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Sourcing talent as key recruiting differentiator part 1 A

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Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.

Publicado en: Reclutamiento y RR. HH.
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Sourcing talent as key recruiting differentiator part 1 A

  1. 1. Recruitment Workshop Sourcing in a global talent landscape Part 1 A What & How - A STEP process 1 Alexander Crépin recruitment strategist, coach & trainer freelance, interim recruiting & management Alexander Crépin AC@Recruitmentcoach.nl
  2. 2. Recruitment Workshop Sourcing in a global talent landscape Part 1 A: What & How - A STEP process Part 1 B: What & How - A STEP process Part 2 A: Data Landscape Overview Part 2 B: Sourcing Craftsmanship Part 3: Sourcing Tools, Methods & Tech 2 Alexander Crépin AC@Recruitmentcoach.nl
  3. 3. Recruitment Workshop Sourcing data driven in the global talent landscape 1 A = 1 B take time also when watching on Slideshare Alexander Crépin AC@Recruitmentcoach.nl
  4. 4. Rapid & Complex Sourcing Talent Modern Business & Talent Landscape: VUCA global village • Local & global labor markets Broadband (mobile/smartphone) Internet Right talent could be anywhere!! 4 Alexander Crépin AC@Recruitmentcoach.nl
  5. 5. Modern Business & Talent Landscape: VUCA • Volatile = increasing pace or rate of change • Uncertain = lack of predictability of future • Complex = many interconnected parts /variables • Ambiguous = lack of clarity meaning of trends & events Volatile, uncertain, complex and ambiguous are closely interconnected items, and should be seen in close relation to each other Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent
  6. 6. Modern Business & Talent Landscape: Web 2.0 Social Media : • Transparency • Digital Footprints, visibility & traceability • (Big) Data increasing in type, complexity, diversity, velocity & interdependence • Connectivity borderless • Communication multi-channel - Mobile!!! • Virtual recruiting channels Sourcing Talent 6 Alexander Crépin AC@Recruitmentcoach.nl
  7. 7. Modern Business & Talent Landscape: Data & data for competitive advantage Sourcing Talent 7 Alexander Crépin AC@Recruitmentcoach.nl
  8. 8. Data & Analytics Revolution Sourcing Talent 8 Alexander Crépin AC@Recruitmentcoach.nl
  9. 9. Modern Business & Talent Landscape: 4th Industrial (Data) Revolution • Data is new currency • The nature of work is going to fundamentally change. Like in 2nd & 3rd Industrial Revolution • Work for who? Intensifying War-for-Talent? • Same debate when moving from Agrarian to Industrial society whether they would all be employed or not... Somehow we figured it out …… Sourcing Talent 9 Alexander Crépin AC@Recruitmentcoach.nl
  10. 10. Modern Business & Talent Landscape: Data & data for competitive advantage • Era of Data-driven decision making • Tech & Tools emerging rapidly …… • Increasingly investments in entire infrastructure Ecosystem of data yielding almost real-time • More valuable insights emerging • Also to recruit more successfully Sourcing Talent 10 Alexander Crépin AC@Recruitmentcoach.nl
  11. 11. Modern Business & Talent Landscape: Universal acknowledgment: • Success starts with hiring good people • Recruiting key source of competitive advantage • Hiring Top Talent requires Top Recruiting • Data Driven ….. Sourcing Talent 11 Alexander Crépin AC@Recruitmentcoach.nl
  12. 12. Modern Business & Talent Landscape: “War for Talent” intensifying for • High-skilled tech (STEM) workers • International specialists & managers • Candidate-driven market *STEM: Science, Technology, Engineering & Mathematics degrees Global too high in demand, critical & scarce “commodity” Sourcing Talent 12 Alexander Crépin AC@Recruitmentcoach.nl
  13. 13. Modern Talent Landscape: Recruitment (r)evolution: Past decade has been a whirlwind of change, resulting in • Increased strategic business impact of recruiting • Recruiting to directly support business execution • Much more options in recruiting talent AND • Recruiting not that simple anymore! • Recruiter no longer starting job in HR Sourcing Talent 13 Alexander Crépin AC@Recruitmentcoach.nl
  14. 14. Today’s Business Recruiting more complex • Borderless, international & diverse • Ongoing, 24/7 & pro-active • Need for human touch, candidate experience • Increasingly technology enabled & (Big) Data driven • Stakeholder cooperation • Adapting continuously Sourcing Talent 14 Alexander Crépin AC@Recruitmentcoach.nl
  15. 15. Today’s Business Recruitment (re)defined: • integrated set of processes • to ensure business of external talent supply • by cooperatively attracting & hiring new talent • for permanent (and temporary?) positions • in a data driven, cost-efficient & timely manner Sourcing Talent 15 Alexander Crépin AC@Recruitmentcoach.nl
