Ep 58: How To Nurture Passive Talent

One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent.

There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing.

In the interview we discuss:

•    The challenges of recruiting 7000 people a year in the toughest geographies and talent segments

•    The importance of reputation and how to actively manage it

•    How to qualify talent pipelines to avoid wasting people’s time

•    Nurturing passive candidates using pre-tested, optimized content

•    Using data to quantify addressable markets of talent

Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing.

This week’s podcast is kindly supported by Lever, where ATS meets CRM

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One thought on “Ep 58: How To Nurture Passive Talent

  1. Really enjoyed the interesting and stimulating chat between Matt Alder and Jennifer Johnston of Salesforce about the challenging and ever-changing landscape of finding passive candidates.

    It is amazing, the course of action that Salesforce has taken regarding their hiring in challenging geographic areas, effective use of employee referrals, educational background targeting through social media and customer events (where candidates attend as well).

    In addition, Jennifer described the paramount importance of the candidate experience and the ‘reimagining’ of the on boarding experience (especially for hiring managers going from ‘Grilling’ (candidates) to ‘Selling’ (to candidates)) — major mindset shift and fantastic to hear about! Salesforce has taken onboard the concept of ‘why’. Why would someone want to work for Salesforce? The answer seems to be that Salesforce wants to be ‘World Class’ and they are doing their best in their attraction and recruitment strategy to get there!

    This must be a major reason why Salesforce has increased their workforce from 8,000 to 20,000 and now joining the league of Microsoft, Apple, Oracle and others.

    Well done Matt, great interview, relevant questions and great choice of guest who shared a fantastic success story.

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