How to find the best yellow duck(s)? #sosueurope

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Presentation Geert-Jan Waasdorp at Sourcing Summit Europe; 'How to find and recruit the best yellow ducks around the world?'

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How to find the best yellow duck(s)? #sosueurope

  1. 1. HOW TO FIND AND RECRUIT THE BEST YELLOW DUCKS AROUND THE WORLD
  2. 2. Introduction Geert-Jan Waasdorp Global Recruitment Intelligence Analyst Founder of Intelligence Group geert-jan@intelligence-group.nl http://www.recruitment-intelligence-group.com Recruitment-Intelligence-Group.com Ambitious to become the global leader in recruitment intelligence
  3. 3. What makes a (good) search? • Skills, experience and competence • The goal & the search string • The used source(s) • The actuality and completeness of the ‘profiles’ • Ranking method • … 3
  4. 4. This are also our limits • Skills, experience and competence • The goal & the search string • The used source(s) • The actuality and completeness of the ‘profiles’ • Ranking method • … 4
  5. 5. But how can we find the best yellow duck(s)?
  6. 6. What is the difference between a good search and a great search? DATA • Complete overview • Creates relevance • Gives hierarchie • Best source(s) • .. 6
  7. 7. Data is always interesting, but most relevant when: • You are looking for the best talent • You are searching for more of the same hard to fill vacancies • You don’t know where to start • Looking in areas you never been before • Budget and time 7
  8. 8. Locate – to create a complete view • Global Talent Mapping – Internal data – External data • Global Talent Barometer 8
  9. 9. Global Talent Mapping (internal data) • Webanalytics • Analises on Recruitment- & HR software • Analytics talentpool • Dashboards target groups • Social media analytics • … 9
  10. 10. Global Talent Mapping www.company.nl/careers/........../......... 10
  11. 11. Mapping aplications (Dutch company) 11
  12. 12. Global Talent Mapping www.company.nl/careers/........../......... www.company.nl/careers/discipline/....... www.company.nl/careers/discipline/vacancy_id www.company.nl/careers/discipline/vacancy_id/apply 12
  13. 13. Global Talent Mapping (external data) Master+ Bio with connections in NL 13 Tehran Bangalore Athens Stockholm New Delhi London Shanghai Thessaloniki Pune Leuven Beijing Istanbul Madrid Dhaka Belgrade Chennai Uppsala Singapore Izmir … Source: Webanalytics en ATS gegevens geplot in een ‘heatmap’. Bewerking iG! 2012
  14. 14. Sourcing dashboards (preferrable on IP) Who looked? Who is? 14
  15. 15. Globaltalentbarometer.com 15
  16. 16. Identify – focus on the best • Global Talent Mapping – Internal data – External data (need access to big data) • Global Talent Barometer • Experience & deskresearch – Internal – External 16
  17. 17. Identify the best ducks by (facts & experience) • Location/Country • Region (language) • Competition • Demand • Source • Economics • Culture fit • Education • Willingness to work in …. • Availability • Access to talent • …. 17
  18. 18. Long list 18
  19. 19. Identify the best ducks by (facts & experience) • Location/Country • Region (language) • Competition • Demand • Source • Economics • Culture fit • Education • Willingness to work in …. • Availability • Access to talent • …. 19 Focus on the most promosing ‘hubs’
  20. 20. To locate the talent in the world Example: Oil and Gas hubs in the world in relation to the Netherlands
  21. 21. To identify the talentpool Example: Oil and Gas hubs in the world
  22. 22. To attract & persuade 1. Employer value proposition 2. Recruitment channels 22
  23. 23. Case • Mechanical Engineers • Focus on – Bulgeria – UK – Italy • Defining EVP – What moves the target group – What matches the employer brand – Message on IP 23
  24. 24. Attract Mechanical Engineers to the Netherlands BULGARIA UK ITALY County Marketing Job Marketing USP’s of the organisation Entice-me message
  25. 25. Attract Mechanical Engineers to the Netherlands BULGARIA UK ITALY County Marketing Guarantee of a good standard of living The opportunity to acquire international work experience Lots of opportunities for one's spouse and children (family- minded) Job Marketing USP’s of the organisation Entice-me message
  26. 26. Attract Mechanical Engineers to the Netherlands BULGARIA UK ITALY County Marketing Guarantee of a good standard of living The opportunity to acquire international work experience Lots of opportunities for one's spouse and children (family- minded) Job Marketing Permanent contract Good salary Good employer benefits USP’s of the organisation Entice-me message
  27. 27. Attract Mechanical Engineers to the Netherlands BULGARIA UK ITALY County Marketing Guarantee of a good standard of living The opportunity to acquire international work experience Lots of opportunities for one's spouse and children (family- minded) Job Marketing Permanent contract Good salary Good employer benefits USP’s of the organisation Have good fringe benefits Become part of an expat program Earn a competitive salary Entice-me message
  28. 28. Attract Mechanical Engineers to the Netherlands BULGARIA UK ITALY County Marketing Guarantee of a good standard of living The opportunity to acquire international work experience Lots of opportunities for one's spouse and children (family- minded) Job Marketing Permanent contract Good salary Good employer benefits USP’s of the organisation Have good fringe benefits Become part of an expat program Earn a competitive salary Entice-me message Have a solid future in a solid country at solid employers
  29. 29. Attract Mechanical Engineers to the Netherlands BULGARIA UK ITALY County Marketing Guarantee of a good standard of living Enjoy good economic conditions Great international companies to work for The opportunity to acquire international work experience Feel free to broaden your experience Guarantee of a good standard of living Lots of opportunities for one's spouse and children (family- minded) We take care of your relocation Become familiar with a new culture and see what we can do for you and your family Job Marketing Permanent contract Challenging job International orientation of a company Good salary Responsibility Permanent contract and competitive salary Good employer benefits Variation in work Lots of career opportunities USP’s of the organisation Have good fringe benefits A career instaed of a job Have a job that suits you Become part of an expat program Add value to your career Enjoy the luxury of good employer benefits Earn a competitive salary Be sure of good employer benefits Let your company arrange the relocation for you Entice-me message Have a solid future in a solid country at solid employers You take the responsibility to build a career, we arrange your relocation Build your own career and future at a respective and solid international organisation
  30. 30. Bulgaria Guarantee of a good standard of living The opportunity to acquire international work experience Lots of opportunities for one's spouse and children (family-minded) Language & arguments build up webpages based on IP-adres and/or referral channel Every targetgroup in every country has his own page(s) In local language and custome made information
  31. 31. UK Enjoy good economic conditions Feel free to broaden your experience We take care of your relocation High Touch
  32. 32. Italy Great international companies to work for Guarantee of a good standard of living Become familiar with a new culture and see what we can do for you and your family High Touch
  33. 33. Where to start ‘talking’ 33
  34. 34. Globalrecruitmentchannels.com active and passive search
  35. 35. 5 guidelines attract the talent globally 1. Bring hierarchy in your search 2. Focus where the best talent is 3. Know the local market 1. Globaltalentbarometer.com 2. Globalrecruitmentchannels.com 4. Differentiate your message, website, approach, recruiter 5. High touch, high care 35
  36. 36. Feedback Thank you for your time and any feedback would be highly appreciated Geert-Jan Waasdorp Global Recruitment Intelligence Analyst Founder of Intelligence Group geert-jan@intelligence-group.nl http://www.recruitment-intelligence-group.com

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