  16. 16. Modern Talent Landscape: Full-cycle Recruitment Processes: • Strategize • Attract • Assess • Appoint Holistic point of view: integrated, collaborative processes Sourcing Talent 16 Alexander Crépin AC@Recruitmentcoach.nl
  17. 17. AttractStrategize SAAA Corporate Recruitment Model AppointAssess Talent Acquisition (TA) Employer Branding Hiring On- boarding Selecting Forecasting Planning Engaging Talent Pool Alexander Crépin AC@Recruitmentcoach.nl Talent Acquisition subset of Recruitment TA: process of attracting, finding, engaging, matching & pre-qualifying Target Talent 17
  18. 18. AttractStrategize SAAA Corporate Recruitment Model AppointAssess Talent Acquisition Alexander Crépin AC@Recruitmentcoach.nl Inbound Outbound Stimulating interest in market attracting attention to • stimulate to apply for job • Recruiting 1.0 (Pro-) actively identifying talent reaching out • to meet / connect • Recruiting 2.0 & beyond 18
  19. 19. Inbound Getting Attention Stimulating interest Content supply & advertising • To “earn” Target Talent attention * Target Talent: highly likely to be qualified & ideally interested in job opportunity Problem: ‒ Most Top Talent NOT looking for new job (in your region) (passive job seekers or non-applicants) ‒ Active candidates represent less than 20% of total talent market & less than 10% for high-demand positions Sourcing Talent 19 Alexander Crépin AC@Recruitmentcoach.nl
  20. 20. Outbound Reaching out Sourcing Target Talent! • Find Target Talent • Engage, convert matching Talent to interested applicants • Data Driven …. Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 20
  21. 21. AttractStrategize SAAA Corporate Recruitment Model Analyse Search Trace Engage Present AppointAssess Talent Acquisition Alexander Crépin AC@Recruitmentcoach.nl A STEP = Sourcing Talent Outbound Job Branding 21 Inbound
  22. 22. Inbound and Outbound • Job Branding • Job (opening) Specific Content • Used autonomously (inbound) AND • to support sourcing activities (outbound) Alexander Crépin Recruitmentcoach.nl Sourcing Talent 22
  23. 23. SAAA Recruitment processes Integration/ alignment challenge • SAAA Specialist Building Blocks but…….. • Technology & Tools impact on what is done, when & who does it, how ‒ Line between disciplines increasingly blurring Sourcing Talent 23 Alexander Crépin AC@Recruitmentcoach.nl
  24. 24. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
  25. 25. Time for a short break
  26. 26. Sourcing: • What ? • Why ? • How ? • Who ? • When ? Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 26
  27. 27. Sourcing: What? Core part of today’s recruiting process by 1. Finding, identifying Target Talent & 2. Engaging, turning identified Talent into interested applicants (candidate conversion) All based on proper (Data) Analysis Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 27
  28. 28. Sourcing: What? Sourcing (limited point of view) = Finding only • Identifying target talent • Finding contact data Using contact data, starting to engage & qualifying is recruiting!!!!!! Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 28
  29. 29. Sourcing: Why? Hiring in time provides competitive advantage, but … • No / not enough “right fit” applicants • Top Talent not looking to discover & pursue (global!) job opportunities (despite employer& job branding) so …. act, source Target Talent! Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 29
  30. 30. Sourcing: How? Finding & Engaging in global (online) market: 1. Data driven, developing & applying talent & talent landscape intelligence 2. Experience , personal, triggering, with human touch Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 30
  31. 31. Sourcing: Who? Specialists • very good analytical expertise & • good interpersonal skills & • savvy applying technology & tools & • always learning, acquiring in depth expertise Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 31
  32. 32. Sourcing: Who? The Centaur Sourcer * • Half-human & Half-machine ‒ Craftsmanship to get in touch with Target Talent, to pre-qualify & gain interest for job opportunity ‒ Very good in using Data Technology & Tools * Centaur Recruiter Joe Murphy, vice president at Shaker Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent
  33. 33. Sourcing: When? • Pro-active (Strategic Sourcing): Ongoing following-up of Workforce Forecast & Plan to fill talent pipeline, speeding up talent supply • Re-active (Tactical Sourcing): On request for specific vacancy, job type / level NB when all other inbound methods of (strategic) talent attraction fail Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 33
  34. 34. Sourcing Data Driven The Digital Footprint • Today’s internet is built around People • Web knows who we are, what we do, where we are & where we go ……. • Giving pretty much everyone a searchable, traceable online identity (= data profile) Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 34
