Outputs from our two May 2013 Focus groups looking at external talent pools

1. External Talent Pools
Focus Group - Wipro Technologies
9th May 2013

2. Today’s Agenda
• Introductions
• Objectives for today
• Breakthrough Model Exercise
• Analysis

3. What's not working
Systems
-ATS/ HRIS capability
-Are we utilising ATS properly?
-Lack of effective tools
-No central tracking
-Forecasting accuracy
-Keeping information current
Cultural fit?
Process
-No talent pools!
-No defined plan
-Dealing with ambiguity
-Volume
-Selection criteria
-Time
-Measuring success
-Lack of ready to go candidates
-Long running adverts
Communication
-Candidate engagement
-Candidate experience
-Internal communication
People
-Line managers lack of engagement
-Pro-active talent pooling
-Lack of resource
-Behaviour/ mindset change
-Alignment/ in scope
Employer Brand

4. What's working
Systems and Process
-Linked In Recruiter
-Referrals
-Competitor mapping
-Having a robust process
Measurement
-Forecasts
-Reduced cost
-Size of talent pool Output/Results
-Filling difficult hires
-Niche and volume recruitment
-Quality
-Reactive recruitment
-Interview ready/ interviewed classification
Internal Communication
-Strong relationship with the business
-Getting business buy in
External Communication
-Delivering Consistent message
-Engagement through contact and content
-Increased brand perception
-Targeted networking

5. What’s missing
Process
-ATS
-Consistent process
-Ability to bulk target
candidates
-Information/ knowledge
sharing
-Reporting
-Tracking
-Accurate forecasting
Talent
-Definition of talent
-Understanding what a talent pool is
-Lack of resource
-Niche skills in the market
Time
-Do we have time to talent pool
-Time to manage the talent pool
Engagement/Communication
-Engage with passive candidates
-Do candidates want to be in a talent pool
-Communication to candidates (what, how often)
-Wider business understanding
-Defined employer brand
Stakeholders
-Buy in/ ownership

6. What’s Possible
Metrics
Increased hiring efficiency
Improved long term hire
performance
Increasing speed and quality
Lower agency usage
Reduced cost and time to hire
Targeted talent pools
Increased % of hires from the
talent pool
Business
Better quality succession planning
Change in mindset
Increased profile of recruitment team
Proactive planning
Cross functional talent utilisation
Experience
-Silver medallists available
-Referrals from successful candidates
-Increased initial engagement
-ultimate candidate experience
-social media
Increased understanding of the business
-self selection
Better engagement with hiring community
Clear communication
Systems/ process
Systems which work for recruiters!
Targeted Linked In pages or careers site
Meaningful reporting
ATS candidate management
Mapping – know where the talent is

7. Themes identified
• Systems and process
• Engagement and communication
• Business/ stakeholder engagement
• Measurement, reporting and quality
• Employer Brand
• Outputs and results
• Resource/ time required
• Succession planning/ forecasting

8. Systems
• Avature great!
• Taleo (use folders, talent community, tag people and send out comms)
• Linked In (company page, groups, projects, talent networks, leverage
employees and agencies, use tags)
• Other good ATS providers – Qandidate (free)/ Harbour/ Smart recruiter
• Step at a time, don't do too much at once!

9. Business Engagement
• Shared ownership
• Relate it to cost impact
• Use data to influence
• Pilot in one functional area
• Leverage referral schemes (ensure in KPIS/ PDP objectives)
• Don’t try and do everything for everyone at once
• Push back
• Accurate forecasting is key
• Celebrate success
• Showcase metrics

10. Process
• Criteria – make sure not just a list of names
• Create tags/ pipeline reqs
• Consistent application
• Make sure it is time bound
• Data protection – make sure you are compliant

11. Suggested Approach 1.
Gold
Been through selection
Standardised/ shared process
Examples of what good looks like
Salary benchmarking
Engage vendors too
Don't forget internal talent
Silver
Referrals
Don’t know right now!
May not have all criteria
Qualified by recruiters
Can’t have too many in this bucket
Agency freebies in here?
Bronze
List of names
No contact
Talent Stalk!
Linked In followers
Agency freebies?
Candidates that have applied for other roles

12. Suggested Approach 2.
1. Know the candidate (worked with or absolute evidence they are high
quality)
2. Not worked with them but belief they are high quality ( i.e. Qualified by
recruiters and not the business
3. Just don't know yet!
4. Good but we have better
5. Stored but doesn’t fit – useful knowledge

13. Candidate Engagement
Gold
• Personal contact
• Monthly relevant contact
• Interesting, useful knowledge
• Company insight
• Coaching calls
• Ask what interaction they would like
• Standardise where possible
Silver
• Jobs
• Events/ open days/ networking
Bronze
• Stalk
• Be visible!

14. Resource/Support
You don’t have to do this alone!
Try the following providers:
• The Executive researchers association
• Talent Intelligence
• Write Research
• Ervena
• Avancos
• E-sift
• Easyweb
• Electric marketing (lists only)

15. Measurement
• Source of hire (talent pool/ pipeline but also original source)
• Vacancy open in real time
• Time and cost per hire
• Quality (appraisal ratings
• Retention
• Engagement

16. Employer Brand
• Make sure you are visible for passive candidates
• Clear EVP
• Fix the basics
• Sort out your company page on Linked In
• Website
• Put yourself in the candidates shoes – how do they want to be
communicated with...