Post on 20-Aug-2015
Melissa Thompson Sr. Director, Talent Acquisition Citrix
360 Sourcing:How to Find the Best Internal & External Talent
Tom Poole Director of Recruiting Vantiv
© 2013 Citrix #intalent
Citrix Recruiting 2010 Opportunities for Improvement
• Generalist Recruiters
• Contractor Reliance
• Staffing Agency Spend
• No Job Posting Strategy
© 2013 Citrix #intalent
Citrix Source of Hire Model
Direct Source
College Hire
Contractor Conversion Employee Referral
Internal Hire
Staffing AgencyCitrix RecruiterCitrix WebsiteInternet Job BoardsNetworking or ConferenceProfessional OrganizationNiche Job Boards
© 2013 Citrix #intalent
Internal Recruiting
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Responding to HR leaders concern with lack of internal movement
Increase internal job posting visibility
• Push jobs out via an Opt In email push• Pull internal candidates in via Internal
Branding
2010
2011
2012
2013 YTD
0% 5% 10% 15% 20% 25%
21%
13%
13%
15%
Global Internal Hire %
© 2013 Citrix #intalent
Internal Recruiting
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Key: Make sure you market internally to your
employees
© 2013 Citrix #intalent
External Recruiting Increasing EMEA referrals from 16%
Kickoff from Sales Leader
Having talented friends can now pay off, literally
Email Signature with hot link to ERPStacy Smith Senior Recruiting Specialist - EMEA
Citrix France | Cœur Défense, Tour B, 31ème Etage - 100 Esplanade du Général de Gaulle | 92932 Paris La Défense Cedex| France
T: +33 1 4900 3309 (x33309) | M: +33 (0)630 515 915 | F: +33 1 4900 3303
stacy.smith@citrix.com www.careers.citrix.comThe Citrix Mobility team in EMEA is hiring, and will pay you up to €5000 if you help find the right talent for newly opened positions. For the remainder of Q2, if you recommend someone for and EMEA Sales job and the person remains employed with Citrix for more than three months, you can earn $2500 and also be entered into a drawing for prizes that can include smartphones, tablets and more! Referrals hired for the EMEA Mobility business earn 5000 and will also be entered into the prize drawing. See the current job openings at http://careers.citrix.com. employee. Sales director is going mobile
EMEA launched an Internal Branding Blitz• Leadership Kickoff• Posters and tent cards• Email signature banners
Taken from Citrix Intranet
Key: Marketing EMEA ERP nearly doubled
referrals
© 2013 Citrix #intalent
ERP Refresh
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2010 2011 2012 YTD 2013*0%
5%
10%
15%
20%
25%
30%
35%
40%
17%
31% 28%36%
Key: Market the ERP to increase the best source
© 2013 Citrix #intalent
Driving Source of HireFundamental Focus on changing the source of hire mix
Reduce Agency Spend
Increase Direct
Source Hires
Two primary driversRecruiter Behavior• Quarterly Scorecard
Sourcing Strategy• LinkedIn Recruiter
© 2013 Citrix #intalent
Scorecard: Measure What Matters
Drivers Results
Sourcing Behavior
Recruiter Competition
Volume
Time
CostOffer
Accept
Direct Source
31%
Quarterly Scorecard
Key: Use metrics to drive recruiter behavior
© 2013 Citrix #intalent
Quarterly Scorecard Sample
Recruiter Direct Source (30%)
Agency (5%)
Kevin Engineering 53% 0%
Jim Sales 10% 27%
Leslie Corporate 38% 8%
Sally Services 26% 2%
Key: Improve metrics through
tracking and reporting
© 2013 Citrix #intalent
Sourcing Strategy: LinkedIn Recruiter
Individual Behaviors
• Recruiter Usage
• InMail Response Rate
• InMail Accept Rate
• Hiring Manager Share
Corporate Behaviors
• Work With Us
• Gold Pages: Targeted Career Info
• Ad Impressions
• Job Wrapping
Key: Get the most out of your investment
© 2013 Citrix #intalent
Things to Consider
Branding is the key to driving the source of hire mix
• Market internally to your employees• Market the ERP to increase the best source
Define the sourcing mix that works for your hiring volume and industry• Employee referral is your best source of hire• Direct sourcing focus results in driving down cost
Measure what matters and reward success
• The recruiter scorecard is one way to drive the source mix• Wherever you invest, measure the baseline then track to ensure ROI
Sourcing 360
© Copyright 2012 Vantiv, LLC. All rights reserved.Vantiv, the Vantiv logo, and all other Vantiv products or service names and logos are registered trademarks or trademarks of Vantiv, LLC in the USA and other countries.®indicates USA registration.