  35. 35. Sourcing 1.0, 2.0 & beyond Sourcing 1.0 • “Manually” scraping names, social data & CV’s • Purely tactical function • Email Sourcing 2.0 and beyond • Using advanced tech for (un)structured data search • Proactive, more strategic • Targeting Talent who are essentially ‘under the radar’ • Interactive, engaging • Dealing with the tsunami of data by having expertise to separate the signal from the noise! Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 35
  36. 36. Sourcing 2.0 ingredients Analyse providing intelligence on talent landscape, target talent & talent competitors etc. Find name generation + resume & social profile discovery + checking availability & interest + pre-qualifying, checking qualifications Engage & selling opportunity + converting to interested applicants Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 36
  37. 37. Sourcing 2.0 & beyond ingredients Analytics & Finding & Engaging Using • Data • Tools • Methods • Tech • Sourcing 2.0 can’t do without (see part 2 & 3) Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 37
  38. 38. Sourcing 2.0 How ? A STEP Process / Cycle 1. Analyse Need & Market, define / refine search 2. Search Leads, find people matching profile 3. Trace Prospects, contact & exchange info 4. Engage Candidates, interest, pre-qualification 5. Present Finalists, shortlisted, best candidates Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 38
  39. 39. Sourcing A STEP A - develop target talent (landscape) intelligence S - find, identify leads, potential new employees T - get data to connect, match / pre-qualify E - inform, get attention & gain interest, explore career opportunity, make apply P - offer shortlist best matching & interested talent Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 39
  40. 40. AttractStrategize SAAA Corporate Recruitment Model Analyse Search Trace Engage Present AppointAssess Talent Acquisition Employer Branding Hiring On- boarding Selecting Forecasting Planning A STEP = sourcing talent not actively looking for a job, non applicants Engaging Talent Pool Alexander Crépin AC@Recruitmentcoach.nl
  41. 41. STEP Sourcing Funnel Leads Prospects Candidates Applicants • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl
  42. 42. SAAA Corporate Recruitment Model Analyse Alexander Crépin AC@Recruitmentcoach.nl Sourcing (Big) Data Eco-system Internal External Tools Tech Methods HR Recruitment DiY (social media etc.) 3rd parties Survey’s Public Data
  43. 43. A* STEP Sourcing Funnel Leads Prospects Candidates Applicants • Search • Trace • Engage • Present Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl Talent Pool *Analytics for Targeted Sourcing Less & Better Leads *
  44. 44. Sourcing A STEP process / cycle A professional standard • Repeatable, consistently executed procedure • Ensuring footing • A STEP principles remain unchanged! • Regardless type/level of job to search for! • Always follow the Process , but Process is never the goal! • Allowing practical execution freedom • Process is to ensure efficiency & effect/result Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 44
  45. 45. Sourcing A STEP process / cycle A professional standard • Enables to collaborate more easily • Establishes a certain minimum quality level • Enables to measure & compare more adequately • Enables to learn & improve A STEP by A STEP Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 45
  46. 46. Sourcing: A STEP Process 1. Analyse Need & Market, define / refine search 2. Search Leads, find people matching profile 3. Trace Prospects, contact & exchange info 4. Engage Candidates, interest, pre-qualification 5. Present Finalists, shortlisted, best candidates Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 46
  47. 47. AttractStrategize SAAA Corporate Recruitment Model Analyse Search Trace Engage Present AppointAssess Talent Acquisition Alexander Crépin AC@Recruitmentcoach.nl A STEP = Sourcing Talent Outbound Job Branding 47 Inbound
  48. 48. Sourcing: Analysis because (1) Preparation is Key to success • Without finding Talent is like looking “needles in (internet) haystacks” • Quality of input = quality of output!!!! Garbage in = Garbage out “Give me 6 hours to chop down a tree & I will spend the first 4 hours sharpening the axe.” – Abraham Lincoln Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 48
  49. 49. Sourcing: Analysis because (2) Get better Insight to: • Optimize recruiting/sourcing/hiring strategy • Attract more & better qualified candidates • Minimize attrition • Improve metrics cost, time spent, …… • Improve “fun-to-hire”hiring stakeholders satisfaction Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 49
