Talent Pipelining Best Practices

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Today's Candidate: A Review of Great Pipeline Practices

https://mail.google.com/a/hci.org/?ui=2&ik=95e8121ba0&view=att&th=11f052b3e19ebe4d&attid=0.2&disp=inline&zw


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Today’s Agenda

• Introduction - 5 minutes

• Feature Presentation and Q&A - 50 minutes

• Wrap Up and Tour of Track Page - 5 minutes



Today’s Moderator

Amy Lewis, Director

Talent Acquisition Community

Human Capital Institute

Send email to [email protected] to connect on LinkedIn

Follow me on Twitter @amylewis

www.humancapitalist.org

Bloghttp://www.thetalenteconomy.com



Today’s Guest

James Rose Experienced Recruiting Manager/Candidate Development Team Deloitte Services LP

http://www.linkedin.com/in/jimrose

http://twitter.com/jimrunsfar


Great Pipeline Practices: Deloitte’s Recruiting Webcasts & Competitive Advantage Project

August 2009

© 2009 Deloitte Touche Tohmatsu

Presenter

7

Jim Rose is a Manager at Deloitte Services and leads The Candidate Development Team (Passive Sourcing) for The Technology Service Area of Deloitte Consulting LLP. For the past 2 years, The entire CDT team has been directly responsible for 485 hires or approximately 14% of the total hires at Deloitte Consulting.Jim has led numerous specialized sourcing efforts and projects and has played a key role in the evolution of Deloitte’s Recruiting Webcast series. His other areas of expertise include Candidate Communication Strategy, Customer Experience Design and Competitive Intelligence. Jim received his Bachelors Degree from The University of Toledo and his Master of Science Degree from Illinois State University. He is a current member of SHRM, The Human Capital Institute and The Recruiting Roundtable. In his spare time, Jim is an avid golfer, runner and triathlete. He currently resides in suburban Chicago.


Takeaways

• Customer

• Content

• Communication

© 2009 Deloitte Touche Tohmatsu9


What do these have in common?

10


Deloitte’s Recruiting webcast series

11


Why again are they unique?

• Developed and presented by client service

• Marketed to passive candidates via SFDC

• Advertised on industry-specific sites and user groups

• Anonymous, anonymous, anonymous

• Abandoned the need for tracking and metrics


Series results

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8 Webcasts

500 + Attendees

15 Hires

$520 CPH


Attendee comments

• “Thank you very much for inviting me to your webcast last week. And i can say it was really worth spending time to understand how Deloitte works and career path that Deloitte can provide to anyone who is looking for long term career”.

• “I had a chance to attend the Deloitte Oracle Recruiting Webcast. It was really inspiring and the first of its kind I have ever attended”.

• “Thank you for taking the time to host the informative Webcast this afternoon. The Webcast has strengthened my interest in opportunities within your firm as I got to learn more about the Technology Service Line”

• “The WIN webcast was excellent! It was very refreshing to hear about the dedication and success that Deloitte has in developing Women's careers. I have been a part of similar initiatives in my workplace, but they are on a much smaller scale and unfortunately not taken seriously by all. This webcast has really recharged me and I would love to be a part of Deloitte and WIN!”

• “I really enjoyed your presentation regarding MCC. It is like a breath of fresh air knowing there is a company so forward thinking”


Back to the drawing board: CA Project

15

Product Brand Customer “X Factor”

iPod Apple Consumer Design

Shoes Nordstrom Consumer Customer Service

Car Volvo Parent Safety

SM SAP Job Deloitte Consulting LLP

Competitor SM ?????


Project goals

• A complete understanding of Deloitte Consulting LLP’s real and useable advantages

• A complete understanding of candidate’s perceptions of Deloitte Consulting LLP

• An understanding of our competitors advantages and issues

• Begin to move our Sourcing function towards a brand/product-based marketing philosophy.


MethodologyAll interviews conducted by Talent Acquisition

Interview recent hires from

competitors

Customer (candidate) perceptions

Market research analysis

Competitor capabilities

Internal Deloitte interviews for an

understanding of our capabilities as well as the capabilities of our

competitors


Who did we speak with?

Messaging Workstream

•Passive Candidates •Active Candidates•Technology CSS•S&O•New Hires•Interview Sourcing Leaders •Deloitte Customer Strategy Principals

Competitors Advantage WS

•Experienced Deloitte CSS•Recent Hires •Offer Declines •Recent Hires: Competitors

18


Sample (and interesting) results

A 21st Century Career Plan: How to find the right fit for you


Women’s Initiative Webcast

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• Build relationships with potential female candidates at all levels

• “This too shall pass”

• Topic Based vs. Practice/Function Based

• Targeted both Experience and Campus Recruits


Results

22

• 225 Total Attendees

• 150 requests for the presentation from those who could not attend

• $1545 Total Cost

• 1 Campus accept who specifically mentioned this event as a determining factor in her decision-making process


3 C’s of pipelining

23

Customer/Candidate

• Who are they?• What do they need?• Do they understand

you?• Do you understand

them?

Communicate

• Method• Frequency

Content

• What are you saying?• How are you saying

it?• Is it relevant?• Is it meaningful?• Is it compelling?



Reactions or Comments? What is your key take away from this session?

It’s your turn! Ask our expert…

James Rose Experienced Recruiting Manager/Candidate Development Team Deloitte Services LP

[email protected]

http://www.linkedin.com/in/jimrose

http://twitter.com/jimrunsfar

Contact Information



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Talent Pipelining Best Practices