KeiTai Communications (KTC) Campus Recruiting Program
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The document outlines a comprehensive campus recruiting program developed by Keitai Communications (KTC) led by Tom Furlong, focusing on attracting talent through strategic use of social media and a structured interview process. Key components include establishing the company's brand as a top employer, engaging with universities, and creating meaningful internship opportunities to evaluate potential candidates. A detailed timeline is provided for implementing the recruiting strategy over a year, emphasizing continuous evaluation and adaptation of recruitment efforts.
KeiTai Communications (KTC) Campus Recruiting Program
- 1. Campus Recruiting Program Development: KeiTai Communications (KTC) Tom Furlong tafurlong99@yahoo.com 4Q 2011
- 2. Outline • Background • Campus Recruiting Business Case • Program Scope • Social Media/Branding Campaign • Campus Recruiting Strategy • Interview & Selection Process • Internship Program • Program Time Lines
- 3. ABOUT THE AUTHOR • 9+ Years Talent Acquisition and Recruiting • 3+ Years Recruiting Sales & Marketing Professionals • 3+ Years Recruiting Campus/Recent College Grads • 1 Year Executive Recruitment in Japan • 13+ Year Sales, Training, & Leadership • Numerous National & Regional Sales Awards • Social Media Advocate to Improve Branding & Prospect Outreach Initiatives
- 4. KTC Background • Mobile Technology Firm • Leadership: ATL High Tech Pioneers • Georgia Tech “Technology Incubator” • 300+ Employees • Aggressive Headcount Growth • National & International Expansion Background
- 5. Program Business Case • Attract Future Leaders • Hire Best and Brightest • Forefront of Mobile Technology • Develop Talent Pipeline • Internal Growth vs External Acquisition • Imperative for Success • Build Company Awareness • Increased Brand & Product Visibility • Today’s Candidates = Tomorrow’s Clients Campus Recruiting Business Case
- 6. Management Support • Leadership Commitment to Strategy • 2 Year Establishment Period • Department Management Buy-In • Training/Development Willingness • Accept Inexperienced Talent • Constructive Feedback Campus Recruiting Business Case
- 7. Recruiting Focus • Seek Out Best & Brightest • Secure High-Potential Talent • Create Positive Impression of KTC • Educate on Career Opportunities • Top of Mind • Candidates • Campus Career Centers • Straightforward & Honest • Always Sell KTC Program Scope
- 8. Recruiting Strategy • Define Staffing Needs • Types of Positions to Fill • Programming • Engineering • Marketing • Internal (Accounting/HR/Admin) • Determine Desired Candidate Characteristics • Program Budget Program Scope
- 9. Employee Value Proposition • Brand Awareness Message • Unique Employment Brand Position • Promote KTC: “Best Place to Work” • Communicate What Candidate Will Do • Separate KTC from Talent Competitors • Provide Visibility to College Career Centers Program Scope
- 10. Talent Competitors • All Companies in All Industries • Understand Their Message • Evaluate Their Strategy • KTC Strengths Program Scope
- 11. Targeted Campus Selection • Local Public/Private Engineering Programs • Engineering & Programming Roles • Local Top Public/Private Universities • Marketing & Other Internal Roles • Leading Regional Engineering Programs • National Exposure • Candidates Attracted through Social Media • Add to Target List if Cost/Talent Justified Program Scope
- 12. Social Media Utilization • Develop Social Media Objectives & Goals • Stand Out with Social Media Utilization • Demonstrate Industry Innovation • Mobile Technology Company Using Social Media Recruiting Techniques • Cost-Effective Tool to Engage/Attract Local and “Remote” Collegiate Talent • Distinguish KTC from Talent Competitors • Makes Process Appear Real Social Media/Branding Campaign
- 13. Social Media Campaigns • Employ “Most Successful” Tools • Dedicated Campus Recruiting Sites • Twitter “@KTCcamprec” • Recruiting Blog • Enhanced Campus Recruiting Page on KTC Careers Website • Keep Connected with Candidates • Proactive Management: 30-60 min/day Social Media/Branding Campaign
- 14. Campus Contacts • Campus Career Center (C3) Personnel • Introduce & Sell KTC • Understand C3 Protocols • Recruiting Event Schedule • C3 Position Posting Process • Faculty/Administrative Personnel • Build Talent Identification Network • Potential Recruitment Allies Campus Strategy
- 15. Successful Recruiting Events • Career Fairs • Trade Clubs & Affinity Organizations • Accept/Initiate Speaking Engagements • Develop Word of Mouth Campus Referrals • Event Follow-up • Continual Communication • Encourage Two-Way Dialogue Campus Strategy
