A Roadmap to Building A Sustainable Sourcing Model

First there were Recruiters --- and it was good

Then Recruiter learned of this thing called the InternetSearch was Ready of an EvolutionRecruiter honed his/her skills – they became proficient at the Boolean and became Masters of the Hunt (for candidates)

Recruiter engaged with Potential Talent – learned their ways and their environments.

Sourcer was Born – and along with it Sourcing Teams.

Jen Hinkle Geoff Webb

Global Sourcing LeaderAon RPO

Global Digital Talent ManagerAon RPO

@jenhinkle @socialhrguy

#SourceCon #Empowerresults

Things to Cover

• Why a Sourcing Model?• Manage the Effort• Align the Effort• Find the Right People• Fund Your Plan• Manage the Change• Technology

Why A Sourcing Model?

SOURCING IS A FOUNDATION OF TALENT ACQUISITION

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A Simplified Recruitment Process Map

• The National Average (US) for Time to Fill is currently at 25 days.

• 60% of companies surveyed said that they spent between 10-20 hours Sourcing Talent.

• Only 4% of companies surveyed indicated they were happy with their Sourcing efforts.

HOW DO YOU DELIVER EXCELLENT RESULTS WITHOUT

SOURCING SPECIALIZATION?

Comparison

The Comparison of Sourcing vs. Recruiting Core Skill Sets are like comparing Apples to Android.

To better ScaleWe took Specialization One Step Further

StrategicSourcing

PipelineSourcing

Research & Resume Mining

Sourcing

Managing the Effort

Capacity to Scale“When you stop chasing the wrong things…..You give a chance for the right things to catch you” - Anonymous

No Sourcing Organization can Scale to meet the demands of your clients if you are working on the “wrong” requirements.

In our estimation any given organization has approx 40-52% of requsitions that are either a) filled internally or b) cancelled or put on hold.

If you are expending effort on those requisitions you are losing the efficiency game….

Build Your Decision Tree

Line of Business Grade

Level HistoryCandidate flow after

X days

Tie Volumes to Team Size

Most Sourcers can work a maximum of 10 Requirements at a time.

Tying your team size to a Recruiter:Sourcer ratio is not scalable or sustainable.

In our experience the best practice is to Resource to the expected Workload.

1:10

Metrics for Success “Accept Responsibility for your Actions. Be Accountable for your Results. Take Ownership of your Mistakes” – LivingFearlessly.com

We felt it was important to assign Sourcing Metrics for organizational success aligned to individual roles/responsibilities in the team and then equally important to give each Sourcer ownership and ongoing visibility into their own metrics.

Quantity

Quality

SpeedData IntegrityEffort

Aligning the Effort

The Ideal Alignment

…..but is it realistic?

Or does it almost always look more like this?

Sourcer Recruiter

….with multiple reporting and client needs this model can be overly labor intensive and makes it impossible to organize and effectively manage the effort. As well it’s very communication intensive.

Sourcer

Recruiter

Recruiter

Recruiter

Recruiter

Recruiter

Our Best Practice Alignment

Sourcer

Line of Business

Recruiters

…but sometimes this makes more sense

Recruiter

Sourcers

Find the Right People

What Makes a Good Sourcer?

HONESTY

MOMENT LIFT &SHIFT

What Makes a Good Sourcer?

Sourcing Excellence

Hunter Personality

Creative Out of the

Box

Never Give Up -

Motivated

Excellent Consultant

Strong Data

Integrity

Exceptional Technology

Skills

Strong Internet Research

Cold Calling Guru

Networker

Fund Your Plan

Training

Technologies

Resources

Success

From a high level perspective the main buckets of funding for a successful, responsive and scalable sourcing team are: Resources, Technologies/Tools and Training. Without all these components your risk of failure increases.

Fund your Priorities

Measure the Outcomes

Forecast vs. Actual

ToolsCosts

FTE/StaffCosts

# PositionsSupported

# CandidatesSubmitted

# SourcingHires

=

Manage the Change

Over Communicate the Change

Town Halls Email Communication

TrainingReinforcement

Focus on Training (level up your skills)

Reinforce the

Learning

Global Team

Training

Skills Gap Training

Plan

Local Team

Training

A continuous learning and training program is vital to the success of the Aon RPO Sourcing group. Technologies and Tools and Techniques change every week, without continuous learning Sourcing teams run the risk of falling behind.

Put the Right Tools/Technologies in Place

TechnologyEND TO END MANAGEMENTAcross all People, Process &

Technology

Applicant Tracking System

Foundation

Jen Hinkle Geoff Webb

Global Sourcing LeaderAon RPO

Global Digital Talent ManagerAon RPO

@jenhinkle @socialhrguy

#SourceCon #Empowerresults