Jim Stroud, Senior Director at Randstad Sourceright presents "Content is the New Sourcing." In this presentation, you will learn why content is good (and bad) for recruiting and how great content can attract even those candidates who don’t actively search for opportunities. You will also gain insight into how to use content to attract the people you want to hire, while outfoxing your competition at the same time. Finally, you will learn strategies for developing great content, even when your time is limited. // You can download an audio version of the webinar here: http://bit.ly/contentsourcing

1. Content is the New Sourcing
WEBINAR
Presented by: Jim Stroud, Sr. Director
September 9, 2014

2. Jim arrives at his favorite coffee spot.

3. Hmm…
They should be
here in a few
minutes.

5. Isn’t this the kind
my wife likes? I
don’t remember.

7. Hey! Good to
see you. Pull up
a chair and get
comfortable.
Jim Stroud
Senior Director
RPO Recruitment Strategies and Support
Randstad Sourceright

8. I understand that you
are having some
difficulties filling your
open positions.
Believe me, you are not alone.

9. Of course you know, there
is a talent shortage.
#irony

10. “Addressing the skills gap continues to be top of mind with Canadian workers, according to a
new study by Ipsos-Reid on behalf of Randstad Canada. In fact, more than nine-in-ten (91.2%) of
working Canadians say they feel that the skills shortage/skills gap will continue to be an issue of
importance in Canada in 2014.”

12. "The Northern hemisphere faces talent shortages
in a wide range of occupational clusters largely
because populations are aging rapidly and
educational standards are insufficient. "The
United States, for example, will need to add
more than 25 million workers to its talent base
by 2030 to sustain economic growth, while
Western Europe will need more than 45 million.
In Germany, according to a recent assessment,
70% of employers are hard-pressed to find the
right people."
The skills deficit is exacerbated by the fact that baby
boomers will be retiring and young people are not
pursuing the professional skills the world will need.
People skilled in professional positions, such as doctors,
scientists, technicians, health care professionals, IT
professionals, computer scientists, global managers, and
skilled trades such as plumbing, will be high in demand
but severe shortages are anticipated.
Yikes! (Again)

13. And don’t get me
started on the
retention issues that
companies are
dealing with!
Well, since
you asked…

14. August 2012

15. January 2014
Are you showing
your people love?

16. May 2014

17. Survey says…

18. Job satisfaction among recruiters and leaders is not especially high.
Most respondents, including hiring managers and company executives, believe jobs are at
least as hard to fill this year as in 2013, and, by large percentages, believe filling jobs will
be even harder next year.

19. Umm…
I don’t know.

20. Just kidding.
;-)

21. I jotted a few
ideas down in
my notebook.

22. I don’t want recruiters
to call me. I just want
to work.
News Flash!
And I can prove it!

23. Some recruiters
are giving all
recruiters a bad
name.

24. “Roughly three months ago (in the beginning of March), for a variety of reasons, I decided to put my resume out there on
the interwebs. Here I chronicle my experience being a software developer on some of the most popular and widely used job
channels.”
As I write this, all in all I have received: 266 emails and 96 voicemails.
This roughly equates to 12.7 emails and 4.3 voicemails per workday.
I predict that in the coming years the demand for top talent will be even higher and companies will need to resort to new
ways to find and incentivize developers. While the experience I have presented here can vary, especially for new grads and
developers travelling through reputation or word of mouth, my goal here was simply to give some perspective.
Source: http://codebrief.com/2011/06/what-its-like-to-be-recruited/

25. • “The great software developers, indeed, the best people in every field, are
quite simply never on the market.”
• “The average great software developer will apply for, total, maybe, four
jobs in their entire career.”
• “The great college graduates get pulled into an internship by a professor
with a connection to industry, then they get early offers from that company
and never bother applying for any other jobs. If they leave that company,
it’s often to go to a startup with a friend, or to follow a great boss to
another company, or because they decided they really want to work on,
say, Eclipse, because Eclipse is cool, so they look for an Eclipse job at BEA or
IBM and then of course they get it because they’re brilliant.”
Source: http://www.joelonsoftware.com/articles/FindingGreatDevelopers.html

