Three Keys to Success for Pipelining and Proactive Recruitment are: 1) Set yourself up for success by laying the foundation, 2) Build a solid pipeline process, and 3) Don't forget to find new leads and build long-term relationships. Luxottica's talent pipeline strategy with LinkedIn helped them manage their recruiting process internally using LinkedIn as their sourcing and CV management tool. This allowed them to efficiently find the best talent globally and align their HR network.

1. 10 Keys to Success for Pipelining and
Proactive Recruitment
Jerrold Pelupessy
Wesley Hendriks
Leonardo Intriago

2. Agenda
10 Keys to Success for Pipelining and Proactive Recruitment
Set your self up for succes. Lay the foundation.
Build a solid pipeline process
Don’t forget to find new leads and build a long term relationship
Luxottica sharing pipeline Best Practice Q&A

3. Set your self up for success

4. Research shows that TA leaders are saying that pipelining
talent is in their top 5 priority list
What is at the top of your peers’ list for 2013?
2013 Top 5 Priorities
1.
2.
3.
4.
5.
Recruiting/sourcing highly-skilled talent
Improving quality of hire
Employer brand
Pipeline talent
Improving sourcing techniques
Priority is #1
44%
30%
25%
25%
18%
Germany
India
Nordics
SE Asia
Australia
“Think about your talent acquisition organization's top priorities for 2013.
Which of the following choices would you consider to be the most important and least
important areas of interest for your organization?”

5. Know where your organisation is..
Strategic
Foundational
Established metrics
and benchmarks
Data driven decision
making
Post-and-pray
Jobs on niche boards and
social platforms
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Reactive, over-reliant on
agencies
Build internal capabilities
to focus on passive talent
Talent Acquisition siloed
from HR
Engage HR counterparts
and Hiring Managers
Engage with strong
pipeline of leads and
‘silver medalists’
Strong collaboration
with Marketing, PR,
Communications
Talent Acquisition Team Skills and Capabilities
Team-wide pipelining
with engaged talent
communities
Strategic business
advisor to C-Suite
Sourcing
Influential talent brand
engaging employees and
candidates
Jobs
Defined employer
brand strategy
Brand
Understanding
of employee
value proposition
Partnership
Traditional
Brand
Developing

6. ..and why you should go there
Strategic
Foundational
Developing
Traditional
t
Reactive:
High cost
Labor-intensive
Applicant quantity focus
Req to req process
Strategic:
Low cost
Efficient
Quality of hire focus
Proactive pipeline-based process

7. For what kind of roles can you recruit/pipeline for?
Succession planning gaps
New Projects
High Attrition Roles
Hard to fill roles
Internal Mobility
Campus Recruitment

8. How to build a solid
pipelining process

9. Projects, Tags, Sources & Status
Projects


Create uniformity.
Use naming
conventions:
Jobtitle – Country – City –
Recruiter Initials
Financial Controller – UK –
London - JP



Tags are used to
easily identify
skillsets of
candidates
Have the recruiters
create tags
No more than five
per role
Status
Sources
Tags


Keep track of the
source of every
candidate
Use existing
sources



Shows you where
the candidate is in
your Pipeline
This determines the
overall workflow of
your team.
Take your time to
determine all the
steps in the process
before you
implement

11. Reduction in Time to Hire
Three facets for an efficient pipeline workflow
Prospecting



Search
Refine
Organise
Developing



Reach
Interest
Close



Build
Interest
Close
Sourcing

12. Create a clear and open process
Direct Sourcing
Sourcing within
the database
Short-list
Add Project
Folder
Linkedin Database
CV Management
Tool
Call/InMail
 Define all the steps in the pipeline process. From Search to closing the candidate
 Get involvement from your team. Ask them to help determine the correct flow in
Recruiter
 Communicate not only with your team, but also with the business and clearly explain
their role in the process

13. Also don’t forget pipelining during events with LinkedIn
Checkin

14. Manage the relationship with your candidate
Candidate Relationship Management

15. “Continuously and systematically build
relations with potential employees,
current employees and alumni with the
goal of identifying and creating mutual
opportunities”

16. Track leads and keep in contact
 Hunt per job opening
 Select per job opening




Build a clear proposition
Build relationships
Use own employees as ambassadors
Share knowledge and opportunities

17. Different types of candidates require different rules of
engagement
Interested
Hot leads
(followers, subscriptions)
Applicants,
silver
medalist, E
mployees, A
lumni
Low level of engagement.
Contact via newsletters and
social media updates.
Medium level of engagement.
Contact via newsletters,
social media updates and Inmails.
High level of engagement. Keep
contacts warm, by not only using
Newsletters and social media but
by reaching out personally.

