View the webinar recording: http://talemetry.com/resources/webinars/how-to-transform-your-company-from-an-outsourced-recruiting-model-to-direct-sourcing/ In these tough economic times, all organizational costs are being scrutinized, including the cost of recruiting. Unfortunately, the two most widely used methods for finding and attracting talent also happen to be the most costly; recruiting agencies and job advertising. Many leading organizations have begun to shift away from these traditional, costly methods in favor of a direct sourcing model, where in-house recruiting teams proactively identify top talent, build relationships, and promote open jobs to them. Not only does direct sourcing reduce costs, it is also shown to reduce time-to-hire and increase quality of hire. This presentation will highlight the key strategies and technologies required to support shifting to a direct sourcing model. You'll learn: - The benefits of direct sourcing over the use of traditional recruiting agencies or job advertisements - The key strategies and technologies required for direct sourcing - How a talent generation solution like Talemetry can support your direct sourcing initiative website: www.talemetry.com blog: www.talemetrytoday.com

1. @talemetry
www.talemetry.com
How
to
Transfer
Your
Company
From
an
Outsourced
Recrui<ng
Model
to
Direct
Sourcing

2. Speaker
Peter Clare
VP, Revenue Operations
Talemetry
@peter_clare
Email: pclare@talemetry.com

3. Talent
Acquisi<on
Has
Two
Important
Func<ons
Talent
Talent
Genera<on
External
Internal
Applicant
Tracking

4. Why
Does
Talent
Genera<on
MaHer?
Source:
2012
State
of
Recrui<ng
Survey,
Talent
Technology
Corp.
WHAT
ARE
YOUR
ORGANIZATION’S
BIGGEST
RECRUITING
CHALLENGES?
(where
1
=
Easiest
and
3
=
Most
Difficult)
Finding
good
candidates
2.49/3
Lack
of
tasks
1.13/3
Filling
posi<ons
fast
2.32/3
Dedicated
hiring
managers
1.82/3
Managing
applicants
1.68/3
Sub-­‐par
job
descrip<ons
1.56/3
Nego<a<ng
offers
1.51/3
Contac<ng
candidates
1.48/3
Scheduling
interviews
1.44/3
Reading
resumes
1.43/3
Finding
good
candidates
is
the
biggest
challenge
recruiters
face

5. An
ATS
Was
Not
Designed
for
Talent
Genera<on
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
5
Most
tradi<onal
applicant
tracking
vendors
have
not
met
a
strong
demand
for
improved
sourcing,
searching,
candidate
rela<onship
management,
social
channels,
referral
management
and
user
experience.
Thomas
ODer,
Gartner
Inc.
Predicts
2013:
Nexus
of
Forces
Alters
Administra<ve
ERP
Outlooks,
Gartner
Inc.,
21
November
2012
By
year-­‐end
2014,
70%
of
large
organiza<ons
seeking
recruitment
marke<ng
solu<ons
will
buy
them
from
suppliers
other
than
their
current
applica<on
tracking
system
or
talent
management
vendor.

6. Applicant
Tracking
Process
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
6

7. Applicant
Tracking
Process
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
7

8. Adver<sing
&
Agencies
are
the
MOST
Costly
8
Job Applications Into
Background
Check
/
Assessments
4.
Engage
Automate
applica<on
process,,
obtain
more
data
$
$$
Jobs From
Known
Talent
• Past
Applicants
• Joined
Talent
Network
• Internal
Employees
• Past
Employees
• CV’s
from
sourced
sites,
job
boards
Unknown
Talent
• Job
Board
Databases
• Social
Networks
• Referrals
• Open
Web
• Recrui<ng
Agencies
1.
Source
Searching,
referrals,
email
2.
Market
Targeted
adver<sing,
SEO,
brand
marke<ng
Agencies
3.
Outsource
Manage
distribu<on
of
roles
to
recrui<ng
agencies.
$$$
Applicant
Tracking
Applicant
Tracking

9. What
is
Talemetry
Source
&
CRM
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
9
Source
&
CRM
Source
Proac<vely
search
and
rank
candidates
from
a
variety
of
different
sources
based
on
the
requirements
for
current
and/or
future
open
posi<ons.
Sources
include:
• Job
board
candidate
databases
• LinkedIn
• Applicants
in
your
ATS
• 100m+
Open
web
candidate
profiles
(free
database)
CRM
Organize
talent
pool(s),
manage
candidate
relaTonships
and
related
ac<vi<es
and
communica<ons.
Tac-cal
CRM:
Find
and
rank
candidates
for
immediate
job
openings
and
invite
them
to
apply
Strategic
CRM:
Build
Talent
Networks
for
future
hiring
requirements

10. Key
Challenges
in
Sourcing
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
10
• Hard
to
find
quality
candidates
–
takes
too
long
• Mul<ple
candidate
databases
to
search
• Difficult
to
search
for
past
applicants
• No
central
talent
pool
outside
of
applicants
• Limited
search
func<onality
• No
Big
Data
Access
to
large
numbers
of
candidates
• Costly
and
inefficient
use
of
database
subscrip<ons
• Not
leveraging
talent
pool
before
adver<sing
and
agencies
• Limited
rela<onship
management/pipeline
CRM
capability
• Metrics
support
older
methodologies
Source
&
CRM

11. Central
Access
to
All
Talent
Sources
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
11
Source
&
CRM
It
is
<me-­‐consuming
and
inefficient
to
log-­‐in
and
search
mul<ple
different
candidate
databases
The
Problem
Centralize
all
your
candidate
sources
into
one
searchable
candidate
database
in
the
cloud
Significantly
reduce
sourcing
Tme
and
improve
recruiter
efficiency
The
Value
The
Solu<on
Open
Web
Talent
Networks

