informed events talent pooling 23092015

Build and Manage Your Talent Pools

Jerrold Pelupessy Customer Education Consultant

LinkedIn

LinkedIn Confidential ©2015 All Rights Reserved

Daily Recruiter Workflow

Post

Contact

Find

Organize

Collaborate

Centralize leads

Build relationships

Track leads through

the pipeline

Track your best

Sources for talent

Improve productivity


What is Talent Pipelining?

Talent Pipeline Functions and Features

How does it affect your sourcing and inMail strategy?

Building a Pipeline

Live Demonstration

Agenda


What is Talent Pooling?

Recruit proactively

Know the talent landscape

Reach out to passive talent

Develop relationships

Reduce cost and time to hire


Data

B

rand

Jobs

Maturity Model

Traditional

Developing

Foundational

Strategic

Reactive, over-reliant on

agencies Engage with strong

pipeline of leads and

‘silver medalists’

Team-wide pipelining

with engaged talent

communities

Build internal capabilities

to focus on passive talent

Post-and-pray Targeted 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

Sourc

ing

Talent Acquisition siloed

from HR

Strong collaboration

with Marketing, PR,

Communications

Strategic business

advisor to C-Suite

Engage HR counterparts

and Hiring Managers

Partn

er-

ship

Talent Acquisition Team Skills and Capabilities


Reasons why being strategic is important

Traditional

Developing

Foundational

Strategic

t

Reactive:

High cost

Labor-intensive

Applicant quantity focus

Req to req process

Strategic:

Low cost

Efficient

Quality of hire focus

Proactive pipeline-based process


Centralize

Centralize all your leads in one place

Track them all in Recruiter

Transform Transform into up-to-date profiles

Associate information for a lead with

that person’s LinkedIn Profile

Pipeline

Organize, track, and nurture leads

Search your pipeline for warm leads

Collaborate

Synchronize your team

Avoid duplication of effort

Analyze

Know your best sources for talent

Track leads through your pipeline

Talent

Pipeline

How to build a Talent Pooling proces


Projects, Tags, Sources & Status

Projects Tags Sources Status

Uniformity and

consistency

Use naming

conventions

Jobtitle – Country – City –

Recruiter Initials

Financial Controller – UK –

London - JP

Add tags to profiles

See them as labels

you may add that will

be made searchable

Discover what kinds of

tags to use first

Ask the

Recruiter/Teams to

deliver up to a

maximum of 5 tags

per job

Keep track of the

source where

candidates are

coming from

Make use of

existing sources or

define every

LinkedIn Source

i.e.:

- LinkedIn Search

- Jobslot

- etc..

This shows where

your candidates are

in the proces

The status will

determine the

workflow of your

team in Recruiter.

Define all the steps

in the proces first


Three scenario’s to consider when starting a Talent Pipeline

proces

Discovering

Developing

Search

Refine

Organize

Reach

Interest

Apply

Build

Inform

Re-Interest

Apply

Reduction in T

ime to H

ire

Sourcing

Exercise #1

Write down your sourcing process (10 min)

In-product demonstration How to leverage sources, tags and status

Exercise #2

Convert the steps in your sourcing process to

statuses (10 min)


Step one: Discovering talent pools

When a search in the existing pools

comes back with no results, perform a

search and filter on “follows company”

Review the profiles that are interesting. Save them into a project

and give them the status - Prospect

Perform a search and filter on

candidates with the status – Future

Prospect

When no candidates are available in

the talent pools or followers then

search outside of network.

Create a project in Recruiter

#2 #1 #3


Step two: Developing talent pools

Select profiles that need to be review by hiring managers and send

them. Change status to – Sent to Hiring Manager

When profiles have come back from the manager, contact the

candidate and change status to - Contacted

When a candidate is interested and you have an ongoing

conversation changes status to – In dialogue.

If candidate shows interest and is willing to apply change status to -

Applied

If a candidate is not interested in the role changes

status to - Declined by Candidate

If a candidate is not interested right now, but wants

to be updated on future opportunities changes

status to - Future Prospect

If a the manager finds the candidate unsuitable for

the role changes status to – Declined by manager

Suitable?

Not suitable?

In case a candidate is not deemed to be suitable

for the role according to the recruiter, changes

status to – Declined by Recruiter

Not suitable?

Candidate interested?

Here we will ask

candidates to apply for

the role in own ATS

These are the future

employees you need to

build relationships with


Step three: sourcing from existing talent pools

Select profiles that need to be review by hiring managers and send

them. Change status to – Sent to Hiring Manager via Pipeline

When profiles have come back from the manager, contact the

candidate and change status to – Contacted via Pipeline

When a candidate is interested and you have an ongoing

conversation changes status to – In dialogue via Pipeline

If candidate shows interest and is willing to apply change status to –

Applied via Pipeline

If a candidate is not interested in the role changes

status to - Declined by Candidate

If a candidate is not interested right now, but wants

to be updated on future opportunities changes

status to - Future Prospect

If a the manager finds the candidate unsuitable for

the role changes status to – Declined by manager

Suitable?

Not suitable?

In case a candidate is not deemed to be suitable

for the role according to the recruiter, changes

status to – Declined by Recruiter

Candidate

not interested?

Candidate interested?


Questions?

17

informed events talent pooling 23092015

Recruiting & HR