So you’ve done the work transforming your team from a reactive department to being a proactive business partner, what’s next? Fernando Delgado and Tyler Šiprová talked about identifying critical talent pools, looking at talent flows and implementing a pipelining strategy that puts you truly ahead of the game and leading your business in today’s talent economy.

1. The Power of
Talent Pipelines
1
Fernando Delgado, Head of Global Talent
Acquisition, Standards & Tools, Siemens
Tyler Šiprová, Team Lead (EMEA) - Global
Technology Recruiting Team, Red Hat,
@tylersiprova
Carly Eriksen, Strategic Recruitment Product
Consultant – EMEA, LinkedIn

2. The Power of
Talent Pipelines
2
Fernando Delgado
Head, Global Talent Acquisition -
Standards and Tools

3. Why ?
3

4. TALENT CONNECT 2012 4
Key RolesPortfolio
Revenue (ttm) 76.6B €370K+ Employees
190 Countries
Future Hires
I & C
Industry
Healthcare
Energy
R & D
Engineering
Sales
Finance

5. Sales Pilot
5

6. TALENT CONNECT 2012
Sales Talent Pipeline Pilot
 Hire the best sales
people in the market
place
6
• Candidate Quality
TTF: 76 to 55 days
Hiring Manger Sat
Goals Results
 Increase Candidate
Quality while
reducing time to fill
 Targeted approach in
Pipelining profile
 Identified and hired
60% of our hires from
our Talent Pipeline
 Mapped 3200+ Sales
Execs

7. TALENT CONNECT 2012
Sales Talent Pipeline Pilot
 Credibility and
confidence of
recruiting team
7
 Advise Hiring team
Hire confidently
Reduce fishing
Additional Benefits
Market
Intell..
 Opportunistic
Interviewing and
Hiring
 Real-time Market
Intelligence
 Collateral Benefits
Talent Scouting
Spotlights
 Groups, Posts
Conversations

8. TALENT CONNECT 2012 8
The journey has just begun…

9. TALENT CONNECT 2012
NEXT GENERATION RECRUITING:
TALENT PIPELINE
Tyler Šiprová
EMEA Team Lead + Talent Acquisition Specialist

10. TALENT CONNECT 2012
AGENDA
● Who we are
● A look at Brno in 2011
● Our Brno recruiting strategy
● Implementing LinkedIn Talent Pipeline
● Where Brno is today
● Key takeaways

11. TALENT CONNECT 2012
2009
#1OPEN
SOURCE
LEADER
SOME OF OUR BRNO EMPLOYEES
80%
MORE THAN
of
500
FORTUNE
COMPANIES
use
RED HAT
PRODUCTS & SOLUTIONS.
OFFICES WORLDWIDE CEO JIM WHITEHURST
1993 1999 2002 2006 2008 2010 2011 2012

12. TALENT CONNECT 2012
A LOOK AT RED HAT AND BRNO IN 2011
● LinkedIn: 6,250 company followers
● 100 open job requisitions in Brno
● Successful global associate referral program graduates.
● Strong employment brand in the local market
● Named 2011 Czech Employer of the Year by Aon Hewitt
● Highly technical and hard to find target audience
● High growth office
● Tools available to recruiters were job boards, vendors, and our corporate website
● Associates and recruiters were skeptical of using LinkedIn as recruiting tool
GOAL: BUILD A CANDIDATE PIPELINE

13. TALENT CONNECT 2012
OUR BRNO RECRUITING STRATEGY
● Hire additional recruiters to support Brno hiring needs
● Equip recruiters with LinkedIn Recruiter account
● Add a coordination team
● Move to skill-based recruiting matrix
● Improve job summaries
● Update and localize LinkedIn career pages
● Create targeted LinkedIn ads and InMail campaigns
● Continue to drive referral program and campus recruiting
● Host lunch-and-learns to teach associates how to use LinkedIn and other social
media tools to their benefit
IMPLEMENT LINKEDIN TALENT PIPELINE

14. TALENT CONNECT 2012
IMPLEMENTING LINKEDIN TALENT PIPELINE
● Assigned product owner
● Multiple training sessions
● Established team guidelines for:
● Tags
● Statuses
● Moving candidate from Talent Pipeline to ATS
● Use of reminder feature
● Integrated Talent Pipeline with campus recruiting .
● Worked with our Employment Branding team to create InMail templates
● Updated recruiter profiles

15. TALENT CONNECT 2012
WHERE RED HAT BRNO IS TODAY
● LinkedIn: over 26,000 company followers
● LinkedIn is one of our top source of hires
● Partners with our global Employment Brand team
● Increasingly successful global associate referral program
● Hosting quarterly LinkedIn trainings with Brno associates
● Introducing students to LinkedIn
● Building a dedicated sourcing team

16. TALENT CONNECT 2012
KEY TAKEAWAYS
● Empower your recruiters to become subject matter experts
● Provide every recruiter access to LinkedIn Recruiter
● Set team guidelines for using tools
● Use LinkedIn to drive associate referrals
● Partner with your employment branding team
● Empower your associates with the knowledge and tools they need to become
ambassadors

17. TALENT CONNECT 2012
QUESTIONS