HISTORY OF SOURCING

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VIEWPOINT: FUNDAMENTAL GOAL FOR TALENT

SOURCING? Our View: Fundamental goal for sourcing?

Corporate Sourcing Goals:

• DNA Match for critical and executive positions

• Align Metrics to business goals to show value/ROI

• Candidate Engagement/Social Media

CURRENT STATE: 2013 (SOURCING 3.0)

Annual ly, there are about 1.4 bi l l ion appl icat ions in the U.S. At the current pace of job creat ion, the economy won't return to ful l employment unt i l 2018 – Expect more appl icat ions.

98.5% of appl icants are not selected. This frustrates the job seeker (especial ly qual ified ta lent) and drives recrui ters to early ret i rement.

Companies in the US spend about $8 bi l l ion attract ing appl icants to their corporate si tes.

Many top companies report that 25-30% of their hires are from referrals and a l l report they’d l ike to increase hires from this source.

Socia l Media, L inkedIn play key roles in sourc ing ta lent – 95% of recruiters use i t .

Mobi le is emerging.

Sourcing Ecosystem Is Expanding……(for now)

Primary Sourcing Process Steps

CURRENT STATE: SOURCING 3.0DISPERSED, DISCONNECTED but DYNAMIC

Minimal to no engagement in

interview process. Multiple

opportunities to connect

about company lost

Job Marketing Research Engageme

nt

Assessment/

Qualification

Asynchronous automated candidate

assessments not integrated to ATS or CRM

Multiple candidate marketing tools with

boards, social media and

direct targeting

Asynchronous automated candidate

assessments

MINIMAL INTEGRATION. MANY SEPARATE SOLUTIONS

KEY ELEMENTS OF NEXT GEN SOURCING

(2013-2015)

Workforce Analytics

Talent Segmentati

on Strategies

Networking – Alumni, Referral, and Customers

Assessment Technology

=

+ +

Big Data/SaaS/Cloud

+

+

RMS Level 1Basic Sourcing

RMS Level 2Intermediate Sourcing

Compliance Postings

Major Job Boards

Niche Job Boards

Client ATS

RecruitPoint

Diversity Job Boards

Social Networking

Candidate Networking

Online People Business Directories

Blog Chat Directories

Newsgroups

Diversity Job Boards

Advanced Internet Search

RMS Level 3Advanced Sourcing

Database Mining

Research/List Partners

Competitor Identification & Recruiting

Aggregator Site Mining

SCIENCE OF SOURCING – TARGETED – TECHNOLOGY, NETWORKING &

ADVERTISING

Major Job Boards

Niche Job Boards

Social/Blog Sites

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Performance M

gmt.

Succession Mgm

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Lear

ning

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TOTAL TALENT MANAGEMENT – SOURCING DRIVES THE HIRING

PROCESS Sourcing is the first part of the critical hiring process

ATS

Talent Management

Wor

kfor

ce

Scie

nces

/Pla

nnin

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Talent Reporting & Analytics

What does the future hold?• Pipeline burden will become more challenging - Sourcing is critical• Technology keeps evolving – Stay alert• Workforce Planning is key to competitive advantage• Worforce compositions will lean towards contractors/part-time

The 3 main focus areas :1) Choose the right sourcing/pipeline model for your company

• This involves recruiter ratios, sourcers (internal or outsourced)• Scalability• Scope• PierPoint focuses on offering flexible sourcing models cost-effectively

2) Adopt best practices and simple processes• Define clear process • Define success metrics• PierPoint is a SME on talent sourcing best practices and metrics

3) Use Smart tools and technology suitable to your company needs• Social Media• Search Engine Optimization/Talent Networks• PierPoint is technology-agnostic – work with all

SOURCING EVOLUTION: WHAT TO DO?

PIERPOINT FACTSOverview: Established in 2003Headquartered in

San Jose, CaliforniaOperated by former Fortune 200 Global Recruitment

Executives Offices in U.S., Latin America, and Europe. Over 100 Sourcers, Recruiters, and Coordinators

worldwideOver 60 successful domestic and international

implementationsExpertise in Silicon ValleyTop Technical Talent Sourcing company — 90% of

clients are in high tech (both big and small)

PIERPOINT CLIENTS

PIERPOINT CAPABILITIES & SCOPING

Research Screening Sourcing

Originally PierPoint was ..

…with metrics that

affect Critical Service Levels

Strategy & Assessment

Pre-EmploymentProcesses

Interviewing Testing Screening Sourcing Hiring OfferPackage On

Boarding

… Today, we have evolved into an end-to-end solution... Supporting ALL roles

…Supported by

ApplicantTracking Requisition

Management Candidate

Data Management

SystemsIntegration

…Strongest Expertise in Technical Sourcing in Silicon Valley, beyond and globally

90% focus on Technical roles

PierPoint has sourced engineers in the United States, Europe and Lat in America for the fol lowing companies:

Activant, Fujitsu, Symantec, Sony Electronics, Sony Ericsson, Marvel, Foundry Networks, SUN, Shoretel, Zantaz, Disney Internet Group, Entellium, Texas Instruments, Celanese, SAP, i2, Spansion, Anritsu and Apple

Significant sourcing expert ise for technology posit ions —

ROI – PIERPOINT MODEL

• Varian Medical Systems – Global Sourcing Support (US, EMEA, APAC) – Eliminated agency fees for technical roles (not used an agency since 2009) – Approx 500 hires/year

• Microsoft – Full Cycle Hiring RPO in LATAM (Argentina, Mexico, Brazil, Chile) – 90% of all candidate submissions are interviewed. Quality of Hire surveys at 4.3/5 - Approx 300 hires/year

• AIMCO - Full RPO (US)– 2500 hires at $400 per hire cost with lowest turnover in company’s history due to enhanced screening

• Brocade – Sourcing (US) - sales force hiring in EMEA resulting in with 90 hires in 90 days and reduced agency fees by 20%

• Sony - Sourcing (US) – Sony Erickson moved from RTP to ATL and required over 100 hires. PierPoint sourced all candidates resulting full staffed office with average Time to fill at 40 days

• ESPN – Sourcing (US) – Merchandising & Developer roles. High quality candidates being sourced resulting in commitment to increase hires from project to over 100 hires