26. They won’t call me back! They won’t call me back!
They won’t call me back!

27. You have to produce and share info
that is so interesting that it will
attract passive candidate to you.

28. I used to think search engines
were like Encyclopedias. But
they are really like…

29. We stand ready to give
you the search engine
results you require, my
lord.
Search engines are going out of their way to
serve up results custom tailored for you.
Personalized Search

30. I see you shrugging your
shoulders with indifference. Let
me assure you, personalization is
a very big deal.

31. 100 Million per month in 2008

32. 338 Million per month in 2012

33. Despite all that job searching
online, your opportunities may
be virtually invisible and this is
why…
(The Invisible Man)

35. Excuse me
as I get a bit
geeky here.
With glasses on,
the “nerdification”
process begins.

36. Source:
2012
http://seanclark.com/search-engine-optimisation/confirmed-google-is-critical-to-your-search-rankings/

37. The trend
continues…
Now in full nerd mode.

38. Is this popular news or what
Yahoo wants me to see?

39. …boasting that click-through rates have now risen more than 270 per cent on the
"Today" news module at the heart of the Yahoo! home page. Known as CORE –
short for Content Optimization and Relevance Engine – the system doesn't replace
human editors. It works alongside them, making many but not all the decisions…
Source: bit.ly/r5SEBL The system knows that women generally favor stories about Brad Pitt,
but after some real-time analysis, it can quickly realize that men are far
more like to click on a Brad Pitt story that involves a sports movie.

40. If you would, observe the language on this Facebook page.*
< *Don’t I look and sound
smarter with my glasses on? >

41. If you would also indulge me, notice the reference to personalized content on this Twitter page.
*Now deactivating the nerdification process.

42. Woo-hoo!!!

43. Yuck!
Hmm… Resistant to change?
+
Overwhelmed? Don’t be.
Baby steps are good! 

45. Build a persona and speak to it.

46. Consider this a
crash course.

47. Okay, so once you know
who your audience is, it’s
time to produce some
content of interest to
them.
Some inspiration would
be nice. Yeah, where can I
get some of that?

48. Other Q & A sites:
Yahoo Answers
AOL Answers
AllExperts

49. Let Google be your
guide.

50. 10 Ways your industry will change this year
Create a list of the best industry resources
Talk about why things are better today than yesterday
Attend industry events and blog about them
Describe how your industry is like your favorite TV show
The ugly truth about your industry
The 8 people in your industry you want to meet
What someone needs to consider before getting involved in your industry
Create a chart that breaks down a complicated industry issue or problem
Interview someone well-known in your world and profile them
Rewrite an old post with fresh eyes and new ideas
Search Google News for news about your industry. Write your own take.
Debunk a long-standing myth
Host a seminar or meetup and blog about it
Create a list of the 10 books that someone in your industry should read
Post about what you’d like to see fixed in your industry
Define conferences people in your industry should attend/speak at
Address issues in your space that deserve more attention

51. What’s that? No
time to produce
a lot of content?
Umm…
Okay, I have a few
ideas about that.

52. CONTENT IN A HURRY
Post a survey then, discuss the results
Mail questions to someone, edit them into an interview
Post a series of photos and add captions to them
Make Vine videos of a day in a worker’s life
Embed several tweets into a blog post around a theme
Research comments made in various forums, then add an overall opinion
Find a series of videos around a theme and add them in one post
Share multiple Slideshare presentations in one post
Publish multiple quotes from leaders in the industry
COOL TOOLS
Audioboo.fm
Recitethis.com
Peanutgalleryfilms.com
Bitstrips.com
Pinwords.com

53. *80-20 rule

54. Blog posts with lots
of comments would
most likely resonate.

55. Here are a few ways to find popular content that you
can leverage for your needs.

60. What will I post
today, tomorrow or
next week? I need
a content calendar.

61. #1 Monitor the buzz

64. Check the stats of your Facebook
page to see how your content is
resonating with your fans.
Monitor your stats often! Do more of what works and tweak often.

65. #2 Track hits and hires

68. GO TO THE LINK BELOW FOR A LIST
OF LINKS RELATED TO THIS PPT:
www.bit.ly/contentbaby
Just in case you didn’t take any notes.

69. Contact me:
Jim Stroud
Senior Director
RPO Recruitment Strategies & Support
Email: jim.stroud@randstadsourceright.com
LinkedIn: http://www.linkedin.com/in/jimstroud
Twitter: @jimstroud