The increasingly aggressive and intelligent nature of the talent acquisition market means that Telstra Government & Enterprise must look for every opportunity to attain an ‘edge’ in sourcing techniques for key critical roles.
Current talent sourcing methods have;
Focused on only active candidates in the market
Do not always identify the key high performers in the passive
Usually involve a significant lag time between vacancy and
Lack structure, sophistication and rigor
These characteristics are particularly pertinent to key critical roles
The solution that E&G have adopted, through partnership with Talent Intelligence, is to build strategic internal talent acquisition capability through a specific intelligence gathering process called Talent Pipelining.
What is Talent Pipelining?
“ Talent Pipelining is the continuous benchmarking and engagement of external talent against key critical roles in your business, with the objective to substantially increase the quality of your recruitment outcomes whilst significantly reducing the cost.”
Talent Intelligence is conducting initial research across 30 organisations nationally Ongoing socialisation by Telstra provides a passive external succession pool of candidates 703 people identified across all roles 118 candidates with biographical data 59 with high fit ranking 14 engaged by Telstra
The Client Management Team Leaders are potentially the most
complex and are the most senior account management roles within
Results thus far:
205 Candidates identified
37 candidates with full biographical data
7 Candidates recommended for one of the Melbourne positions
All 7 requested by Telstra for an introduction
6 of the 7 agree to meet Telstra for exploratory discussions
4 have progressed to second stage introductions
First placement confirmed 01 April
Proprietary TIMS ™ system Current pipelines for E&G Each pipeline will contain a minimum of 30 qualified candidates which will grow over time. This essentially makes up E&Gs external talent pool.
Qualified Candidates Each pipeline contains a list of qualified candidates each assigned a ranking of fit Details include candidates remuneration, availability, and a comments section
In-depth summary of individual skills The TIMs system allows you to drill down and qualify the candidates against a number of pre-determined criteria – for example leadership experience, specialist skills, technical knowledge.