My mind on my money and my money on my mind. What are some of the best ways to spend your budget so that you get a clear return on your money?
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
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|Name & LinkedIn Profile||Group||Title||Company|
|Andre Heslip||Recruiting The Triangle||Recruiter||Spectrum|
|Lissa Bowen||TA Leaders||Director of Talent Acquisition||Southern Rock Restaurants | McAlister's Deli|
|Matthew Liptak||TA Leaders||Director, Talent Acquisition||Aura|
|Tara Noonan Amaral||TA Leaders||HR /Talent Advisor||SemperVirens VC|
Chat Messages from the Session…
10:06:10 >> Daniella McDonald : In my last company we used JobTarget, but there was no control on spending and no data that we were getting candidates so we stopped it.
10:06:37 >> Daniella McDonald : There were lots of options for colleges and specialty boards.
10:07:15 >> Khristina Jones : My ATS (ApplicantPro) provides for a large variety of job posting sites, some local, some more targeted).
10:07:19 >> Bonnie Chau : Same here with my previous employer and JobTarget. It didn’t work well for our industry at the time.
10:07:34 >> Michelle Tomes : I’ve had a good experience with JobTarget, working with my account manager to only use the boards that worked best for us- and not post to others that were not brining in the right candidates.
10:07:47 >> Matthew Liptak : it depends on the company
10:08:11 >> Bonnie Chau : Agreed Matthew L.
10:08:34 >> mercheley beuns to All panelists : Circa job board does that at well
10:08:46 >> Khristina Jones : Love Handshake!
10:08:49 >> Jenny Shedd to All panelists : +1 on handshake
10:08:53 >> Matthew Liptak : yes circa bought Americas job exchange
10:09:14 >> mercheley beuns to All panelists : Handshake is great!
10:09:15 >> Daniella McDonald : We used LocalJobNetwork, now Circa. Similar to what is being mentioned now…OFCCP compliance, diversity sites, women, veterans. it was pretty inexpensive.
10:09:18 >> Jenny Shedd to All panelists : Just found purple briefcase for community colleges
10:09:18 >> KRISTINA SAUNDERS : Handshake, are you successful with the free platform or are you paying?
10:09:28 >> Matthew Liptak : its free
10:09:46 >> Matthew Liptak : simplicity
10:09:48 >> Matthew Liptak : is similar
10:10:01 >> Andrew Shelton to All panelists : I’ve found Handshake works well sometimes and we come up empty sometimes. Hard to figure out why there is a difference in results…
10:10:56 >> Khristina Jones : Free, though there was an announcement recently about upgrading to a charge site.
10:11:00 >> Matthew Liptak : handshake you need to make sure to add a lot of schools
10:12:53 >> mercheley beuns to All panelists : 100% agree Matt
10:13:16 >> Khristina Jones : Partnering w/Marketing is critical for branding.
10:15:03 >> Rita Kelly to All panelists : What are thoughts on Glassdoor vs Comparably?
10:15:11 >> Rita Kelly to All panelists : for branding
10:15:18 >> Matthew Liptak : Glassdoor very powerful
10:15:32 >> Matthew Liptak : I always recommend putting money into glassdoor
10:15:40 >> Glenn Murani to All panelists : I partner and speak at local outplacement companies. It’s a great way to meet quality people that recently got laid off from their firm.
10:16:14 >> Brad Mumpower to All panelists : We used Muse, but found that the value didn’t justify the cost after the first marketing project with them was done.
10:17:43 >> Jenny Shedd to All panelists : We have sponsored meetup groups in the past
10:19:15 >> Sean Rehder : what was the cost, Jenny? do you remember?
10:19:56 >> Brad Mumpower to All panelists : Meetup is a fantastic tool for job visibility, marketing/branding. We partner with a local Veterans group and typically have a good number of people show up from that community.
10:20:12 >> Khristina Jones : Pre-COVID I launched a Meetup program where I would partner with local groups to present at our facility. Gave us exposure to local tech talent and gave folks a chance to meet our engineers/employees. Very effective and low cost. I usually had a sponsor for food.