Tom Poole
LinkedIn.com/in/TomPoole
Talent Connect 2013
Who is Vantiv?
• Leader in electronic payments processing for merchants and financial institutions
• Headquartered in Cincinnati, Ohio with offices in 8 states.
• 5 acquisitions in the past 3 years• IPO in March 2012 (NYSE: VNTV)• 2700 employees, revenue of
$1.02B• Ranked as #20 fastest growing
technology company in the U.S. by Forbes
16
Challenges
• Lack of name recognition• Significant hiring needs • Vendor dependent recruiting• No employment branding • No social media recruiting presence• Limited systems and tools
17
Sourcing Model - Concepts and Philosophy
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• Make all opportunities highly visible
• Create a simple program to increase referral volume, quality, and efficiency
• Drive engagement and collaboration with the business throughout the recruiting process
• Increase the time available to direct source
ActivePassive Direct
Job Postings and Automated Sourcing
Approach• Automated postings to all major sites and aggregators• Talent Network emails to prior applicants• Sponsor jobs through Recruiter• Work with Us• Set recurring searches / responses on boards
Key Metric• Applicants per requisition per month increased by 400% in past 18
months
20
Active Posting & Targeting
Approach• Share with network• Posting to groups – industry, skill, or geography specific• Educate hiring managers and LOB staff on posting process and
sharing with networks• Posting contest
Key Metrics• LinkedIn applications have increased to 500 per month in 2013• Inpact score has improved from 20% to 50% over last 12 months
22
Active Referrals
Approach• Targeted and specific referral generation• Focus on expanding referral base within non-executive staff• “When in doubt - pay it out”• Contest to drive gagement
Key Metrics• Referral hiring has increased to 36%• Referral payouts have increased from 42% to 73%• Internal referral network connections have increased over 400%
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gagement Contest Results
Name Day 1 Week 1 Week 2 Week 3 FinalPercentage
IncreaseAshley 214 309 408 417 536 150%Mike 157 305 530 588 652 315%Brian 197 263 410 448 462 135%Grace 64 89 178 270 385 502%Christy 95 130 196 196 196 106%Annamarie 27 302 500 548 645 2289%Lindsey 16 408 599 603 687 4194%Dana 17 99 251 448 479 2718%Rob 59 99 204 260 346 486%Rachel 20 33 48 56 97 385%Sonja 37 44 76 77 98 165%Shannon 52 52 143 157 167 221%Lauren 0 0 0 7 51 86%Kevin 0 0 4 57 57 93%
Total 955 2003 3547 4132 4858 409%
Direct Sourcing
Approach• Use project tools to automate updates and aggregation• Develop a targeted template –simple, confidential, and actionable• Stay in perspective / respect your time • Always look for a connection and additional insight
Key Metrics• Direct hires through LinkedIn accounted for 10% of external hiring in
2012 – a savings of over $750,000• Reduced agency fee frequency from 30% to 5%
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Alignment of Goals
Sample goals
• Minimum of 30 new connections per month• Connect to at least 50% of LOB and 30% of company• Post positions to at least 10 groups• Be a member of at least 30 groups• Minimum of 5 saved searches for high volume roles• Minimum of 4 proactive submittals per month
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Key Results
• Increased referral hiring by 80%• Increased payout of referrals by 70%• Increased applicants by 400%• Reduced agency usage by 80%• InPact score increased to 50%• Reduced overall spend associated with recruiting by $1M
in 2012
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Key Points / Lessons Learned
• Automate posting and sourcing whenever possible• Connect internally AND externally • Educate and engage hiring managers proactively• Set clear goals and metrics to encourage Best Practices• Don’t underestimate the capabilities of the tools
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