12. Search
Applicants
From
Your
ATS
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
12
Source
&
CRM
Inability
to
effec<vely
search
past
applicants
in
your
ATS
and
compare
against
other
sources
means
this
valuable
candidate
source
is
oren
wasted
The
Problem
All
ATS
past
applicants
are
indexed
into
Talemetry
and
available
to
be
searched
with
all
other
talent
sources.
Leveraging
the
great
candidates
you
already
have
in
your
ATS,
before
spending
money
finding
new
ones
The
Value
The
Solu<on

13. Search
Millions
of
Indexed
Web
Profiles
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
13
Source
&
CRM
Search
results
will
be
limited
and
less
relevant
if
you
only
have
access
to
a
small
amount
of
data
The
Problem
Con<nuous
indexing
of
candidate
profiles
from
social
networks
and
the
open
web;
100+
million
and
growing
Access
and
find
more
of
the
best
talent
with
no
addiTonal
subscripTon
costs
The
Value
The
Solu<on

14. Intelligent
Search
and
Talent
Discovery
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
14
Source
&
CRM
Basic
keyword
searches
can
oren
exclude
great
candidates,
while
building
complex
search
strings
requires
training
and
experience
The
Problem
Conceptual
search
requires
no
training
and
ensures
well
matched
candidates
are
not
excluded
due
to
slightly
different
terminology
Easily
uncover
the
best
candidates
The
Value
The
Solu<on

15. Build
a
Centralized
Talent
Pool
Asset
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
15
Source
&
CRM
Decentralized
storage
of
resumes
prevents
sharing
and
increases
ongoing
dependency
on
3rd
party
databases
and
adver<sing
The
Problem
Candidates
added
from
all
sources
are
never
lost,
and
are
searchable
across
your
en<re
recrui<ng
team
ConTnually
build,
leverage,
and
own
your
talent
asset
The
Value
The
Solu<on
Recruiter
Recruiter
Recruiter

16. Deep
Dynamic
Candidate
Profiles
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
16
Source
&
CRM
A
resume
cannot
tell
the
whole
story
of
a
candidate
including
informa<on
online
and
other
various
sources
like
your
ATS
The
Problem
Consolidate
all
candidate
informa<on
and
format
it
in
a
clean
and
consistent
candidate
profile
Easily
gain
a
more
in-­‐depth
and
up-­‐to-­‐date
view
of
candidates
The
Value
The
Solu<on

17. Manage
Candidate
Rela<onships
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
17
Source
&
CRM
Managing
rela<onships
with
hundreds
or
thousands
of
candidates
across
mul<ple
open
jobs.
The
Problem
Track
all
ac<vi<es,
notes,
workflow
stages
on
all
talent
in
the
system.
Build
relaTonships,
track
acTviTes
and
status
to
manage
relaTonships
effecTvely
The
Value
The
Solu<on

18. Source
for
Open
Jobs
&
Invite
to
Apply
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
18
Source
&
CRM
Pos<ng
jobs
in
the
hopes
that
the
right
talent
will
see
them
and
apply
increases
<me-­‐to-­‐hire
and
reduces
candidate
quality
The
Problem
Search
and
rank
candidates,
build
rela<onships
and
promote
open
jobs
to
the
best
matches,
encourage
them
to
apply
Quickly
get
jobs
to
the
right
candidates
and
make
it
easy
for
them
to
apply.
The
Value
The
Solu<on

19. More
than
Technology
• Change
Management
is
cri<cal
to
evolu<on
• Gain
buy
in
up
front
• Build
a
team
of
ambassadors
• Metrics
must
map
to
objec<ve
• Total
Candidates
from
ATS
• Total
Outreach
• Total
Talent
Pool
Size
• Geographical
Make
up
of
Talent
Pool
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
19

20. Summary
of
Business
Impact
Copyright
©
2013
Talemetry,
Inc.
All
rights
reserved.
20
Source
&
CRM
• Find
the
best
candidates
using
conceptual
search
of
mul<ple
sources.
• Use
talent
networks
to
promote
open
jobs
to
the
right
talent
faster.
Quality
of
Hire
• Find
the
right
talent
rather
than
wai<ng
for
them
to
find
you.
• Build
rela<onships
and
a
warm
talent
pipeline
before
you
need
them.
Time-­‐to-­‐Hire
• Recruiters
do
not
have
to
log-­‐in
and
search
mul<ple
different
systems.
• Recruiters
do
not
have
to
evaluate
hundreds
of
resumes
one
by
one.
Reduce
Costs:
Recruiter
Efficiency
• Op<mize
spend
by
focusing
on
the
high
value
sources.
• Reduce
adver<sing
and
subscrip<on
spend
as
your
database
grows.
Reduce
Costs:
Vendor
Value
• Engage
candidates
in
your
talent
network
with
the
right
jobs/content
• Manage
candidate
rela<onships.
Improved
Candidate
&
Brand
Experience
• Insight
into
your
top
talent
sources
and
overall
sourcing
performance.
• Insight
into
your
iden<fied
talent
versus
talent
needs.
Visibility
• Repor<ng
for
OFCCP
compliance.
• All
searches,
candidate
views,
etc.
are
tracked
and
saved.
Compliance
&
Best
PracTces

21. Ques<ons?
Source
&
CRM
Job
Broadcast
Career
Sites
Apply