• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Talent Pipeline Map Final

Talent Pipeline Map Final



This the deck I used for a Human Capital Institute Presentation

This the deck I used for a Human Capital Institute Presentation



Total Views
Views on SlideShare
Embed Views



5 Embeds 99

http://www.linkedin.com 76
https://www.linkedin.com 18
http://www.lmodules.com 3
http://www.slideshare.net 1
http://in.linkedin.com 1



Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
Post Comment
Edit your comment
  • What’s imperative is to understand that focus groups are conducted all the time, but rarely from a TA perspective or with TA input.

Talent Pipeline Map Final Talent Pipeline Map Final Presentation Transcript

  • The Talent Pipeline Map
    Jim Rose
    Manager; Candidate Development Team
    Deloitte Services LP
  • Presenter
    Jim Rose is a Manager at Deloitte Services and leads The Candidate Development Team (Passive Sourcing) for The Technology Service Area of Deloitte Consulting LLP. For the past 3 years, The entire CDT team has been directly responsible for 550 hires or approximately 14% of the total hires at Deloitte Consulting.
    Jim has led numerous specialized sourcing efforts and projects and has played a key role in the evolution of Deloitte’s Recruiting Webcast series and Messaging Strategy Research. His other areas of expertise include Candidate Communication Strategy, Customer Experience Design and Competitive Intelligence.
    Jim received his Bachelors Degree from The University of Toledo and his Master of Science Degree from Illinois State University. He is a current member of SHRM, The Human Capital Institute and The Recruiting Roundtable.
    In his spare time, Jim is an avid golfer, runner and tri-athlete. He currently resides in suburban Chicago.
  • How can we “Map a Market”?
    Number of candidates in a specific place with a specific skill
    Recruiting/Sourcing = Zero – Sum Game
    Hire or Not
    Interview or Not
    Find someone or you don’t
    Moving from absolute to theoretical based on some known factor
    What Are the Issues?
  • Build your case
    2 Scenario’s
    Communicate Results
  • Case interviews are used most often by consulting firms who provide strategic management consulting services to their clients. A case interview tests a candidates ability to:
    Communicate at a strategic level under pressure
    Adapt to new, unexpected information and situations
    Think abstractly under ambiguous circumstances
    Reach logical conclusions from a limited amount of data
    Case Interviewing
  • Types of Case Interviews
    Market Sizing
    Determine how big a particular problem is, or how many of X products are used
    • How many golf balls are made in the US each year?
    • How many cans of paint are needed to paint the Delta fleet?
    Use puzzles or questions that challenge a candidate’s ability to think creatively
    • Why are manhole covers round?
    • Why do fashions change every year or two?
    General Business
    Analyze business issues that mimic real-world situations
    • To which site should we relocate?
    • Why are our profits falling in Division ABC?
    We’re going to use Market Sizing to create our Talent Map
  • Market Size Example
    “How many gallons of paint are needed to paint every house in The United States?”
    • US Population is 300M
    • 50% of whom are homeowners = 150M
    • The Average Family size is 3 = 50M Houses
    • Add 10% for 2nd residences = 55M Houses
    • Houses are Painted every 10 years = 5.5 M Painted annually
    • 1 gallon of paint covers 100 square feet; Avg house is 2000 sq. ft
    • Each house requires 20 gallons of paint
    • So 20 x 5.5 Million Houses =
    110M GALLONS
  • What Tools Can we Utilize?
  • I Need 3 SAP Consultants in Michigan
  • 50% growth
    A relatively new and niche skill-set (SaaS)
    Unique set of geographic challenges (specific locations)
    Multiple “Sub Skills”
    Realistic (or unrealistic) client expectations
    Our Specific Sourcing Challenge
  • Our Methodology
    Sourced candidates using LinkedIn Recruiter Pro
    • 840 Total Candidates Found
    • 400 based in North America
    • 60% Non Consulting Profile = 240
    • 50% based in our hiring locations = 120
    • Let’s assume that 40% of total candidates are on Linkedin
    • 120 / .60 =
  • Summary
  • Developing Recruiting/Sourcing strategy
    Compensation adjustments
    Market Research analysis
    Competitors capabilities
    Hiring Managers
    How Can this Be Used?
  • jarose@deloitte.com
    Contact Information
  • About DeloitteDeloitte refers to one or more of Deloitte Touche Tohmatsu, a Swiss Verein, and its network of member firms, each of which is a legally separate and independent entity. Please see www.deloitte.com/about for a detailed description of the legal structure of Deloitte Touche Tohmatsu and its member firms. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.Copyright © 2009 Deloitte Development LLC. All rights reserved.Member of Deloitte Touche Tohmatsu