Sourcing the most in-demand tech talent is a start. But with high competition for these candidates, it’s not just the job that needs to stand out — your company must, too. Watch this on-demand webinar, featuring Jim Stroud, Senior Director of RPO Recruitment Strategies at Randstad Sourceright, to learn how to build and communicate a work culture that attracts the most sought-after tech candidates. You'll learn: • Key strategies for building a company culture that in-demand tech professionals are looking for • How to identify the aspects of your unique culture that resonate the most with your target candidates • How to most effectively promote your company culture in your social recruiting efforts Learn more at http://www.dice.com/openweb

1. With Jim Stroud, Senior Director at Randstad Sourceright
HOW TO USE
COMPANY CULTURE
TO ATTRACT PASSIVE
CANDIDATES

2. WHAT YOU’LL LEARN:
Understand why company culture is rising in importance
for tech recruiting.
Learn how to identify the elements of your
culture to promote.
Gain ideas on how to communicate culture
through social recruiting.
1
2
3
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3. RECRUITING
AIN’T EASY.
RECRUITERS
BE LIKE…
The world’s talent at your fingertips

4. And let them
have the right amount of
experience and be willing to
accept the salary we
offer and...
Are you hearing
me recruiting gods?
POST
AND PRAY
METHOD*
*THIS METHOD IS
GATHERING STEAM
THESE DAYS.
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5. WHY
IS THAT?
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6. 2 REASONS WHY
THERE’S A LOT MORE
POSTING AND PRAYING
THESE DAYS.
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7. TALENT
SHORTAGE
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8. IS THERE A SKILLS SHORTAGE?
When asked to assess the skills of today’s workforce,
two-thirds of respondents somewhat or strongly agree that
a skills shortage exists, and slightly over one-half say the
skills deficit has negatively impacted their businesses. YES!
61% 56%
69%
72% 69%
HEALTHCARE MANUFACTURING
& LOGISTICS
ALL EMPLOYERS
61%
OFFICE &
ADMINISTRATIVE
SKILLS SHORTAGE PERCEIVED
ACROSS MAJOR INDUSTRIES
Randstad Workplace Trends Survey
INDUSTRY SPOTLIGHT
50%
50%
PHARMA
FINANCE &
ACCOUNTING
59%
HUMAN
RESOURCES
ENGINEERING
IT
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9. GLOBAL HEAT MAP
THE GAP BETWEEN THE GROWTH IN DEMAND AND THE GROWTH
IN SUPPLY OF TALENT, 2011–2021.
-0.9
-0.8
-0.5
-0.1
0.0
-0.8
-0.5
-0.4
-0.6
-0.4
-0.1
0.5
0.6
1.1
-1.1
-1.2
TREND DEFICIT
TREND SURPLUS
BROAD BALANCE
Numbers show trend
growth as annual
percentages
-1.4
-1.5
-0.9
-0.2
-0.4
0.2
-0.2
-0.6
0.4
0.2
1.5
2.1
0.7
0.7
-0.4
0.9
0.1
0.8
0.8
1.0
-0.1
1.0
-1.0
Oxford Economics
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10. THE TALENT MISMATCH—
BETWEEN WHERE TALENT
IS MOST NEEDED AND
WHERE IT WILL BE MOST
AVAILABLE—IS NOT LIKELY
TO EVAPORATE SOON.
YIKES!
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11. GLOBAL TALENT RISK
The Northern hemisphere faces
talent shortages in a wide range
of occupational clusters largely
because populations are aging
rapidly and educational
standards are insufficient.
YIKES! (AGAIN)
The United States will
need to add more than
25 million workers to its
talent base by 2030 to
sustain economic growth.
FOR EXAMPLE World Economic Forum
Western
Europe will
need to add
more than
45 million
workers.
In Germany,
70% of
employers are
hard-pressed
to find the
right people.
+25M
70% +45M
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12. 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.
SKILLS THAT WILL BE IN HIGH DEMAND, BUT SEVERE SHORTAGES ARE ANTICIPATED
World Economic Forum
DOCTORS SCIENTISTS TECHNICIANS HEALTH CARE
IT COMPUTER SCIENTISTS GLOBAL MANAGERS SKILLED TRADES
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13. RETENTION
ISSUES
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14. May
2014
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15. A GROWING CONCERN
COMPANIES CONCERNED WITH RETENTION
PERCENTAGE OF RESPONDENTS
70
2009 2010 2011 2012 2013
60
50
40
30
20
10
0
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16. EMPLOYEE TURNOVER TO
HIT NEW HEIGHTS
IN 2018, 49 MILLION MORE EMPLOYEES WILL BE HEADING OUT THE DOOR
COMPARED TO 2012 – A TOTAL OF 192 MILLION EMPLOYEES WORLDWIDE.
ITS NOT
JUST THE
USA!
GLOBAL TURNOVER AND NUMBER OF EMPLOYEES Source: Hay Group Cebr analysis
2010
24.0
23.5
23.0
22.5
22.0
21.5
21.0
20.5
20.0
900
850
800
750
700
650
600
550
500
Forecast
2011 2012 2013 2014 2015 2016 2017 2018
Percentage of employee turnover rate (left axis)
Total employees in millions (right axis)
The global employee turnover rate will see
its sharpest increase in 2014. Emerging
economies like Asia and Latin America will
spike sooner while more mature markets
will peak between 2014 and 2018.
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17. ARE YOU
FEELING
THE PAIN
OF THIS
STAFFING
STORM?
SURVEY
SAYS...
YES
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18. SO WHAT CAN
COMPANIES
DO ABOUT IT?
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19. IN A
WORD, THE
ANSWER IS...
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20. The world’s talent at your fingertips