  50. 50. Sourcing: Analysis because (3) Guiding efficient & effective Sourcing • Analyse market & Talent/HR Data • knowing – in advance – major external variables • Make Informed Decisions how, where to search & engage optimally, to make or buy? • Following Data Driven developments in other business functions Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent 50
  51. 51. Sourcing: Analysis because (4) • Managing Hiring Manager expectations, prevent unrealistic profiles & time frames • Ensure realism about requirements • Prevent looking for ‒ “purple squirrel” ‒ Talent qualified to play more roles than required Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 51
  52. 52. Sourcing Hiring manager Clarity about Who to look for ….. • “fit to profile” (majority) Specific what to search. Want job specs almost fully match talent profile • “decide as we go along” Think to know what to search for but change mind meeting candidates • “fit to talent” Have open mind on available talent, see long term, seek people who are flexible Hire for attitude & train for skills Alexander Crépin AC@Recruitmentcoach.nl Sourcing Talent
  53. 53. Sourcing: Analysis for Perfect? NB • A profile isn’t a checklist, it’s a wish list!!! • Most talent don’t fit ALL the job specs!! • Stop searching for ideal, perfect candidates! • Disillusioning when “a perfect” candidate is rejected before interview, not matching ALL specs Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 53
  54. 54. Sourcing: Analytics types Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 54
  55. 55. Sourcing Questions to Analyse • All analytics for better comprehension begin with asking the right questions! … “If I had an hour to solve a problem I'd spend 55 minutes thinking about the problem & once I know the proper question …… I could solve the problem in less than 5 minutes ― Albert Einstein Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 55
  56. 56. Sourcing Analyse what? • Historic, past experience data in ATS etc. • Analyse & summarize need, check profile • Analyse Key Target Talent Profiles, Personas • Analyse external talent landscape • Analyse & (re)define sourcing mix / channels • Check if job branding materials/info are OK • Check Job/brand ambassadors involvement • Chose, adjust or develop new search strategy Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 56
  57. 57. Sourcing Analyse Historic data • Referral history • Recent hire & exit data • People & reasons for turning down job offer • Previously used hiring sources Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 57
  58. 58. Sourcing Analyse = Check • Workforce Forecast Plan • OK of job branding materials/info • Job/brand ambassadors • Get OK hiring manager (recruiter, HR) for Sourcing Blue Print Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 58
  59. 59. Sourcing Analyse to Develop Profile • Make / develop & refine • List of (search) keywords, jargon & phrases job-title variations, synonyms, technologies • which search keywords sending most career site traffic? • For this specific / this type of role • In this (type of) industry • Check with insiders in and/or outside company Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 59
  60. 60. Sourcing Analyse to Develop Profile Begin by • Defining “hard data”, “must haves” to search & match • Determining key performance areas of open position Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 60
  61. 61. Sourcing Analyse to Understand Profile Beyond Job Description • Understanding WHY Talent might consider job • Knowing WHAT & HOW to catch attention • Beware of Stereotyping • Sourcers, recruiters & hiring managers sharing insight why Target Talent might consider your offer Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 61
  62. 62. Sourcing Analyse to Understand Profile Beyond Job Description What usually is important to most talent: • Real work challenge(s), impact, now & in near future, • State of the art technology, methods & models • Team & manager • Company culture • Development options / Learning curve • Career path / perspectives • Comp & Ben Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 62
  63. 63. Sourcing Analyse to Understand Profile Loyalty Sourcing Talent Younger generations want advancement & challenge while older generations prefer the same industry 63 Alexander Crépin AC@Recruitmentcoach.nl
  64. 64. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
  65. 65. Sourcing Analyse to Understand Profile Passive & Active job seekers research Sourcing Talent Source: Pierpoint 66 Alexander Crépin AC@Recruitmentcoach.nl
  66. 66. Sourcing Analyse to Understand Profile Reasons for joining a company research Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl
  67. 67. Sourcing Analyse to Understand Profile Reasons for a career switch research Sourcing Talent Source: Linkedin 68 Alexander Crépin AC@Recruitmentcoach.nl