19. Few months later

22. 3
So what are the 10 keys to Success for
Pipelining and Proactive Recruitment?

23. Three Keys to Success for Pipelining and Proactive
Recruitment
 Set yourself up for success. Lay the foundation.
 Build a solid pipeline process
 Don’t forget to find new leads and build a long term relationship

24. Best Practices from
Leonardo Intriago
Recruitment Product
Consultant
Antonio Fornaroli
HR Director Luxottica
Corporate & Retail Sun & Luxury

25. 1
>75MN
Group
Over 50
years of
excellence:
Key figures
>45
Brands
Manufactured
Frames
70.000
>8MN
>60MN
People
OneSight
Patients
Costumers
5
>7.000
130
Creative Hubs
Stores
Countries

26. Luxottica’s people at glance
20,000+
4
new colleagues
in the last 6
years
Generations
working
together
75%
35
Full engaged
Employees*
Spoken
languages

27. Our characteristics
IMAGINATIVE
ENTREPRENEURIAL
We continuously look ahead
and think of new ways to serve and
inspire our customers and each other.
Innovation, quality and creativity are
the foundation of our success and the
way we work.
We are pioneers of change.
We see opportunities that others don’t
and understand the value of taking
risks so that we continue to be the
innovators of our industry. Respect,
accountability and transparency model
the way we lead.
PASSIONATE
SIMPLE AND FAST
We love what we do and we care
about our people.
We do believe our work makes a
difference to everyone’s lives wherever
they are. That’s what inspires us to
constantly improve ourselves and our
work, by engaging the hearts and minds
of others.
We see the essence and focus
on priorities that matter most.
We strive for simplicity and value being
straightforward, uncomplicated and
accessible so that we can quickly drive
change
to deliver results and quality.

28. The best Brand Portfolio in the Industry
House
brands
License
brands

29. Manufacturing… where we are
Agordo (BL)
Foothill Ranch
Sedico (BL)
Lauriano (TO)
Cencenighe (BL)
Pederobba (TV)
Rovereto (TN)
Campinas
50%
of the production
is Made in Italy
Bhiwadi
Dongguan

30. Retail network: Global leader in Optical and Sun Retail
Approximately 7,000 stores
worldwide
Leading premium optical
retailer in:
- North America
- Central & Latin America
- Europe
- South Africa
- Greater China
- Asia
- Pacific
A strong and diversified retail
brand portfolio
OPTICAL
SUN & LUXURY

31. The Luxottica Talent Pipeline
Strategy with LinkedIn

32. LinkedIn Project Overview
An employer branding and recruiting global channel to attract new talents:
8
1
1
Company
Pages
Brand
Channel

33. Our presence on LinkedIn today
UK & IRELAND
FRANCE
ITALY
USA
IBERIA
CHINA
INDIA
MEXICO
Colombia
Ecuador
Peru
Chile
BRAZIL
AUSTRALIA

34. LinkedIn Talent Solutions: 3 main objectives
1
RIGHT CANDIDATE, ALL OVER THE WORLD:
High recruitment efficiency in finding the
everywhere in the world spending less time
2
best
talent
HR TEAM ALIGNEMENT:
Database Management allows the entire global HR network to
map the sourcing and selection process
3
RECRUITER
LICENSES
TALENT
PIPELINE
STORY TELLING:
Attracting and nurturing talents through our daily life; attract
and engage with passive candidates as well as job seekers.
One hub, one voice, one place
JOB SLOTS
AND CAREER
PAGE

35. From Head Hunting to LinkedIn
NEED TO MANAGE INTERNALLY THE RECRUITING PROCESS => LinkedIn became the Sourcing & CV Management
tool of Luxottica HQ and a customised work-flow model was designed for this
Career Day
1
Job posted on
LinkedIn
Internal Referral
Direct Sourcing
SOURCES
Resumes
HR ACTIVITIES:
2
ACTIONS
3
RESULTS
- Real Time recruting
- Build Talent Pipeline
- Talk with and engage Talent
Luxottica DB
Mapping Process with Talent Pipeline: status, tags and sources

36. Results

37. HQ: in just 4 months we have achieved significant goals
TALENT PIPELINE:
 682 Searches
 2161 Profiles Viewed
12 Hired
 305 Profile Mapped
 +300 profiles collected via Checkin at University fairs
JOB SLOT:
 7 Jobs posted in 4 month
21.000
Resumes