pipelining success against all odds | talent connect vegas 2013
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Wendy Whittaker Recruiting Specialist ZS Associates @Recruiter_Wendy
Pipelining Success Against All Odds
Troy Grabel Manager, Talent Acquisition LeanLogistics @JobsatLean
Pipelining Success Against All Odds
ZS Associates
TalentConnect 2013
© 2013 ZS Associates 3 #intalent
ZS Associates – who we are and what we do
ZS is a niche market sales & marketing consulting firm founded by two Northwestern University professors, with its headquarters in Evanston, Illinois
ZS is made up of 2,500 employees across 20 offices around the world (including 1500 employees based in our Capability Expertise Center in India)
We provide consulting services to our clients in three areas: Business Consulting, Business Operations and Business Technology. We recruit into the same three channels
87% of our clients are in pharmaceuticals, 8% medical devices, 5% (high-tech, financial services and transportation)
In addition to consulting work, ZS also has a software development group based in Evanston, Illinois and India
© 2013 ZS Associates 4 #intalent
University recruiting
We have a strong campus brand We have core schools that we return to
every year Recruit at all levels (BS, MS, PhD,
MBA) Full time employees are recruited in the
fall/interns in the spring
Experienced recruiting
Experienced recruiting covers all roles with 12+ months of experience, including executive level
Just in the past 2 years that we have shifted to a 50/50 model
In addition to our client facing roles, we also recruit for all support positions
Our primary recruiting channels include University and Experienced
Most of our recruiters work on both University and Experienced recruiting
© 2013 ZS Associates 5 #intalent
We are faced with external challenges to recruit top talent
• ZS is still a relatively unknown player in the market, especially in new markets/spaces, which makes it difficult to attract talent
For senior level positions, we are often recruiting for expertise in a new practice area to ZS and candidates view the career move as a risk
While most of our offices are located in attractive cities, the talent is not always in the same location as our business need and we don’t offer virtual positions
– Our software development team is based in Evanston, IL (strongest candidates are based on the West Coast)
– Market access and pricing need is based in LA (candidate pool for this role is small; but centered on the East Coast and Europe)
© 2013 ZS Associates 6 #intalent
We also had challenges internally when building candidate pipelines
ZS’ stakeholders and interview teams were not used to Experienced recruiting– Hiring managers expect to have a large pool of candidates to choose from for
each position – Interviewers were not used to incorporating a “selling” component during the
process; in the past, they often interviewed active candidates– For new positions, our teams were not always aligned with what the expectations
were of the role– Our recruiters were hired to focus on the University channel and therefore have
limited experience with sourcing passive candidates Our internal policy prevents our recruiters from recruiting candidates from our
clients, but our senior roles often require specific industry experience We have a defined and rigorous interview process
Glassdoor ranks ZS as the #7 most difficult interview process
© 2013 ZS Associates 7 #intalent
Prior to beginning a search, we meet with our hiring managers to create a recruiting strategy and develop a consistent message
We spend time upfront with our hiring managers and interview team to understand our value proposition and ensure that our interview team has a consistent message about the role and opportunities at ZS
We work with our teams to determine where these candidates live– ZS has multiple competitors across our work– Companies and profiles that we target vary by position – Often, our hiring teams will have target sources in mind before we begin a search
We build targeted campaigns to network with our internal employees to identify potential referrals
© 2013 ZS Associates 8 #intalent
Selling ZS is the most important part of our process
Outside of the university channel, our target candidates may not even know who we are – the first contact with a recruiter may be the first time they have ever heard of us
Once we are able to connect with potential candidates and share more about ZS, we have a good story to tell
While we are smaller than the big name consulting firms; the message is positive for the right candidate (quicker path to partner, roles very visible to leadership)
© 2013 ZS Associates 9 #intalent
It is important to use a number of different sources to create a talent pipeline
ATS Job boards University channels University Alumni networks Referrals Professional organizations LinkedIn (career page, groups, postings, sourcing) Other Social media (Facebook, Glassdoor, Twitter, etc)
ZS has a team of sourcers that assist our recruiters in creating a talent pipeline
© 2013 ZS Associates 10 #intalent
We have an existing talent pipeline of people that already know ZS and we leverage it
Our applicant tracking system does not have a good way for tracking leads, but it does provide us with historic information
By tracking our extended offers, we often re-visit candidates that declined our offers for both internships and full time roles
Maintaining connections and strong relationships with ZS alumni (we love to rehire former-ZSers)
© 2013 ZS Associates 11 #intalent
We track our sourcing efforts while developing a talent pipeline for each position
LinkedIn Recruiter has been a helpful tool for our pipelining efforts– We create Projects for each position or specific skill that we are actively or
passively recruiting– When a similar search opens in the future, we have a strong starting point– We track the activity for every candidate, which allows recruiters can see each
other’s activities Capture as much information as possible that will be helpful in identifying
matches in the future for those candidates who are not the right fit for a specific role
– Tag profiles with keywords– Create follow up reminders
Excel Spreadsheets are a great tool to use for organizational mapping and creating pipelines to be reviewed by hiring managers
© 2013 ZS Associates 12 #intalent
It is important to maintain a talent pipeline for current and future searches
Leveraging our University relationships – current students and alumni Working with previous interns to build relationships on campus and in the
future (if they don’t join as a full-time employee) For our executive level searches, this is the first year that we had several
repeat searches – we have been able to begin a search the relationships that we created building pipelines in the past
Keeping potential candidates updated through a variety of social channels– Facebook– Glassdoor– LinkedIn– Twitter
Maintaining relationships with good prospects provides our hiring managers with a strong network
© 2013 ZS Associates 13 #intalent
Key takeaways
Know your employee value proposition Have a consistent message throughout the interview process Leverage the people that already know you – they are your best
ambassadors
Pipelining Against All Odds
15
IntroductionTroy R GrabelManager of Global Talent Acquisition
LeanLogistics is a Cloud base Supply Chain Software Provider, Located in Holland, MI
We have global operations with over 80,000 users in 28 countries.
