actual diversity hires from the conferences. While branding has a value, we have not determined the best method for measurement from conference participation.

The Staffing Strategy Connection

The Staffing Strategy Connection Additional responses

The Staffing Strategy Connection

The Staffing Strategy Connection We Wish You Good HUNTING! To reach Mark or Gerry