strategic sourcing & talent pipeline - connectin milano
TRANSCRIPT
Leonardo J. Intriago Customer Success Organisation Consultant
Strategic Sourcing & Talent Pipeline
Agenda
What is Talent Pipeline?
Set your self up for success. Lay the foundation.
Build a solid pipeline process
Finding new leads and building long term relationship
Best Practices about Talent Pipeline: Piaggio Group, Luxottica Group
Q&A
What is Talent Pipeline?
“Talent pipeline” refers to an organization’s ongoing need to have a pool of talent that is readily available to fill positions at all
levels of management (as well as other key positions) as the company grows. At each level, different competencies,
knowledge and experiences are required, and (to keep the pipeline filled) the organization must have programs designed
to identify and develop appropriate skills sets.
Bersin by Deloitte empowers HR and learning leaders to drive bottom-line impact through our world-class WhatWorks® research membership.
1. Recruiting/sourcing highly-skilled talent 44% Germany2. Improving quality of hire 30% India3. Employer brand 25% Nordics4. Pipeline talent 25% SE Asia5. Improving sourcing techniques 18% Australia
Research shows that Talent Acquisition Leaders are saying that pipelining talent is in their top 5 priority list
“Think about your talent acquisition organization's top priorities for 2014-2015.
Which of the following choices would you consider to be the most important and least important areas of interest for your organization?”
2013 Top 5 Priorities Priority is #1
Set your self up for success
Brand
Brand
JobsKnow where your organisation is..
Traditional
Developing
Foundational
Strategic
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent pools
of candidates
Build internal capabilities to focus on passive talent
Post-and-prayTargeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Jobs on niche boards and social platforms
Defined employer brand strategy
Influential talent brand engaging employees and
candidates
Understanding of employee
value proposition
Established metrics and benchmarks
Data driven decision making
Sourcing
Talent Acquisition is merely perceived as a
Staff function
Strong collaboration with Marketing, PR, Communications
Strategic business advisor to Senior
level Executives
Engage HR counterparts and Hiring Managers
Partner-ship
Talent Acquisition Team Skills and Capabilities
For what kind of roles can you recruit/pipeline for?
Succession planning gaps
New Projects
Roles with high employee turnover
Hard to fill roles
Internal Mobility
Campus Recruitment (early identification of top graduates)
How to build a solid & “easy” pipelining process with Linkedin
Three phases for an efficient pipeline workflow
Prospecting
Developing
Search Refine Organise
Reach Interest Close
Build Interest Close
Red
uctio
n in
Tim
e to
Hire
Sourcing
Projects, Tags, Sources, Status, Custom Fields
Projects Tags Sources Status Create uniformity. Use naming
conventions:
Jobtitle – Country – City – Recruiter InitialsFinancial Controller – UK – London - JP
Tags are used to easily identify skillsets of candidates
Have the recruiters create tags
No more than five per role
Keep track of the source of every candidate
Use existing sources
Shows you where the candidate is in your pipeline
This determines the overall workflow of your team.
Take your time to determine all the steps in the process before you implement
Custom Fields Customise your
own fields: salary expectation, work autorisation, availability date, office location, aptitute & skills
Create a clear and open process
Direct Sourcing Sourcing within the database Short-list
Call/InMail
Add Project Folder
Linkedin DatabaseCV Management
Tool
Define all the steps in the pipeline process. From “search” to “closing” the candidate
Get involvement from your team. Ask them to help determine the correct flow in Recruiter
Communicate not only with your team, but also with the business and clearly explain their role in the process
Manage the relationship with your candidate“Candidate Relationship Management”
Interested(i.e. career page visitors)
Different types of candidates require different rules of engagement
Hot leads(i.e. followers)
Pipeline Candidates
Short listed applicants, silver medalist, alumni,
employees
High level of engagement: Keep contacts warm, by not only using targeted social media, InMails, corporate newsletters and but also reaching out them personally.
Medium level of engagement: Besides first level activities, shared relevant
information via targeted social media updates, InMails from Recruiter, invite to join your corporate newsletters.
Low level of engagement: Keep your linkedin company page updated with relevant information social media updates.
Key messages…
Set yourself up for success. Lay the foundation.
Build a solid pipeline process. Make all the HR team/business aware of it.
Don’t forget to find continuously new leads and build a long term relationship
Key messages to Success3
Best Practices sharing
Davide GugliottaHR / Project Manager Global Linkedin Project
Enrico BazzaliGroup Head of Resourcing and Training
Germano ButtazzoSales ManagerItaly
From Head Hunting to LinkedInThe entire Sourcing, Talent Pipeline & CV Management process is managed with Linkedin Recruiter.
A customised work-flow was designed to achieve this.
Profiles / Resumes
SOURCES
ACTIONS
RESULTS
1
2
3
Job posted on LinkedIn Internal Referral Direct Sourcing
• Real Time recruiting• Mapping the entire process• Build Talent Pipeline• Talk with and engage Talents
HR ACTIVITIES
Reduce time to hire & external costs, focus on quality, efficiency, process
in-house, qualified HR team
Career Day
Strategic Project sponsored by the Piaggio Group Board
Pipelining for Succession planning gaps
Identify key roles for pipeline activities
Time to hireHigh cost savings
HR became a trusted Advisor
IDENTIFY FUTURE NEED
SOURCE & APPROACH
RESULTS
1
2
3
• Early identification of potential candidates• Start Building a solid pipeline• Early conversation to engage Talent
Senior Recruiter / VPHR Activities
Milano, 28 maggio 2014 #ConnectInItalia