  68. 68. Sourcing Analyse to Understand Profile Reasons for a career switch research Sourcing Talent Source: Linkedin 69 Alexander Crépin AC@Recruitmentcoach.nl
  69. 69. Sourcing Analyse to Understand Profile Reasons for a career switch research Sourcing Talent Source: Linkedin Younger generations want advancement & challenge while older generations prefer the same industry 70 Alexander Crépin AC@Recruitmentcoach.nl
  70. 70. Sourcing Analyse to Understand Profile Employee Satisfaction Predicting of openness to switch Sourcing Talent Source: Linkedin 71 Alexander Crépin AC@Recruitmentcoach.nl
  71. 71. Sourcing Analyse to Understand Profile What do you know about Target Talent? • Check Employee opinion / satisfaction survey’s • Check recent hires & exit interviews feedback • Identify relevant sites, communities & forums. Find topics of target talent interest & issues they share • Similar or relevant profiles (People also Viewed) • Check subject matter expert(s), in- and/or outside • Use a free service like Google Trends Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 72
  72. 72. Sourcing Analyse to Understand Profile Talk to current top jobholders Get coffee/lunch for feedback & opinion on • who should be hired and why as well as who shouldn’t! • what skills do they think are important? • get help with terminology & basic screening questions • how did they get hired? • how did they find their current job? • get a feeling of personality type that will fit the team • ask their opinion on the best internet sources to search Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 73
  73. 73. Sourcing Analyse to Understand Profile How describe themselves on internet & in resumes? • What is preferred Language • What synonyms of Job Titles used • What is mentioned & what is probably left out? • What profile & skills terms? • Typical career path development! • Relevant organisations, associations, standards • Schools, courses degrees, licences, certifications Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 74
  74. 74. Sourcing Analyse to Understand Profile How describe themselves on internet & in resumes? • What is preferred Language (in LinkedIn profile) • Look around / analyse some representative public LinkedIn profiles • Look at other words & phrases that seem unique to your target profile • Look for alternatives NOT commonly to be used elsewhere on someone’s LinkedIn profile Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 75
  75. 75. Sourcing Analyse to Understand Profile What does Marketing know? • What kind of data / information does Marketing have about Target Talent type of customers? • What customer Profiling tools/techniques could be “borrowed”, could be helpful? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 76
  76. 76. Sourcing Analyse to Understand Profile What to be learned from Marketing? • …… Recruiting should take a page from marketing's playbook to focus on finding & connecting with people same way marketing does -- only candidates are consumers …… Leela Srinivasan, CMO Lever ATS Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 77
  77. 77. Sourcing Analyse to Understand Profile How to attract specific type of talent What is their intention, what is driving them? • Entrepreneurially - minded professionals • Female managers in country X,Y or Z • Millennial candidates • Gen X candidates • Foreign candidates, Germans, British, French, Polish, • Etc. Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 78
  78. 78. Sourcing Analyse to Understand Profile 10 Promising Profiles benchmark • What is “DNA” of top employees? Why? • Who presently best functional managers? • Where do best employees come from? • What key professional differentiators in job? • Etc. • Check HRIS / Performance Management system Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 79
  79. 79. Sourcing Analyse to Understand Profile 10 Promising Profiles benchmark • Look for tools to analyse Top 10-20 best profiles to generate keywords for “super search query” • Better keywords to reflect a better search & generate better search results NB • Have a close look!!! Hiring a manager in China or in Silicon Valley can require quite a different profile !!!! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 80
  80. 80. Sourcing Analyse Understand Profile Linkedin Topics Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl JAVA 81
  81. 81. Sourcing Analyse Understand Profile Linkedin Topics Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 82
  82. 82. Sourcing Analyse to Understand Profile in 2020 workplace Long term perspective, future potential The 2020 workplace will be • Fluid • Flexible • Mobile • Global • diverse in age and ethnicity • Collaborative • Hyperconnected Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 83
