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#FIRMday Manchester 27 Sept 13 Managing Talent Pipelines, Martin Dangerfield, Symantec
Transcript of #FIRMday Manchester 27 Sept 13 Managing Talent Pipelines, Martin Dangerfield, Symantec
Managing Talent pipelines - specific roles vs. generic talent pool 1
Managing Talent pipelines- specific roles vs. generic talent pool
Martin DangerfieldSenior Manager, Talent Acquisition, EMEA
Ww www.martindangerfield.com/blog
@MDangerfield
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What to expect today...• Me
• The question
– Are talent pools just a ‘Buzzword’
• What we have done at Symantec
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Symantec – Our approach to talent acquisition?• $6.95Bn business
• 4th Largest Software company in the world
• Proactive direct recruitment team – central and regionally based
• EMEA - c1500 hires – 29 countries
• Direct team – based geographically
• VP through to EMEA Sales Hub
• Huge business change programme
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Talent Pool vs. Talent Pipeline – what do we mean?• Talent warehouse – just the data
– ½ step on from database – source data, some analysis
• Talent Pool/Bank – Open and generic roles
– Engaged that have already been spoken to and part assessed – skills/culture
– Groups of people (normally external) with whom a recruiter/organisation maintains a direct individual relationship for the purpose of future employment, both permanent and temporary, while not currently employing them
• Pipeline – more specific roles – old school long list
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Are talent pools just a ‘Buzzword’ ?
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The practical bit – what we do• What you are hiring for makes all the difference
• Business as usual hiring– Internal/external search– Market/advertise/proactive search
• Senior/Critical/Rare Hires – Old School long list approach – a ‘near time’ pipeline– Research based– Succession planning– Internal & external – don’t be too quick to go external
• Talent Pool/Puddle– Ties into workforce planning– Location based– Projects
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Talent Pool - What works• Locking into recruiter objectives– Business need driven– live pool of x engage pipeline Talent pools– 80/20 rule – open vs. Pipeline
• Feeding in Employee referrals & New starter referrals• Volume/ repetitive roles
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Talent Pool – Work in progress• How to Track/engage with pools– Tools needed to make it work– Never forget a birthday– Keeping in touch tough
• Be fussy – don’t pool for everything• Be transparent with candidates– tell them what you are doing – but they might not get it
• Internal talent
• Consistency
• ‘Proper marketing’– Market opportunities, news, ideas etc. but NOT jobs. – Engage across multiple channels e.g. email, blog posts, twitter etc. – Dedicated landing page with relevant content & easy registration
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What we have found benefits to be• Find better candidates faster
– At the moment they are needed – can short cut to interview
– A primary concern among business leaders/hiring managers is balancing quality of hire with speed of hire
• If you can link with internal talent – very powerful tool
• Agency database too broad – your own pool is relevant
• Regular dialogue opportunity – increase in referrals
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Conclusion - What you got• Me
• A discussion about talent pipelines
• Some examples of what works at Symantec
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Questions?
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Thank you!
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Martin [email protected]+44 7827 983842