- 16. Student Contact • Every Meeting An Interview • Focus Candidate Thinking on KTC • Approach Everyone • Non-Targeted Student Leaders • Alumni, Staff • Experienced Hire Candidates • Request Referrals Campus Strategy
- 17. Campus Career Fairs • KTC Brand Message • Sell Every Visitor on KTC • Educate on Variety of Roles • Brief Fair Interview • Ask Interests & Area of Study • Positive KTC Message • Initial Review/Rank/Rate • Determine Potential Candidate Pool • Sell All Positions at All Functions Campus Strategy
- 18. Word of Mouth Recruiting • Build Referral Network • Best Students Are Connected • Turn Students into Recruiters • Increase Candidate Volume & Quality Campus Strategy
- 19. Interview Process Overview • Coordinated Interviews at Each Stage • Specific Role for Each Interview • Skill Assessment & Core Value Questions on Every Interview • Limited Superficial Questions • Accommodative Interview Schedule • Look For Best in Each Candidate • Value Talent over Experience Interview/Selection Process
- 20. Campus Interview Process (1) • Personally Invite Top Prospects • Career Fair Visitors • Speaking Engagement Contacts • Candidate Posts Resume for Specific Role • Submit 1 Week Prior • Determine Who To Meet • Work with C3 to Build Candidate Interest • Walk-In: Based On Schedule Availability Interview/Selection Process
- 21. Campus Interview Process (2) • 1st Interview- 45 Minutes: • Know Candidate • Desire & Objectives • Structured Situational Questions • Competence & Teamwork • Structured Behavioral Questions • Present KTC Brand & EVP • Move 3-5 Candidates to 2nd Interview Interview/Selection Process
- 22. On-Site Interview Process (1) • 2nd Interview- KTC Office • Meet Hiring Authority & Team Members • Questions Focused on Talent • Competency/Programming Tests • Identify Candidate Job Acceptance Criteria • Identify Finalists • Candidate Goals • Understanding Position and Role • KTC Culture Interview/Selection Process
- 23. On-Site Interview Process (2) • 3rd/4th Interview • Determine Final Candidate • Close to Accept Offer • Extend Offer, Set Start Date • Manage Candidate Recruitment Experience • Leave All Candidates with Positive Feeling • Honest Feedback to Rejected Finalists Interview/Selection Process
- 24. Remote Candidate Process • Attracted from Social Media Campaign • Phone Introduction • Skype/Virtual Interview • Determine ROI for In-Person Interview • Remote C3 Contact • Potential Source for Future Talent? • Opportunity to Build KTC Awareness Outside ATL Market Interview/Selection Process
- 25. On Boarding/Post Hire • Maintain Bi-Weekly Pre-Start Date Contact • Orientation Projects • Outline Training Goals/Objectives • Cover Company Expectations • Transition to “Real World” • Emphasize Value to Team/Organization • Continue Contact 6-12 Months Post Hire • Feedback on Recruitment Experience • Asset for Future Campus Recruiting Effort Interview/Selection Process
- 26. Internship Program (1) • Run in Conjunction with Campus Recruiting Efforts • Provides Strategic and Tactical Value • Farm Team for Full-Time Employment • Ability to Evaluate Talent “Real World” • Low Cost/Risk/Commitment to KTC • Offer I-9 Stipend at Completion of Program • Non-Fit Candidates Eliminated Internship Program
- 27. Internship Program (2) • Actual Work Responsibilities for Intern • Fill Critical Temp Internal Staffing Needs • Develop Strong Relationship w/ Candidate • Intern Treated as Work Colleague • Great On-Campus Ambassadors • Encourage to Attend Campus Events Internship Program
- 28. Program Time Line- 90 Day • Establish Program Goals & Budget, Head Count Objectives, and Corporate Messages • Set Up Social Media Campaign • Identify Campus Recruiting Targets • Establish Relationships with C3 • 1st Student Event at All Campuses Program Timelines
- 29. Program Time Line- 180 Day • Continued Student/Campus Presentations • Evaluation of Campus Targets • Formal Interview Process Begins • Active Recruitment of Ideal Candidates • Formal Offers for Summer 2012 Hire Date • Development of Internship Program • Identify Potential Intern Candidates Program Timelines
- 30. Program Time Line- 9 Month • Evaluation of Campus Recruiting Program • Management Input • Strengths, Weaknesses, and Improvements • Expand/Reduce Campus Relationships • Evaluation of Internship Program • Candidate Recruitment for Jan/June 2013 • Continued Promotion of KTC Brand and Employee Value Propositions Program Timelines
- 31. Program Time Line- 1 Year • New Hire Evaluation • Contribution vs Investment • Employee Input: Experience vs Expectations • Set Year 2 Program Goals • Social Media Expansion Options • You Tube Channel • Facebook Campus Recruiting Page • Candidate Recruitment for June 2013 • Continued Promotion of KTC Brand and Employee Value Propositions Program Timelines