10:21:17 >> mercheley beuns to All panelists : Now that we are virtual, we can network with minimal costs
10:22:34 >> Matthew Liptak : in the past I used to start a yahoo group to network
10:22:52 >> Matthew Liptak : construction candidates at the management level weren’t on linkedin
10:23:08 >> Matthew Liptak : they would join the yahoo group to network with peers
10:23:32 >> Khristina Jones : LinkedIn is tough since they moved to a PPC model. I just can’t wrap my head around that model. How do you even budget for that effectively?
10:23:57 >> Matthew Liptak : usage Year over year to evaluate cost
10:24:26 >> Bonnie Chau : All employees are “brand ambassadors”. Some are just more active than others. 🙂
10:24:26 >> Daniella McDonald : I used Facebook groups in my last position. Joining groups for the cities we were recruiting in. They were hourly positions like delivery drivers and warehouse.
10:26:39 >> Jan Ackerman to All panelists : Tracking Pixels are another way to do it.
10:27:51 >> Matthew Liptak : Gen z putting QR codes on their resumes
10:29:49 >> Jenny Shedd to All panelists : Has anyone used the Professional Diversity Network
10:31:50 >> Bonnie Chau : Same for the construction industry and finding craft workers.
10:32:12 >> Catherine Hansen to All panelists : Internal mobility – SO important. Why lose great talent already in the company?
10:32:20 >> Matthew Liptak : right
10:32:26 >> Rita Kelly to All panelists : We are working on implementing an Internal Mobility Workshop for internal staff.
10:32:30 >> Matthew Liptak : I just rolled out an internal mobility program
10:32:38 >> Catherine Hansen to All panelists : Yes – employees now want defined paths and visible company commitment to their careers inside
10:32:40 >> Matthew Liptak : its very comprehensive
10:33:03 >> John Capozzi : Do you need a free IT intern this summer?
Please check out On Ramps to Careers is a non-profit that focuses on getting more women and underserved DC students in the industry. We placed 200 DC students in virtual IT internships in summer 2020. Would UI be interested in an IT Intern this summer? They come at no-cost.
10:33:07 >> mercheley beuns to All panelists : @Matt would you be willing to share your program?
10:33:27 >> Catherine Hansen to All panelists : My last company had an internal mobility program – the key was streamlined interview process. In other words, an employee doesn’t have to go through a slate of interviews for a new internal role. Maybe 1-2 ppl
10:33:33 >> Matthew Liptak : it was my last company..but I can share details
10:33:37 >> Matthew Liptak : ping me on linkedin
10:33:45 >> Catherine Hansen to All panelists : And we looked for transferrable skills and potential (vs exact experience)
10:34:03 >> Matthew Liptak : more simplified way for internals to apply to roles
10:34:13 >> Matthew Liptak : and seek out opportunities
10:34:16 >> Catherine Hansen to All panelists : Love the leadership / management development training program
10:34:24 >> mercheley beuns to All panelists : @Matt will do
10:37:17 >> Brad Mumpower to All panelists : Right, mobility has to be embraced by all stakeholders – including managers/teams that are losing those employees with no promise of being able to backfill them any time soon.
