Post on 31-Aug-2014
description
Jamie Morgan Talent Sourcing Manager Online Services Division Microsoft
Getting Unique Value from a Sourcing Team
SourceCon 2012
Disclaimers
Microsoft Online Services Overview
Agenda
Journey Philosophy
Guiding Framework
Where’s the Value Add?
“Sourcers are just junior
recruiters”
Disclaimers
Pipe vs.
Req
“Traditional sourcing” is only part of the equation
Text Text
Global Foundation Services (GFS)
Microsoft Advertising MSN
Bing 7,200+ employees worldwide
Seattle, Silicon Valley, Boston, India, China, Europe Qi Lu – OSD President
Microsoft Online Services
Model
Investment
Understanding Value
Metrics
Overcome Resistance
Journey
53% of requisitions filled internally. 32% of requisitions cancelled.
Limited impact
Wasted efforts
What if you don’t have
Tom’s reports?
92% increase in
hiring productivity
Less noise
Strategy shift from niche requisition to pipeline approach
Future Employee
Microsoft Talent Sourcing Philosophy
Candidate Management Activities
Candidate Generation Activities
Sourcing Planning Activities
Define Critical Roles and Future Pipes
Workforce Planning
Guiding Framework
Talent gaps
Regular rhythm
Critical roles
Look back first
Greatest good
Workforce planning and defining critical roles
Competitive intelligence
No vanilla strategies
Storytelling
Documented sourcing strategies
Link to your marketing
plan
Sourcing planning activities
Impact and trade-offs
Document – the Good and
the Bad
Different kinds of talent sourcers
Collaboration with full-cycle
recruiters
Share best practices
Candidate generation activities
Not just numbers;
think impact
Coming soon: Ratios
Controversy!
Respect offer declines
Set goals and measure
Different goals for different roles
Multiple opportunities = Logistics
Candidate experience
One point of contact
Candidate management: Active talent
Know your inventory
Messaging and
community
Converting long-term talent into candidates
Candidate management: Passive talent
Events
Social Media
Talent Networks
Storytelling
Newsletter
Recruiting Champions
Candidate Management Strategies
Consistent messaging
Deep industry knowledge
Connecting the dots
Sourcing plans
Talent Sourcing Value Add
Focus
Competitive intelligence
Knowledge sharing
Passive talent
Cross team support
Metrics Onboarding Candidate
management Process
Opportunities
Planning activities
Pipeline vs. Requisition
Managing talent
Identifying critical roles
Takeaways