SmashFly Transform: Diversifying the Workforce by 2020
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That's a lofty talent acquisition and business goal, but Intel's Allyn Baily and Pam McKnight are on the right track, using a recruitment marketing strategy and Recruitment Marketing Platform to reach more targeted candidate personas.
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SmashFly Transform: Diversifying the Workforce by 2020
- 1. DIVERSIFYING THE WORKFORCE BY 2020 Allyn Bailey & Pam McKnight
- 2. Allyn Bailey Talent Experience Architecture Manager, Intel Pam Mc Knight Talent Experience Solutions Architect, Intel
- 3. OPPORTUNITY LIES IN CONNECTING THE DOTS
- 5. BRINGING IN LEADS JUST = NUMBERS IN THE SYSTEM
- 6. MOVING FROM PAPER TO PEOPLE = RELATIONSHIPS
- 7. IDENTIFY YOUR KNIGHTS AND EQUIP THEM Clear vision & their role Templates & workbook Talent personas Content editorial Training/workshops Journey map
- 10. THANK YOU!
- 11. B O S T O N | 2 0 1 6
Editor's Notes
- Telling our story. Begin at the initial conversation point. Discussion around there must be a better way to do this. Independent challenges and work lead to joint research and efforts. Experience challenges CMS challenges Hiring volume challenges Realized we had the opportunity to do something different & drive real change with a consolidated recruitment marketing platform - Smashfly
- Discuss our challenges (ATS changes – CMS redesign in works, but limited resources) and building the business case. Seized a small win that wasn’t part of our core vision, but gave us our opportunity When diversity shifted from an important focus for us, to Intel being the role model for a diverse workplace by 2020, that was our spring board forward We were funded and expected to accelerate forward
- Shift in thinking – leads are gold, but how do you know which are really the talent you need (skilled, diverse, specialized) in all those leads? Realized that our thinking around converting talent needed to shift. Segmentation – but different than we had ever thought of it was the key. +2/-1 For 1st time we are able to begin to gather data on the number of leads we have in the database, key quality indicated and & our diversity representation we have in those. This allows us to begin to really target and sell to the talent Intel needs to achieve it’s company goals.
- GTA Director story: Nurturing with purpose – ultimately we need to convert contact to hires. Clear call to action with each engagement is important for us. Engage in a way that not only attracts, but keeps talent engaged – emotions/behaviors/feelings Get to know & enrich the contact record – contact continuum Learn who the talent really is (diversity is just one factor) and where they best fit at Intel. Matching talent to the right opportunities at the right time. Doing that with volume and across the world is part of our challenge
- Our small recruitment marketing team can not manage or control all activates. Enabling our day to day execution arms & the feet on the ground is a major challenge & focus for us at this point. We are focused on equipping our team to drive consistency in our messaging and creating a controlled connected experience. Goal is to build a relationship between talent and Intel through micro-moments across all the touch-points. We have defined key tools that help the team without trying to centralize every action or activity.
- Try>Learn>Adjust is our M.O. With each of our use cases that we introduce into the system, we follow a structured learning process, which includes reflection We have learned a lot in the last 9 months & make changes and modifications on a regular basis.
- Our learnings have prepared us, but we realize this is a journey Shifting an organization the size of Intel to think differently about how to engage talent is a challenge that will require time and persistence. Our knights are prepared to forge ahead & we are using small victories and bright spots to reinforce how our strategy is helping to win the talent we want and need. We are just beginning to be able to begin to show our story with some of the early analytics we are getting out of Smashfly. We are very careful at this point to ensure not to ready too much or too little into what we are seeing, but we are able to begin using that data as early sign posts for us and help us assess if we are on the right path. Wish us luck as we continue forward in our quest to diversity talent by 2020.