10:38:07 >> Matthew Liptak : with my own teams, I have always encouraged to go after internal roles if they want to grow
10:38:26 >> Matthew Liptak : there has to be career development conversations
10:39:08 >> Brad Mumpower to All panelists : It’s a balancing act, but necessary to develop that employee and ultimately keep them – better for company and employee alike
10:39:30 >> Matthew Liptak : as a leader you cannot be selfish with your team members
10:39:42 >> Brad Mumpower to All panelists : 100%
10:39:43 >> Matthew Liptak : you have to allow for a career track
10:41:55 >> Matthew Liptak : knowing how hard it is to find a good recruiter, I still pushed my team to seek career growth
10:49:33 >> Catherine Hansen to All panelists : Agree Tara. Managing, say 10 hiring manager with 10 niche roles means 10 work streams. And reduced capacity
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Saundra Ramsey||Recruiting Atlanta||Talent Acquisition Business Partner hiring all levels of Technology||Wahoo Fitness|
|Kristina Saunders||Recruiting Boston||Senior Manager, Talent Acquisition||J. Jill|
|Sean Fennelly||Recruiting Boston||Senior Corporate Recruiter||Cole Haan|
|David Anderson||Recruiting Boston||Recruiting Consultant||Takeda Pharmaceuticals|
|Laurie Meninno||Recruiting Boston||Senior Talent Acquisition Specialist (Planet Pharma Contractor)||Lundbeck|
|Audrey Ragueneau||Recruiting Boston||Senior Manager, Talent Acquisition Programs and Operations||Biogen|
|Amanda Albrent||Recruiting Chicago||National Retail Recruiter||Blick Art Materials|
|Eileen Beno||Recruiting Chicago||Senior Technical Recruiter / Scientific Recruiter||Fermilab|
|Bonnie Chau||Recruiting Dallas||Recruiter||Austin Industries|
|Danyell Howell||Recruiting DCBmore||Regional Healthcare Recruiter||Seasons Hospice and Palliative Care|
|Delaina Silva||Recruiting Denver||Senior Talent Acquisition Consultant||SDL plc|
|Nicholas Steinberg||Recruiting LA||Talent Acquisition Specialist||Bluebeam|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Renee Lin||Recruiting LA||Talent Acquisition Specialist||SADA|
|Yanin Fucile||Recruiting LA||Recruiter||Spectrum|
|Jane Knaus||Recruiting LA||Affinity Fulfillment Leader- Sr. Technical Recruiter||Affinity|
|Lynda Whittemore||Recruiting Minneapolis||Talent Acquisition Manager||Room & Board|
|Denise Ward||Recruiting Minneapolis||Technical Recruiter||Wunderlich-Malec Engineering|
|Jessika Filus||Recruiting Phoenix||Recruiting Manager||Mosaic North America|
|John Sullivan||Recruiting Portland||Talent Acquisition Lead (IT Group)||The Standard|
|David Palileo||Recruiting Seattle||Senior Recruiter||Tableau Software|
|Michelle Tomes||Recruiting Seattle||Recruiter||Snap! Raise|
|Catherine Hansen||Recruiting SFBA||Senior Manager, Recruiting||Hippo Insurance|
|Julie Kemp||Recruiting SFBA||Talent Acquisition||Mercari|
|Jamal Shipp||Recruiting The Triangle||Recruiter||Charter Communications|
|Katie Hoffmeister||Recruiting.Work||Talent Acquisition Recruiter||H&A Architects & Engineers|
|Khristina Jones||Recruiting.Work||Corporate Recruiter||Accusoft|
|Sherrie Epstein||TA Leaders||Senior Manager, Talent Acquisition||PulteGroup|
|Jennifer Shedd||TA Leaders||Director, Talent Acquisition||Artesana Consulting|
|John Capozzi||TA Leaders||Director of Recruiting and Retention||On-Ramps To Careers|
|Andrew Shelton||TA Leaders||Director, Talent Acquisition||Barrett Industries (a Colas USA company)|
|Jan Ackerman||TA Leaders||Vice President Recruiting Asia Pacific & Japan (JAPAC)||Oracle Singapore Pte Ltd|
|Michelle Randall-Berry||TA Leaders||Head of Global Talent Acquisition||IGT|
|Glenn Lindley||TA Leaders||Senior Director of Talent Acquisition||PubMatic|
|Rita Kelly||TA Leaders||Senior Director of Talent Acquisition||Acelero Learning|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Mike Sensenig||TA Leaders||Director of Talent Acquisition||Haller Enterprises|
|Ravijeet Tokala||TA Leaders||Director, HR & Talent Acquisition||Optym|
|Glenn Murani||TA Leaders||Director of Talent Acquisition||Optima Global Solutions|
|Mercheley Beuns||TA Leaders||Vice President, Talent Acquisition||Fox Corporation|