21. “Company culture is the personality of a company and
defines what a company, from an employee
perspective, is like to work for…” — Allison Doyle
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22. A LOT OF
THINGS ARE
ASSOCIATED
WITH THE
CULTURE OF
A COMPANY.
LIKE...
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23. THINKING COMPANY CULTURE?
I BET MISSION STATEMENTS, OFFICE DÉCOR AND PERSONAL
DEVELOPMENT COME TO MIND.
POP QUIZ:
When it comes to
company culture, what
matters most?
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24. THE ANSWER: A GOOD
COMPANY CULTURE
RECRUITS AND RETAINS
TALENTED PEOPLE.
*(IT ALSO PROTECTS THE BOTTOM LINE.)
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25. WHAT ARE THE BENEFITS OF
A GREAT COMPANY CULTURE?
100 BEST COMPANIES VOLUNTARY TURNOVER BY INDUSTRY
Professional Services
Source: “100 Best data provided by Great Place to Work ® Institute, Inc.
24.5%
BEST COMPANIES
HAVE 65% LESS
TURNOVER
Comparison data provided by BUS. ”100 Best” data includes FT & PT turnover; BUS data includes the same in addition to turnover for temp/contract
workers. Copyright© 2014 Great Place to Work ® Institute, Inc.
Manufacturing & Production
100 Best (%)
Healthcare
Information Technology
Construction & Real Estate
Financial Services & Insurance
Hospitality
5% 10% 15% 20% 25% 30%
38.0%
35% 40%
5.8%
10.5%
6.0%
17.1%
8.0%
16.2%
8.7%
19.4%
10.3%
12.6%
10.4%
25.9%
Industry Average (%)
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26. WHAT ARE THE BENEFITS OF
A GREAT COMPANY CULTURE?
COMPARATIVE CUMULATIVE STOCK MARKET RETURNS
FORTUNE 100 BEST COMPANIES TO WORK FOR®
Copyright© 2014 Great Place to Work ® Institute, Inc.
Source: Russell Investment Group
500%
1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
400%
350%
300%
250%
200%
150%
100%
50%
0%
+170.08%
+155.68%
RUSSELL 3000 S&P 500
BEST COMPANIES
PERFORM BETTER.
+495%
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27. CULTURE
IS THE
CONTEXT FOR
CANDIDATES.
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28. SO, WHAT
MAKES A GREAT
COMPANY
CULTURE?
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29. GROWTH
TO LEARN NEW SKILLS
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30. BHAVIN PARIKH, CEO
Our employees receive a monthly stipend to take classes on anything
they want. Classes have ranged from ceramics to ukulele to chocolate
tasting. I’ve noticed an unexpected benefit — employees now also take
more professional development classes and are getting better at their
day-to-day work. Learning is contagious.
The world’s talent at your fingertips