  83. 83. Sourcing Understand Todays mindset Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 84
  84. 84. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
  85. 85. Time for a 5 minutes break
  86. 86. Sourcing Analyse to Understand Profile Company culture • Know your culture to match candidates that fit! • Define key words representing culture • Identify competencies related to core values • Train hiring managers in assessing core values fit • Tell company “culture” stories to engage • As 21st century talent / millennials also looking for company culture fitting their values & ambition Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 87
  87. 87. Sourcing Analyse Market, Talent Landscape • Managing Hiring Manager’s expectations ‒ Insight in supply (options) ‒ Insight in competition ‒ Awareness of need of networking collaboration ‒ Understanding of Talent Scouting importance Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 88
  88. 88. Sourcing Analyse Market, Talent Landscape • Define & explore labour market data sources • Map Target Talent regardless of employment status • Define Target Companies in market (list & blacklist companies) • Which channels for job hunting & personal branding? • Explore relevant circles of influence • Locate talent per region, country, town etc. • Identify parallel industries • Analyse (social) network of (former) employees Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 89
  89. 89. Sourcing Analyse Market, Talent Landscape Market, Talent Landscape Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 90
  90. 90. Sourcing Analyse Market, Talent Landscape Market, Talent Landscape Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 91
  91. 91. Sourcing Analyse Market, Talent Landscape • Current talent market insight essential for successful execution of any recruiting initiative!!! • Present demand for requested skillset • Competitors sourcing this type of talent? • Develop Competitor Intelligence • 3 Tier mapping of business competition Business competitors? Competitor’s competition? Competitor’s competition’s competitors? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 92
  92. 92. Sourcing Analyse Market, Talent Landscape Developing Competitor Intelligence • Target companies to find talent! • Competitors & vendors insights to “sharpen” branding • Develop & monitor a host of target social networking, industry forum & conference/ exhibition sites • Use company database of Dun & Bradstreet etc. as source! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 93
  93. 93. Sourcing Analyse Market Buzz On social media, on forums etc. • Listen on for example on Twitter • Find out know what competitors are up to • Find out what the industry’s buzzing about • Find out the main topics on forums • Put 10 minutes per week to check out the top 3 competitors to see what they’re tweeting about • Incorporate this information in search & engagement Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 94
  94. 94. Sourcing Analyse Market, Talent Landscape Market, Talent Landscape Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl Source: Linkedin95
  95. 95. Sourcing Analyse Market, Talent Landscape Total Talent Management to complete work Concept of considering the full range of sources: • Employees • Contingents • Outsourcing (in-house & outside) • Automation Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 96
  96. 96. Sourcing Analyse How Search best? • Describe challenge on basis of analysis, market scan • Identify mobile, digital & social touch points • Provide list of industry keywords or job titles • Identify Tags & its community & content to search • Create Queries, information needs & define critical candidate qualification variables • Define Sourcing Mix, incl. methods & tools to use Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 97
  97. 97. Sourcing Analyse Where Source best Nearby sources first • Previous applicants • Pipeline candidates • Former employees, alumni • Inbound (applicant) candidates • Referred candidates • Social network candidates • Internet sourcing candidates Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 98
  98. 98. Sourcing Analyse Where Source best Analyse previous hiring sources (mix) • Online advertising (job boards, social media, SEO) • Direct sourcing (search job boards, social media, forums or web) • Referrals (internal or external) • Phone sourcing • Headhunting • TV & radio ads • Print ads • University programs • Events etc Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 99
  99. 99. Sourcing Analyse Where Source best Analyse previous hiring sources (mix) • Recruiting uses approx. 12 different sources together with ATS/HRIS/HRMS • Over time countless data points, together could provide very valuable insight!! • Cost & Benefits of this kind of analytics likely to drop in coming years Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 100
