1. Recruiting to Retain: Hiring in a Tough Economy VOICES of the Staff Supervisor Conference June 26, 2009

2. Recruiting to Retain: Hiring in a Tough Economy Purpose To understand today’s recruitment “platform” while working in difficult economic times. Objectives Be able to recognize the potential in your candidate pool Understand options for recruitment planning Learn how to utilize cost saving strategies (“low” cost & no cost) Agenda Introduction & Background What are our “knowns” What control do we actually have? Fun Activity Strategies (including Low Cost/No Cost Options) Importance of Data Capture Q/A & Wrap-Up Recruiting to Retain: Hiring in a Tough Economy

3. Introductions and Background Darci Watson –Health Careers Recruiter Mindy Warden –Health Careers Recruitment Coordinator

4. What do we know? Current economic climate Current state of the organization –Travel budgets reduced or frozen –Managers less focused on recruiting –Technology budgets are reduced Abundance of candidates Loss of trust and confidence in business Candidates are aware of the lack of opportunity You may not be able to hire!

5. What control do we have? Strategy Planning Knowledge –Trends –Best Practices Understand your candidate pool Options for recruitment

6. Strategy Planning Most important thing you can do! Know your objective and budget Proactive Recruitment Leverage your resources Save the organization money Think of the future needs –Build a pipeline –Build your brand awareness

7. Recruitment Trends Yesterday Heavy reliance on print Cumbersome databases Paper Applications Mass communications Speaking at/monologue Internal communications Employee retention Today Sophisticated use of media (online, mobile, outdoor, social networks) eCRM/Talent databases Online Applications Superior targeting, personalization, one-to- one marketing Speaking to/dialogue Brand experience and infusion Employee engagement

8. Best Practices Employment Web Site General Job Boards Banners Ecards Behavioral Targeting Search Engines –Google - #1 ranked search engine –Yahoo - #2 ranked search engine/ #1 ranked news site –Indeed & SimplyHired – great sites for a low & no cost

9. Best Practices cont. New and Emerging Media and Technology –Job Video –Job Podcasts –Job Texting Niche Job Boards Social Networking Sites –Facebook - #1 ranked site for 17 – 25 year olds –GenX 2nd fastest growing group on site –MySpace - #2 ranked site for 17 – 25 year olds –#1 visited site on the web –LinkedIn - #1 ranked professional site for 25 – 65 year olds

11. Understanding your candidate pool Exponential increase over the last few months – year Higher level candidates applying Non-Qualified candidates RIF candidates and our commitment Generational differences Year Totals 73,413 123,939 112,485 28,487

12. Fun Activity! Understanding the Generations

13. Recruitment Strategies Brochures Photo Campaign eCards Virtual Events Employee Referral Programs Video – Career Profiles Website Maintenance (SEO) Blogs Podcasts Social Networks Pay-Per-Click Job Boards Alternative Recruitment Campaigns

14. Options for Recruitment Strategies Low to No Cost Options –Word of Mouth –Employee Referrals –Social Networks (Facebook/LinkedIn) http://screencast.com/t/KPqzlfdBhBO http://screencast.com/t/KPqzlfdBhBO –Job Boards –Monster, Hotjobs, CareerBuilder, Dice, Craigslist –Utilizing current contracts –Email Blasts –College/University Alumni & Career Services Websites –Local and National Private and Public Sector Websites –Former staff members –Students – turn them into recruiters –$50/referral –$25 gas card What strategies have worked for you?

15. Data Capture Question – Why do it? Tracking Trends Breakdown of Costs What worked? Tangible evidence of spending activity for leadership (they will ask for it)

16. A well planned strategy equals… Happy Employees which leads to… Retention which helps with… Cost Savings to department!

17. Questions? Thank you!