Recruitment Branding Bret Tucker 2014 Cognizant High Speed

High Speed Hiring with Quality • In a slow year, Cognizant will hire a new employee every 24 seconds. • In a high demand year, we are hiring a new employee every 15. 5 seconds. • By the time I finish this 1 paragraph, we have hired 1 person and have a 2 nd filling out their paperwork. For those of you who are thinking: “Oh, that’s easy to do if you are just transactional and not focusing on Quality. ” At Cognizant, our average hire is promoted within 1 year and 7 months. 2 © 2014 Cognizant

How do we do it? As a Talent Acquisition Leaders, we need to get a real understanding of what our upcoming hiring is going to be and where. As a Leader I am always trying to find the Recruiting crystal ball. The closest thing I have too date is: • I pull a report on our historical hiring numbers for each business, the requisition fall off and I send this to the business prior to the projection conversation. • As we are talking about the new years demand, we look to see if they believe they will have some of the same fall off. If so, where is it most likely to happen. • Now that we have a clearer projection, we work out our strategy to get there. 3 © 2014 Cognizant

Don’t forget the Individual Branding Ok, so you just found out what each business unit is planning to hire for the year. Now what? • Now I start working with each team to help them build their brand specifically for their upcoming demands. • We look at where the highest demand will be, make sure they are focusing more in those areas. • If 75% of your roles are going to be in the Digital space, make sure 75% of your tweets and posts are in the same area. • Make sure the messaging they are creating is relevant to their candidate base. 4 © 2014 Cognizant

Partnering with the Company Marketing Team • As Talent Acquisition Leaders, it is our job to help our Teams get as much coverage as possible. • Once you know where your demand is going to be, pull in your Corporate Marketing and Social Media Team. See how they can help you get more coverage. 5 © 2014 Cognizant

Look at alternatives: Virtual Career Fairs One of the trends that we started to implement at Cognizant is identifying where our Practices will be presenting at conferences. We take advantage of that activity by conducting a Virtual Career Fair at the same time. Benefits: • The business is very responsive because we are giving them more media attention for the event. • It’s a cost effective way to support them since they are creating the marketing material already. • We are able to target individuals who come out of a meeting excited about our presentation or after meeting one of our employees. • It helps those Recruiting Teams expand their own brand in that specific talent pool. There are roughly 50 million Twitter users in the United States. Source: statista. com 6 © 2014 Cognizant

Social Media for Recruiting What company would you § One of the biggest challenges recruiters face is brand awareness work for and why? § The 2015 Recruiter Nation Survey from Jobvite reported that 74% of all recruiters use social networks to attract talent § To attract talent in today’s digital age, recruiters must leverage employee social networks to extend the talent brand further § A strong brand with the right message will attract top talent § According to a survey by Social Times, 56% of recruiters saying they find some of their best candidates through social networks 7 © 2014 Cognizant How does your Talent Brand rate?

Leveraging the Linked. In Partnership § When recruiters use Linked. In to build their personal brand, followers engage § Cognizant’s Linked. In engagement grew 116% in 2015 § Linked. In refers the highest number of candidates searching for positions at Cognizant § In 2015, there was a 20% increase in relevant career page traffic to Cognizant from Linked. In § Engagement improves recruiter effectiveness – leverage this improvement by posting and sharing content. 8 © 2014 Cognizant What Counts as Engagement