Heaven or Hype Recruiting Through Social Media Ivy Exec and Human Capital Institute

Heaven or Hype: Recruiting Through Social Media
Barbara Zimmerman - VP & Director of Recruiting, Ivy Exec
Alex Baranpuria – VP & General Manager, Ivy Exec

IvyExec.com 6 East 39th Street between 5th & Madison Avenue, NYC 888-551-3444 1

About Barbara

• VP, SVP, & Director level positions @ Ivy Exec, Korn Ferry, ATK, Y&R, Polygram
• Managed ~ 1,000 mid- through C-level executive searches over 20 yrs
• Launched Korn Ferry’s global media practice in executive search
• Talent management & succession planning for 15K @ Y&R and 5K @ Polygram


An Assessment of the Recruitment Landscape

1. 85% of a firm’s value is in its intangible assets

2. 66% of worldwide talent will seek new positions in 2012

3. 41% of of global talent researches social media when making a
career decision.
4. 65% of global companies can’t find the needed skills in hires

5. 25% of US workforce will be older workers by 2018


5 major trends we are discussing today

1. Economic influences have led to pricing pressures within recruiting

2. Multi-position demands and time urgencies have altered recruiting

3. Organizations are internalizing search function

4. The rise of social media has changed recruiting

5. Any organization, regardless of size, can succeed with the new
recruitment model


Question: What economic pressures have led to pricing pressures?





recruitment model


#1 - Economic influences have led to pricing pressures

• Traditional Retained Search Model on Pricing
– A bundled approach in methodologies/pricing
– 33% fee structure plus expenses
– Modest, forced modifications
– Revenues decline and foreign penetration

• New Model for Pricing



• Traditional Retained Search Model on Pricing
– A bundled approach in methodologies/pricing
– 33% fee structure plus expenses
– Modest, forced modifications
– Revenues decline and foreign penetration

• New Model for Pricing
– Pricing flexibility and customization
– Fee for service vs. fee for placement
– Delivering mid-level candidates cost-effectively


• New pricing model in action @ Ivy Exec
– Client: tech focused management consulting firm
– Assignment: Two senior level assignments
– Reduced cost per hire by 88% -> we saved client $176,000



Question: How have multiple searches and less time changed recruiting?





recruitment model


#2 – Multi position demands & time urgencies

• Traditional Retained Search Model
– Fewer skilled global workers = constant talent demands
– Conducting mainly senior to C-level searches
– Still conducting one search at a time over months

• New Model is Much More Agile
– Work on multiple positions simultaneously
– Unbundle services in a ‘Pipeline’ model
– Provide the front end of search at mid-levels
– Hire as many as desired!



• Case Study of New Model from Ivy Exec

– Objective: Hire multiple advisors within Merrill’s private
wealth management group

– Result: 600 applicants -> 55 hires -> 33% average cost
reduction per hire



• Case Study of New Model from Ivy Exec

–Objective: Quickly hire a senior internal auditor, French speaking,

–Result: 2 weeks -> 20 candidates presented -> 2 offers made


Question: How have external search firms responded to
organizations internalizing search?




recruitment model


#3 - Internalizing the search function

• Traditional Search Firm Model
– Hourly fees and the dodo bird
– The abdication of the middle-market of search
– The same database, no online ‘community’
– Growth of unbundled HR advisory services

• New Recruitment Model
– Search firms create a dynamic, interactive talent community
– Enable & empower their clients who are internalizing search
– Offer customizable recruitment solution @ reduced fees



• The new model in action @ Ivy Exec
– Objective: Interact & regularly engage top talent to produce a
vibrant online community


Questions?



Question: How is social media going to change recruiting in the future?





recruitment model


#4 – Social Media is still changing recruiting

• Current social media tools
– What are the real measurable returns?

– Is LinkedIn giving access to game changers?

• Social media under the new model
- “narrowcast” to reach key talent
- Need ‘just in time’ and ‘plug and play’ solution



• The new social media @ Ivy Exec
– Objective 1: Develop a vibrant talent community…….

Career Mentorship Program
Advancement Professional Development
Blog Career Coaching
Webinars



• The new social media @ Ivy Exec
– Objective 2: Empower employers by them access to this talent pool

Employer New Executive
Branding Recruitment Research Search Model
Solutions Solutions


Question: How can organizations best employ their own efforts in social
media recruiting?




recruitment model


#5 - Any organization can succeed under the new model

• Evaluate your talent needs, then build systems to interact
with that talent
–Webinars, blogs, linkages, contests

• Go where your target talent goes

• Manage your social reputation
–Ivy Cares Program
–Ivy Exec Mentor Network


To summarize

In today’s war for talent…

1. Companies face pricing pressures
2. Multi-position demands and time limitations are the norm
3. Search function is now in house

… companies can adopt new tools to
empower their recruitment function…
1. New pricing models exist
2. Customizable recruitment tools provide flexibility
3. Access vibrant, engaged talent communities to find target talent

Contact us to explore our partnership model

› Barbara Zimmerman
Vice President & Director, Recruiting
barbara@ivyexec.com | 888-551-3444 ext. 9

› Alex Baranpuria
Vice President & General Manager
alex@ivyexec.com | 888-551-3444 ext. 3


Heaven or Hype Recruiting Through Social Media Ivy Exec and Human Capital Institute

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Heaven or Hype Recruiting Through Social Media Ivy Exec and Human Capital Institute