Peripheral Recruiting With Taylor Franco From Celanese

You’re listening to the Recruiting Daily podcast. We’re recording from HR Tech in Vegas. Thanks to our friends and partners at Jovio, we are talking to some of the best minds in HR and business and digging into the most pressing issues in the workplace. So you don’t have to, Here’s your host, William Tincup.

Ladies and gentlemen, this is William Tincup and we are broadcasting live from Jovio’s Booth at HR Tech and Taylor is on with us right now.

(00:29)
Taylor, you have a magic wand and you can change anything about talent sourcing, what would it be?

Anything? So, I lead early talent for Celanese. Of course, the zero to three years where people don’t have very much experience in the industry that we are in, People are definitely not familiar with the types of business that we do.

(00:54)
So I know that Jim Damico and I have been working a lot on peripheral recruiting, making sure that people are aware of the types of jobs and what type of company that Celanese is before we even push those advertisements out to them and so this is really good because we can target certain schools.

(01:11)
We can target certain campuses and really be able to give them a little bit more information before they go to see us at the career fairs.

Right.

Because then they’re “Oh, who is Celanese? Oh, wait a second. I’ve seen a little bit about them.” Right? Kind of in that back of your brain.

Right.

So this is something that we’ve been working on and so I feel like we kind of do have a magic wand already that we’re kind of wading ourselves through, which is such a great position to be in, in order to be able to start to put that stuff into play.

(01:41)
And so we’ve been working and kind of tinkering around with this for a little while, but this is something that we’re really going to be able to capitalize on over the next few years.

What I love about this is you’re creating kind of an informed buyer.

Exactly.

Right. So when they go to the career fair, either virtual or otherwise they get a messaging from you. It’s not like “I’ve got to Google who is Celanese, what is Celanese, etcetera.” They already kind of have an idea. At least if they can get you in the right category, they have an idea of what you do.

Yeah, exactly.

I love that.

Exactly and I wish that we could have banners, advertisements, billboards and things at all of those campuses and stuff. So we had to get a little bit more creative on how we’re reaching people.

Oh, yeah.

Which is right on their phones. So we can push advertisements to them and we can give them a little bit more information before they see us in person.

Have you thought about or do you think it’s on the roadmap to use technology that they use?

(02:40)
I would say TikTok or something like that? Going there and doing content to meet them where they are?

Yeah, absolutely. And that’s where we’ve kind of started dipping our toes into that a little bit with the video messaging and things.

Right.

And so we can use text campaigns and pushing those types of things out. People that have applied in the past and then kind of texting them, re-engaging with them for new jobs that we have available. Those are obviously really short messages because people have very short attention spans.

A hundred percent. It’s a 15 second deal.

It is. I mean, 30 seconds, 45 seconds is sometimes way too long.

Way too long.

Right?

Way too long.

Yeah, so we definitely are going to tap into that a lot more. We’ve been putting videos on our job ads and our job descriptions that are on online.

So I was remiss in not asking you to introduce yourself.

Oh, sure. Yes. Of course we were so excited. We just jumped straight in.

You had a wand.

I know. I mean, this thing is amazing. Yes. So Taylor Franco, I lead university and diversity recruiting at Celanese, working alongside Jim Damico. We’ve been at Celanese for about five years.

Fantastic.

Yeah.

Thank you so much for coming on to the podcast.

Thanks for having me.

Absolutely.

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