  100. 100. Sourcing Analyse Where Source best • Identify possible new Talent channels • How many potential candidates in currently identified sourcing channels? • What is quality of leads? • What options to directly communicate? • Which are you offering best ROI? • Options to diversify sourcing channels ? Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 101
  101. 101. Sourcing Analyse Where Source best Example possible new Talent channel • Looking for program management experienced talent & is PWC a target company? • Search PWC publications, whitepapers etc. • A quick site search gives almost 20,000 results • Have a look at one & find names + title + email + phone • So next search could be refined to focus NB string string • site:pwc.com inurl:publications “*@us.pwc.com” “program management” Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 102
  102. 102. Sourcing Analyse Where Source best Linkedin • LinkedIn did for resume what Indeed did for job postings ….. opening the market for everybody!! • Result: no longer enough to make it easy to be found by target talent, or to find candidates yourself • You have to do both and …. better than companies competing with you for top talent!!! Joel McLean CEO HireGrid Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 103
  103. 103. Sourcing Analyse How Search best? • Develop & Refine Search (query) archive • What are shared Best Practices & why • Look online for tips & tricks for this group of talent • Test/quick scan validity of text data mining options, keywords, sites etc. Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 104
  104. 104. Sourcing Analyse How Search best? Last but not least! • Keeping your eyes & ears open for talent, wherever you are, whatever you do!! • Talent Scouting part of your company / professional / personal DNA Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 105
  105. 105. Sourcing Analyse How Search best? Direct and/or indirect, connected • Direct: developing a list of names of potential new hires • Indirect: finding talent via “connectors” network searching on hiring teams’, co-workers’ connections For example: • Scrum leaders to identify great Ruby developers • Corporate buyers for finding best national account managers Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 106
  106. 106. Sourcing Analyse, a summary Take time to really understand data about • Position • Target talent specifics • Talent Landscape, labour Market demand & supply • Competitors to select for the search query the right titles, skills, technologies, companies, responsibilities, terms, etc. to include (or purposefully exclude!) Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 107
  107. 107. Sourcing Analyse, a summary Use the analytics for finalizing the profile • Search criteria / keywords (facts) • Hiring criteria (soft skills) • Job Branding material(s) Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 108
  108. 108. Sourcing Analyse, a summary Take time to make “killer” job profile • Invest in top Job Branding material(s) • Use your analytics for (re)writing the job profile • Don’t mind to invest several hours to (re) write • Be as specific as possible about challenges potential hires must tackle • Minimize using corporate speak in specs • Ideally, you want applicants to be excited about problems to be solved & even start to think of ideas for doing so! Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 109
  109. 109. Sourcing Analyse How Search best? • How find target talent for a vacancy or the talent pool? • Finding the right match almost always comes down to the right keywords • Experience & creativity for interpreting collected data & gained insight, to develop a smart search strategy Sourcing Talent Alexander Crépin AC@Recruitmentcoach.nl 110
  110. 110. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
  111. 111. Next Sourcing in a global talent landscape Part 1 B What & How - A STEP process 112 Alexander Crépin recruitment strategist, coach & trainer freelance, interim recruiting & management Alexander Crépin AC@Recruitmentcoach.nl
  112. 112. Recruitment Workshop Sourcing in a global talent landscape Part 1 A: What & How - A STEP process Part 1 B: What & How - A STEP process Part 2 A: Data Landscape Overview Part 2 B: Sourcing Craftsmanship Part 3: Sourcing Tools, Methods & Tech 113 Alexander Crépin AC@Recruitmentcoach.nl
  113. 113. Interested in Data Driven Sourcing ? I help you to succeed Alexander Crépin AC@Recruitmentcoach.nl
  114. 114. Also on by Alexander Alexander Crépin AC@Recruitmentcoach.nl
  115. 115. Success!
  116. 116. Thank You Thank you
  117. 117. End!

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