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