31. HAPPINESS
WORK IS BETTER WITH FRIENDS
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32. PEOPLE WHO HAVE A BEST FRIEND AT WORK ARE SEVEN TIMES MORE LIKELY
TO BE ENGAGED WITH THAT WORK, ACCORDING TO GALLUP RESEARCH. GALLUP
RESEARCH SHOWS THAT CLOSE FRIENDSHIPS AT WORK BOOST EMPLOYEE
SATISFACTION BY ALMOST 50%.
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33. LIAM MARTIN, CEO
We run a remote company with more than 50 employees, so finding a time to
have everyone just hang out is rare. Therefore, we implemented a video game
day when everyone can come together and play online. So far, it has been a
great success and really helpful with inter-division communication.
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34. ABUNDANCE
NOT NECESSARILY BEING RICH,
BUT LIVING A LIFESTYLE
WHERE YOU FEEL RICH
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35. AOL’S HIP AND MODERN
PALO ALTO OFFICE
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36. NETFLIX AND OTHERS OFFER UNLIMITED VACATION TIME
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37. SIGNIFICANCE
FEELING THE WORK YOU DO MAKES
A DIFFERENCE
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38. These brands collectively outperformed the
S&P 500 almost 400 percent over 10 years.
The study concluded that the best businesses
“were built not just on innovative product or
service ideas but on ideals.”
Research consultancy Milward Brown found
in the Stengel Study of Business Growth that
the top 50 high-growth brands were, on
average, more likely than their competitors to
be driven by ideals.
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39. The world’s talent at your fingertips

40. The world’s talent at your fingertips

41. MEANING
WORKING TOWARDS A HUGE,
SEEMINGLY IMPOSSIBLE GOAL.
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42. “IF YOU WANT TO BUILD A
SHIP, DON'T DRUM UP PEOPLE
TO COLLECT WOOD AND
DON'T ASSIGN THEM TASKS
AND WORK, BUT RATHER
TEACH THEM TO LONG FOR
THE ENDLESS IMMENSITY OF
THE SEA.” —ANTOINE DE SAINT-EXUPERY
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43. “TO PROVIDE A FREE
WORLD-CLASS EDUCATION
TO ANYONE ANYWHERE”
“TO MAKE
PEOPLE HAPPY”
“THE END OF
SOFTWARE”
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44. SAFEGUARD THE CULTURE
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45. ! REMEMBER
People leave managers,
not companies.
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46. THE ULTIMATE CULTURE FORMULA
INTRODUCE THESE 5 ELEMENTS INTO YOUR COMPANY:
GROWTH
Opportunities to
learn new skills.
HAPPINESS
Work is better
with friends.
ABUNDANCE
Living a rich
lifestyle at work.
SIGNIFICANCE
Support an
ideal that rallies
your workers.
MEANING
Working towards
a big goal.
Let social contagion take root. Nurture it
through the managers. Set an expectation
of high performance. Pygmalion Effect.
SAFEGUARD YOUR CULTURE It is what
will help you recruit and retain talent!
The world’s talent at your fingertips

47. OKAY, JIM. ALL THAT
BEING SAID, WHAT
IS THE FIRST THING
I SHOULD DO TO
BUILD A GREAT
COMPANY CULTURE?
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48. START
SETTING HIGH
EXPECTATIONS!
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49. I GOTTA TALK TO JIM STROUD!
JIM STROUD
Senior Director
RPO Recruitment Strategies & Support
Randstad Sourceright
AUTHOR OF:
Resume Forensics: How To
Find Free Resumes and Passive
Candidates On Google
createspace.com/4228076
Content Is the New Sourcing:
Strategies for Attracting and
Engaging Passive Candidates
createspace.com/4693823
!
EMAIL: jim.stroud@randstadsourceright.com
LINKEDIN: www.linkedin.com/in/jimstroud
TWITTER: @jimstroud
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50. JOIN THE OPEN WEB COMMUNITY
Learn more at dice.com/openweb
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