Market Demographics• Metro area is less than 200,000
people• Heavy PHP / .NET market• Limited Software product
development firms
3 hours to Detroit
2.5 hours to Chicago
3 hour boat Ride to Wisconsin
Holland
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Gaining Momentum – Accelerating our Business:
Small Talent team (1 recruiter, 1 HR manager) Sourcing Strategy consisted of reinvented the wheel for every search ATS consisted of outlook and excel spreadsheets and PeopleFluent No pipeline management strategy No digital media presence No metrics Geographical challenges We have very strict selection criteria.
Talent Challenges
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Current–State Talent Acquisition
Small team (1 player-coach, 1 coordinator) Developed a Sourcing Strategy around a proactive message campaign Deployed pipeline management strategy using LinkedIn Recruiter Pipeline as
our ATS Implemented a digital media presence Established metrics Our geography still represents challenges but we know which battles to fight We still have very strict selection criteria
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How did you get there?
We focused on three main areas1. Building our Pipeline2. Managing our Pipeline3. Measuring our Pipeline
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Building a Pipeline
Invest time in developing a Workforce Strategy and define your firms Strategic Capabilities
Align your Sourcing Strategy to Win Build a Cost-of-Vacancy model to help prioritize your recruitment efforts Develop a compelling Branding Message Figure out where your prospects are
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Building a Pipeline
BE CREATIVE - Develop a long-term Sustainability Sourcing Strategy
Source for prospects that are familiar with your area (graduates, previous work history)
Use your team member networks more than usual; they are connected (reward them)
Be active and consistent with a focused digital media strategy Keep in mind that a sourcing strategy identifies “prospects of interest” and
when the time is right those prospects will become candidates
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Building a Pipeline
Leverage the Technology Skills & Expertise Endorsements who has endorsed the prospects Leverage LinkedIn Recruiter Alerts; they will automatically build your pipelines
and notify you of fresh prospects to contact.
Keep the Momentum – Don’t ever Stop SOURCING
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Pipeline Management
Create Tags, Sources and Statuses to help organize your Pipeline Pipeline of your “Silver & Bronze Medalist” Keep naming schemes simple. You can always use filters to narrow down
your pools of candidates
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Pipeline Management
Think-outside-of-the-Box Start pipelining prospects that went to college around your market or lived
near your market. They might have interested in moving back at some point.
Share BIG DATA that separates your market from a tier 1 market (i.e. cost-of-living, quality-of-life, national rankings: Best places-to-live, raise-a-family, etc…)
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Pipeline Management
Be creative with your messaging Social media campaigns were a start, great candidates hang-out in other
digital media outlets an (i.e. gaming sites, college forums, local networking sites! (i.e. ) and be present
Respect your Pipeline Remember “Your worth to your network will be determined by how much
you GIVE in value than you take in payment” (i.e. referrals/ or solicitation of interest)
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Measure Efficiency
2626
LeanLogistics ROILEANLOGISTICS
Reducing Agency cost from $115,000 in FY11 to $0 in FY13 Digital Media Campaign represents 34% of Hires Increased Team Member Referral program to 48.5% of our hires
Source FY2011 FY2012 FY2013Team Referral
Program20 28 19
Digital MediaCampaign
6 18 14
College/ University
5 6 4
Corp. Website Job Boards
18 2 2
Agency hires 5 1 0Contractor 5 2 1
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Thoughts to Take Home
Pick your Battles Don’t waste your time trying to be a superstar; think Long-term and be creative on where &
who you recruit Align your critical positions to a Cost-of-Vacancy model Develop and deploy a digital brand management campaign that attracts passive
candidates Drive towards an ROI Treat your pipeline with respect; provide useful and meaningful content and
DON’T become noise
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