External Talent Pools

Focus Group - Wipro Technologies9th May 2013

Today’s Agenda

• Introductions• Objectives for today• Breakthrough Model Exercise• Analysis

What's not workingSystems - ATS/ HRIS capability- Are we utilising ATS properly?- Lack of effective tools- No central tracking- Forecasting accuracy- Keeping information current

Cultural fit?

Process- No talent pools!- No defined plan- Dealing with ambiguity- Volume- Selection criteria- Time- Measuring success- Lack of ready to go candidates- Long running adverts

Communication- Candidate engagement- Candidate experience- Internal communication

People- Line managers lack of engagement- Pro-active talent pooling- Lack of resource- Behaviour/ mindset change- Alignment/ in scope

Employer Brand

What's working

Systems and Process- Linked In Recruiter- Referrals- Competitor mapping- Having a robust process

Measurement- Forecasts- Reduced cost- Size of talent pool Output/Results

- Filling difficult hires- Niche and volume recruitment- Quality- Reactive recruitment- Interview ready/ interviewed classification

Internal Communication- Strong relationship with the business- Getting business buy in

External Communication- Delivering Consistent message- Engagement through contact and content- Increased brand perception- Targeted networking

What’s missing

Process- ATS- Consistent process- Ability to bulk target

candidates- Information/ knowledge

sharing- Reporting- Tracking- Accurate forecasting

Talent- Definition of talent- Understanding what a talent pool is- Lack of resource- Niche skills in the market

Time- Do we have time to talent pool- Time to manage the talent pool

Engagement/Communication- Engage with passive candidates- Do candidates want to be in a talent pool- Communication to candidates (what, how often)- Wider business understanding- Defined employer brand

Stakeholders- Buy in/ ownership

What’s PossibleMetricsIncreased hiring efficiencyImproved long term hire performanceIncreasing speed and qualityLower agency usageReduced cost and time to hireTargeted talent poolsIncreased % of hires from the talent pool

BusinessBetter quality succession planningChange in mindsetIncreased profile of recruitment teamProactive planningCross functional talent utilisation

Experience-Silver medallists available-Referrals from successful candidates-Increased initial engagement-ultimate candidate experience-social mediaIncreased understanding of the business-self selectionBetter engagement with hiring communityClear communication

Systems/ processSystems which work for recruiters!Targeted Linked In pages or careers siteMeaningful reportingATS candidate managementMapping – know where the talent is

Themes identified

• Systems and process• Engagement and communication• Business/ stakeholder engagement• Measurement, reporting and quality• Employer Brand• Outputs and results• Resource/ time required• Succession planning/ forecasting

Systems

• Avature great!• Taleo (use folders, talent community, tag people and send out comms)• Linked In (company page, groups, projects, talent networks, leverage

employees and agencies, use tags)• Other good ATS providers – Qandidate (free)/ Harbour/ Smart recruiter• Step at a time, don't do too much at once!

Business Engagement

• Shared ownership• Relate it to cost impact• Use data to influence• Pilot in one functional area• Leverage referral schemes (ensure in KPIS/ PDP objectives)• Don’t try and do everything for everyone at once• Push back• Accurate forecasting is key• Celebrate success• Showcase metrics

Process

• Criteria – make sure not just a list of names• Create tags/ pipeline reqs• Consistent application• Make sure it is time bound• Data protection – make sure you are compliant

Suggested Approach 1.Gold

Been through selection

Standardised/ shared process

Examples of what good looks like

Salary benchmarking

Engage vendors too

Don't forget internal talent

Silver

Referrals

Don’t know right now!

May not have all criteria

Qualified by recruiters

Can’t have too many in this bucket

Agency freebies in here?

Bronze

List of names

No contact

Talent Stalk!

Linked In followers

Agency freebies?

Candidates that have applied for other roles

Suggested Approach 2.

1. Know the candidate (worked with or absolute evidence they are high quality)

2. Not worked with them but belief they are high quality ( i.e. Qualified by recruiters and not the business

3. Just don't know yet!4. Good but we have better5. Stored but doesn’t fit – useful knowledge

Candidate EngagementGold• Personal contact• Monthly relevant contact• Interesting, useful knowledge• Company insight• Coaching calls• Ask what interaction they would like• Standardise where possibleSilver• Jobs• Events/ open days/ networking Bronze• Stalk• Be visible!

Resource/Support

You don’t have to do this alone! Try the following providers:

• The Executive researchers association• Talent Intelligence• Write Research• Ervena• Avancos• E-sift• Easyweb• Electric marketing (lists only)

Measurement

• Source of hire (talent pool/ pipeline but also original source)• Vacancy open in real time• Time and cost per hire• Quality (appraisal ratings• Retention• Engagement

Employer Brand

• Make sure you are visible for passive candidates• Clear EVP• Fix the basics• Sort out your company page on Linked In• Website• Put yourself in the candidates shoes – how do they want to be

communicated with...