1. Best practices in passive candidate recruitingRachel Riddington,Research and Sourcing Recruitment Consultant, Betfair, @riddlesJames Dowling,Group Executive Talent Manager, CentricaRoss Carvalho,Recruiting Solutions Consultant, LinkedIn, @ross_carvalho1

2. The good news:Passive talent isnt as passive as you think.2 3. 79% of working professionals are considered passive talent and 59% are approachable active tiptoer explorer super passive approachableBASED ON LOU ADLERS EARLY BIRD SOURCING STRATEGY TALENT CONNECT 2012 3 4. Two of every three passive candidates you might reach out to globally are approachableSingapore: ~6:1India: ~ 5:1BASED ON LOU ADLERS EARLY BIRD SOURCING STRATEGY TALENT CONNECT 2012 4 5. Short tenure is no obstacle47% of professionalswith less than oneyear on the job areExplorersBASED ON LOU ADLERS EARLY BIRD SOURCING STRATEGYTALENT CONNECT 2012 5 6. Rachel RiddingtonResearch and Sourcing Recruitment ConsultantBetfair 6 7. What Are Passive Candidates?A passive candidate is a qualified candidate foremployment who isnt necessarily looking forwork, that an employer/recruiter has activelysought as part of a proactive recruitmentprocessTALENT CONNECT 2012 7 8. Objectives and Challenges Objectives Identify/Attract and hire the Passive + Active = top talent Full talent pool Challenges Niche skills Recruitment BusinessCompetitivesets processpartnering marketsTALENT CONNECT 2012 8 9. Strategy TALENT CONNECT 2012 9 10. Talent Acquisition team Talent AcquisitionResearch and Executive Search ManagersSourcing team Business partner Highly qualified Qualifiedroleteam with a mix ofexecutive searchskill setsteamTALENT CONNECT 2012 10 11. Executive SearchProject workExecutive SearchWork with areas ofActively headhunt the business to build and run live strategic longer termassignments recruitment plansCompetitor Succession OrganisationalPlanning MappingIdentify top talent in Build an in depth the market understanding of the Build relationships competitor landscapeTALENT CONNECT 2012 11 12. Strategic Sourcing Passive candidates at the heart ofall recruitmentMarketTalent PoolsMappingHeadhunting Events ReferralsTALENT CONNECT 2012 12 13. Examples of strategic sourcing in process Events Security Target drinks evening Market mapping Identify the blockers to hiring Influence and change the specification to make a realistic hirePipelining/Talent Pools Niche skill sets within technology Identify and approach candidates on a generic relationship building purposeTALENT CONNECT 2012 13 14. James DowlingGroup Executive Talent ManagerCentrica 14 15. Vision and Strategic Priorities TALENT CONNECT 2012 15 16. Develop strategic resourcing plans Connect your futureBuild a specific Translate research business plan withtalent intelligence into recruitingresourcing needs planactionTALENT CONNECT 2012 16 17. Show me this really works Renewable Talent Pool Bottlenecks in supply chain Three-year resourcing plan Senior Executive Group Lead transformation in residential business Built talent intelligence outside of sector Convert external talent to internal TALENT CONNECT 2012 17 18. Q&ATALENT CONNECT 2012