10 keys to success for pipelining and proactive recruitment in emea | talent connect london 2013
TRANSCRIPT
Jerrold Pelupessy
10 Keys to Success for Pipelining and Proactive Recruitment
Leonardo Intriago
Wesley Hendriks
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
Set your self up for success
1. Recruiting/sourcing highly-skilled talent 44% Germany
2. Improving quality of hire 30% India
3. Employer brand 25% Nordics
4. Pipeline talent 25% SE Asia
5. Improving sourcing techniques 18% Australia
What is at the top of your peers’ list for 2013?
Research shows that TA leaders are saying that pipelining talent is in their top 5 priority list
“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?”
2013 Top 5 Priorities Priority is #1
Bra
nd
Bra
nd
Job
sKnow where your organisation is..
Traditional
Developing
Foundational
Strategic
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Build internal capabilities to focus on passive talent
Post-and-prayTargeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Jobs on niche boards and social platforms
Defined employer brand strategy
Influential talent brand engaging employees and
candidates
Understanding of employee
value proposition
Established metrics and benchmarks
Data driven decision making
So
urcin
g
Talent Acquisition siloed from HR
Strong collaboration with Marketing, PR, Communications
Strategic business advisor to C-Suite
Engage HR counterparts and Hiring Managers
Partner-
ship
Talent Acquisition Team Skills and Capabilities
..and why you should go there
Traditional
Developing
Foundational
Strategic
tReactive:High cost
Labor-intensiveApplicant quantity focus
Req to req process
Strategic:Low costEfficient
Quality of hire focusProactive pipeline-based process
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
How to build a solid pipelining process
Projects, Tags, Sources & Status
Projects Tags Sources Status Create uniformity. Use naming
conventions:Jobtitle – Country – City – Recruiter InitialsFinancial Controller – UK – London - JP
Tags are used to easily identify skillsets of candidates
Have the recruiters create tags
No more than five per role
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
Three facets for an efficient pipeline workflow
Prospecting
Developing
Search Refine Organise
Reach Interest Close
Build Interest Close
Re
duc
tion
in T
ime
to H
ire
Sourcing
Create a clear and open process
Direct SourcingSourcing within the database
Short-list
Call/InMail
Add Project Folder
Linkedin DatabaseCV Management
Tool
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
Also don’t forget pipelining during events with LinkedIn Checkin
Manage the relationship with your candidate
Candidate Relationship Management
“Continuously and systematically
build relations with potential
employees, current employees and
alumni with the goal of identifying
and creating mutual
opportunities”
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
Interested
Different types of candidates require different rules of engagement
Hot leads(followers, subscriptions)
Applicants, silver
medalist, Employees,
Alumni
High level of engagement. Keep
contacts warm, by not only using
Newsletters and social media but
by reaching out personally.
Medium level of engagement.
Contact via newsletters,
social media updates and Inmails.
Low level of engagement.
Contact via newsletters and
social media updates.
Few months later
So what are the 10 keys to Success for Pipelining and Proactive Recruitment?
3
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
Three Keys to Success for Pipelining and Proactive Recruitment
Leonardo Intriago Recruitment Product Consultant
Best Practices from
Antonio Fornaroli HR Director Luxottica Corporate & Retail Sun & Luxury
Over 50 years of
excellence: Key figures
Creative Hubs
5Stores
>7.000Countries
130
People
70.000OneSightPatients
>8MNCostumers
>60MN
Brands
>45Manufactured
Frames
>75MNGroup
1
Luxottica’s people at glance
20,000+new colleagues
in the last 6 years
4Generations
working together
35Spoken
languages
75%Full engagedEmployees*
Our characteristicsIMAGINATIVE
We continuously look aheadand 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.
PASSIONATE 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.
ENTREPRENEURIAL 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.
SIMPLE AND FAST We see the essence and focuson priorities that matter most.We strive for simplicity and value being straightforward, uncomplicated and accessible so that we can quickly drive changeto deliver results and quality.
The best Brand Portfolio in the Industry
Licensebrands
Housebrands
Manufacturing… where we are
Bhiwadi
Campinas
Agordo (BL)
Sedico (BL)
Lauriano (TO)
Rovereto (TN)
Cencenighe (BL)
Pederobba (TV)
DongguanFoothill Ranch
of the productionis Made in Italy
50%
Retail network: Global leader in Optical and Sun RetailApproximately 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
SUN & LUXURYOPTICAL
The Luxottica Talent Pipeline Strategy with LinkedIn
LinkedIn Project OverviewAn employer branding and recruiting global channel to attract new talents:
CompanyPages
8Brand
1Channel
1
Our presence on LinkedIn today
BRAZIL
USA
MEXICO
UK & IRELAND
IBERIA
FRANCEITALY
CHINA
INDIA
AUSTRALIA
ColombiaEcuador
PeruChile
LinkedIn Talent Solutions: 3 main objectives
RIGHT CANDIDATE, ALL OVER THE WORLD:RECRUITER LICENSESHigh recruitment efficiency in finding the best talent
everywhere in the world spending less time
1
TALENT PIPELINE
JOB SLOTS AND CAREER
PAGE
Database Management allows the entire global HR network to
map the sourcing and selection process
HR TEAM ALIGNEMENT:2
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
STORY TELLING: 3
From Head Hunting to LinkedInNEED 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 DayJob posted on
LinkedInInternal Referral Direct Sourcing
Resumes
- Real Time recruting- Build Talent Pipeline- Talk with and engage Talent
HR ACTIVITIES:
Luxottica DB
SOURCES
ACTIONS
RESULTS
1
2
3
Mapping Process with Talent Pipeline: status, tags and sources
Results
HQ: in just 4 months we have achieved significant goals
TALENT PIPELINE:
682 Searches
2161 Profiles Viewed
305 Profile Mapped
+300 profiles collected via Checkin at University fairs
12 Hired
JOB SLOT:
7 Jobs posted in 4 month 21.000 Resumes