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Transcript of Building a talent acquisition field of dreams: if you build it, they will come! | Talent Connect...
Jessica Steinberg – Luci Gomes-Bickunas – Matt LeBlanc
BUILDING YOUR TALENT FIELD OF DREAMS
BUILDING YOUR BRAND FIELD OF DREAMS Jessica Steinberg
Director, Talent Brand | CDK Global
►8 Yrs. Building Talent Brand Programs (Digital | Social | Brand) at ADP & CDK Global►Recruited in Agency, Corporate and Consulting
businesses►Became interested in Recruiting while a
Marketing Manager for an early ATS
Unable to capitalize on competitor intel
Inconsistent approach to building talent pipelines/pools for core and pivotal
hiring activities to meet business goals
Undefined metrics and reporting
Difficulties executing a strategic staffing
plan that aligned with our mobile-first,
cloud-first transformation
Over-reliance on executive search
agencies
BEGINNING STATE
WHAT WE BUILT
OKAY…WHAT WE REALLY BUILT
HOW WE MEASURED SUCCESS
Within 6 months - • 94th most searched for by name• Top 25 employer (in traffic) in IT
WHAT WE LEARNED
AGILE IS EVERYTHING <no matter what you build>
BUILDING REQUIRES UNIONS<partnerships everywhere>
Internal: Marketing TeamInternal Comm’sPRSocial Teams
External: AgenciesCreative ResourcesNext Big Thing
Make Your People
the Hero of your brand
story
Steer Employees on your brand story
BUILDING YOUR SOURCING FIELD OF DREAMS Luci Gomes-Bickunas
AMERICAS Sourcing Manager, Microsoft
• 1½ years at Microsoft• 15 years of recruiting/souring experience • Sourcing Manager for the Americas, Microsoft • Managing a virtual team across the US and
LATAM• Speak 5 different languages
Unable to capitalize on competitor intel
Inconsistent approach to building talent pipelines/pools for core and pivotal
hiring activities to meet business goals
Undefined metrics and reporting
Difficulties executing a strategic staffing
plan that aligned with our mobile-first,
cloud-first transformation Over-reliance on
executive search agencies
BEGINNING STATE
SOURCING BIG BETS
BIG DATA DISCIPLINED APPROACH
SOCIAL SOURCING &
ENGAGEMENT
READY-NOW TALENT
PIPELINING
MEASURED RESULTS
WHAT WE BUILT
PROCESS TIMELINE
Alignment Conversations
Planning & Preparation
1-4 Weeks
Building Infrastructure
Calibrate with Stakeholders
5 – 8 Weeks
Mapping External Market
Compete Intelligence
9 – 18 Weeks
Assessment & Validation Sharing
Intelligence & Best Practices
Execution Pipeline & BI
Reporting
Measured Results
19 – 22 Weeks 23 – 26 Weeks
HOW WE BUILT IT
IMPACT
Developedstrongerexternalslatesoftransformativetalent,thatweareabletobenchmarkagainstourinternaltalent.IMPROVED TALENT DECISIONS
Partneringwiththebusinesstobuildacumenandhelpshapedirectionandgoals
ExpandinganddeepeningMicrosoft’snetworks+leveragingcompetitorintel=talentwinsinamobilefirst,cloudfirstworld+lessagencyspend,saving$400K+inthefirstyearalone
DIFFERENTIATED HIRING
Abilitytoinsertgame-changersintocriticalrolesalignedwithMicrosoft’sstrategicvision
DRIVE TRANSFORMATION
STAKEHOLDER ENGAGEMENT
HOW WE MEASURED SUCCESSPIPELINING TOP TALENT
Measuring effort
US & CA: 7-10 candidates per week
LATAM: 3-5 candidates per week
Bi-Weekly checkins
CONSISTENCY
Uniform intake forms, screening templates,
and candidate delivery methods
PIVOTAL ROLESMeasuring Efficiency
7 Submits per week2-4 Offers per month
DATA DRIVEN
Each sourcer responsible for one
mapping or BI project per month
Updated quarterly
EXTERNAL TRANSFORMATIVE
FOCUS
RECRUITING CULTURE
DIFFERENTIATED APPROACH
DATA DRIVEN
WHAT WE LEARNED
Take RisksFail Fast
Fix it Faster
Pilot SmallScale Bigger
Build the Story
Don’t be afraid of
data
Be a consultative
partner
Measure Everything
Deliver on quick wins
BUILDING YOUR RECRUITING FIELD OF DREAMS Matt LeBlanc
Talent Sourcer, Microsoft (Search Wizards)
@matthewjleblancwww.linkedin.com/in/mattleblanc
BEGINNING STATE
BEGINNING STATE
“There’snocryinginrecruiting!”
reduced agency fees to nearly zero (~200 roles in one year)
WHAT WE BUILT
Increased the quality of hire (reduced turn-over)
Built the framework for an internship program to cultivate new talent
Reduced time to fill
Crushed marketing team in follows and engagement online
IMPACT
• Time to Source
• Time to Offer
• Time to Fill
• Hiring Manager Experience
• Candidate Experience
• Speed of build
• Speed of implementation
• Speed of assessment
HOW WE MEASURED SUCCESS
HOW WE BUILT IT
WHAT WE LEARNED
Matt LeBlanc@matthewjleblanc
www.linkedin.com/in/mattleblancLuci Gomes-
Bickunas@lucigb
www.linkedin.com/in/lucigomesbickunas
Jessica Steinberg
@brandistasunite
www.linkedin.com/in/jsteinberg58
THANK YOU!
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