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The last session today features a panel discussing recruiting the best passive candidates. We're joined by Michael Gamson, LinkedIn, Yolanda Mangolini, Manager, Talent & Outreach Programs, Google, Tim Jones, Vice President of Recruiting, ConAgra Foods, and Keith Molesworth, Global Staffing Channels Manager, Intel Corporation.
Michael: The executive team talks about how important talent is. Given the reputation of each of your organization's attitude towards talent, what are your leadership teams' takes on talent?
Keith: We spend a lot of money supporting education K-12. Those are the people that will bring in the new ideas and innovation. Our leadership believes in striving to make improvements in K-12 education- it's in our blood. Talent acquisition is huge for keeping innovation moving forward.
Tim: Our senior leadership identifies talent acquisition as a key differentiator for us. We know what the external market will bear on our succession planning and spend time thinking about it.
Yolanda: Our senior execs see talent acquisition as everyone's responsibility. We use a call to action to stimulate hiring and convey a sense of urgency. We won't reach our goals unless everyone gets involved.
Michael: Give us some insight into how you're using social recruiting to be successful in passive recruiting.
Tim: Social recruiting has been a huge initiative for us and has made my recruiters' jobs easier. We're seeing the total number skyrocket to 35% of all hires.
Michael: How are you courting passive candidates?
Tim: We've focused on getting really good at telling the story- not selling a job. 20% of our recruiters' performance review is based on business acumen.
Keith: Our recruiters are becoming experts in the business groups that they support, too. Part of the magic is knowing what motivates the individual candidate you're interacting with- that's part of being a good recruiter.
Yolanda: Our top 2 sources for hires are employee referrals and passive candidate sourcing. We found that we know what skill sets to look for in the best engineers. We use LinkedIn, Facebook, Twitter and YouTube. These reinforce the culture of transparency that we have. Passive candidate sourcing has been a powerful tool for us.
Keith: We've moved into social media in the last few years with increasing success. We created social media guidelines specifically for our recruiters. We've hired a social media program manager. It's really become important to us both as a channel for bringing in candidates as well as for brand marketing.
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