Qatargas & LinkedIn – A Successful PartnershipChanging the Talent Acquisition Landscape

Shane BarnfieldSenior Sourcing Analyst, Recruitment23 November 2015

Evolution of Recruitment at Qatargas

Phase 1 – Rapid Growth

High Volume Immature Market High Reliance on 3rd Party Agencies

Phase 2 – Consolidation

Reducing Volume but Still Steady Recruitment Market Evolving The Start of the Shift to Direct Souring

Phase 3 – Direct Sourcing

Volume Reduced but Specialized Recruitment Market Maturing Direct Sourcing Embedded; Beginnings of a Move to Relationship Recruiting

Page 2

Relationship Recruiting – The Next Phase

What Does This Mean to Us?

Candidates have multiple options Posting an ad and waiting on a response will no longer deliver the best results The “conversation” needs to start BEFORE a vacancy arrives

How Are We Initiating Relationship Recruiting?

Talent Brand Awareness Proactive vs Reactive Recruitment Philosophy Talent Pools

Page 3

How LinkedIn has Helped Drive our Relationship Recruiting Approach

Talent Brand Awareness

Company Career Page

Page 4

How LinkedIn has Helped Drive our Relationship Recruiting Approach

Proactive vs Reactive

LinkedIn provides both options – job postings & LinkedIn Recruiter Recruiter allows our recruiters to identify the best candidate – not just the best that has applied Particularly effective with “hard-to-fill” roles – we don’t have to wait for them to apply; we can go

find them first

Talent Pools

Recruiter Projects are the perfect tool for storing and managing your talent pools Developing Talent Pools of hard to fill roles Expanding to develop National Talent Pools

Page 5

Questions?