Leonardo J. Intriago Customer Success Organisation Consultant

Strategic Sourcing & Talent Pipeline

Agenda

What is Talent Pipeline?

Set your self up for success. Lay the foundation.

Build a solid pipeline process

Finding new leads and building long term relationship

Best Practices about Talent Pipeline: Piaggio Group, Luxottica Group

Q&A

What is Talent Pipeline?

“Talent pipeline” refers to an organization’s ongoing need to have a pool of talent that is readily available to fill positions at all

levels of management (as well as other key positions) as the company grows. At each level, different competencies,

knowledge and experiences are required, and (to keep the pipeline filled) the organization must have programs designed

to identify and develop appropriate skills sets.

Bersin by Deloitte empowers HR and learning leaders to drive bottom-line impact through our world-class WhatWorks® research membership.

1. Recruiting/sourcing highly-skilled talent 44% Germany2. Improving quality of hire 30% India3. Employer brand 25% Nordics4. Pipeline talent 25% SE Asia5. Improving sourcing techniques 18% Australia

Research shows that Talent Acquisition Leaders are saying that pipelining talent is in their top 5 priority list

“Think about your talent acquisition organization's top priorities for 2014-2015.

Which of the following choices would you consider to be the most important and least important areas of interest for your organization?”

2013 Top 5 Priorities Priority is #1

Set your self up for success

Brand

Brand

JobsKnow where your organisation is..

Traditional

Developing

Foundational

Strategic

Reactive, over-reliant on agencies

Engage with strong pipeline of leads and

‘silver medalists’

Team-wide pipelining with engaged talent pools

of candidates

Build internal capabilities to focus on passive talent

Post-and-prayTargeted engagement

to attract highly qualified candidates

Talent segmentation and prioritization

Jobs on niche boards and social platforms

Defined employer brand strategy

Influential talent brand engaging employees and

candidates

Understanding of employee

value proposition 

Established metrics and benchmarks

Data driven decision making

Sourcing

Talent Acquisition is merely perceived as a

Staff function

Strong collaboration with Marketing, PR, Communications

Strategic business advisor to Senior

level Executives

Engage HR counterparts and Hiring Managers

Partner-ship

Talent Acquisition Team Skills and Capabilities

For what kind of roles can you recruit/pipeline for?

Succession planning gaps

New Projects

Roles with high employee turnover

Hard to fill roles

Internal Mobility

Campus Recruitment (early identification of top graduates)

How to build a solid & “easy” pipelining process with Linkedin

Three phases for an efficient pipeline workflow

Prospecting

Developing

Search Refine Organise

Reach Interest Close

Build Interest Close

Red

uctio

n in

Tim

e to

Hire

Sourcing

Projects, Tags, Sources, Status, Custom Fields

Projects Tags Sources Status Create uniformity. Use naming

conventions:

Jobtitle – Country – City – Recruiter InitialsFinancial Controller – UK – London - JP

Tags are used to easily identify skillsets of candidates

Have the recruiters create tags

No more than five per role

Keep track of the source of every candidate

Use existing sources

Shows you where the candidate is in your pipeline

This determines the overall workflow of your team.

Take your time to determine all the steps in the process before you implement

Custom Fields Customise your

own fields: salary expectation, work autorisation, availability date, office location, aptitute & skills

Create a clear and open process

Direct Sourcing Sourcing within the database Short-list

Call/InMail

Add Project Folder

Linkedin DatabaseCV Management

Tool

Define all the steps in the pipeline process. From “search” to “closing” the candidate

Get involvement from your team. Ask them to help determine the correct flow in Recruiter

Communicate not only with your team, but also with the business and clearly explain their role in the process

Manage the relationship with your candidate“Candidate Relationship Management”

Interested(i.e. career page visitors)

Different types of candidates require different rules of engagement

Hot leads(i.e. followers)

Pipeline Candidates

Short listed applicants, silver medalist, alumni,

employees

High level of engagement: Keep contacts warm, by not only using targeted social media, InMails, corporate newsletters and but also reaching out them personally.

Medium level of engagement: Besides first level activities, shared relevant

information via targeted social media updates, InMails from Recruiter, invite to join your corporate newsletters.

Low level of engagement: Keep your linkedin company page updated with relevant information social media updates.

Key messages…

Set yourself up for success. Lay the foundation.

Build a solid pipeline process. Make all the HR team/business aware of it.

Don’t forget to find continuously new leads and build a long term relationship

Key messages to Success3

Best Practices sharing

Davide GugliottaHR / Project Manager Global Linkedin Project

Enrico BazzaliGroup Head of Resourcing and Training

Germano ButtazzoSales ManagerItaly

From Head Hunting to LinkedInThe entire Sourcing, Talent Pipeline & CV Management process is managed with Linkedin Recruiter.

A customised work-flow was designed to achieve this.

Profiles / Resumes

SOURCES

ACTIONS

RESULTS

1

2

3

Job posted on LinkedIn Internal Referral Direct Sourcing

• Real Time recruiting• Mapping the entire process• Build Talent Pipeline• Talk with and engage Talents

HR ACTIVITIES

Reduce time to hire & external costs, focus on quality, efficiency, process

in-house, qualified HR team

Career Day

Strategic Project sponsored by the Piaggio Group Board

Pipelining for Succession planning gaps

Identify key roles for pipeline activities

Time to hireHigh cost savings

HR became a trusted Advisor

IDENTIFY FUTURE NEED

SOURCE & APPROACH

RESULTS

1

2

3

• Early identification of potential candidates• Start Building a solid pipeline• Early conversation to engage Talent

Senior Recruiter / VPHR Activities

Milano, 28 maggio 2014 #ConnectInItalia