360 Sourcing:
How to Find the Best Internal & External Talent
Melissa Thompson
Sr. Director, Talent Acquisition
Citrix

To...
A world where people can work or play from anywhere

© 2013 Citrix

#intalent
Citrix Recruiting 2010
Opportunities for Improvement

•

Generalist Recruiters

•

Contractor Reliance

•

Staffing Agency...
Citrix Source of Hire Model

Citrix Recruiter
Citrix Website
Internet Job Boards
Networking or Conference
Professional Org...
Internal Recruiting
Responding to HR leaders concern
with lack of internal movement

Global Internal Hire %
2013 YTD

Incr...
Internal Recruiting
Key: Make sure you market
internally to your
employees

6

© 2013 Citrix

#intalent
External Recruiting
Increasing EMEA referrals from 16%

Key: Marketing EMEA
ERP nearly doubled
referrals

EMEA launched an...
ERP Refresh

Key: Market the ERP to
increase the best source

40%
35%
30%
25%
20%
15%
10%
5%
0%

© 2013 Citrix

28%

2011
...
Driving Source of Hire
Fundamental Focus on changing the source of hire mix

Two primary drivers

Reduce
Agency
Spend

Rec...
Scorecard: Measure What Matters

Key: Use metrics to drive
recruiter behavior

Volume

Time

Sourcing
Behavior
Cost

Offer...
Key: Improve
metrics through
tracking and
reporting

Quarterly Scorecard Sample
Recruiter

Direct Source
(30%)

Agency (5%...
Sourcing Strategy: LinkedIn Recruiter

Key: Get the most out of
your investment

Individual Behaviors
• Recruiter Usage
• ...
Things to Consider
Branding is the key to driving the source of hire mix
• Market internally to your employees
• Market th...
Work better. Live better.
Sourcing 360
Talent Connect 2013

Tom Poole
LinkedIn.com/in/TomPoole
© Copyright 2012 Vantiv, LLC. All rights reserved.
Va...
Who is Vantiv?
• Leader in electronic payments
processing for merchants and
financial institutions
• Headquartered in Cinc...
Challenges
•
•
•
•
•
•

Lack of name recognition
Significant hiring needs
Vendor dependent recruiting
No employment brandi...
Sourcing Model - Concepts and Philosophy
• Make all opportunities
highly visible
Passive Active Direct
• Create a simple
p...
Passive Sourcing

19
Job Postings and Automated Sourcing
Approach
•
•
•
•
•

Automated postings to all major sites and aggregators
Talent Netwo...
Active Sourcing
Active Posting & Targeting
Approach
• Share with network
• Posting to groups – industry, skill, or geography specific
• Ed...
Sample Hiring Manager Message

23
Active Referrals
Approach
•
•
•
•

Targeted and specific referral generation
Focus on expanding referral base within non-e...
gagement Contest Results
Name
Ashley
Mike
Brian
Grace
Christy
Annamarie
Lindsey
Dana
Rob
Rachel
Sonja
Shannon
Lauren
Kevin...
Direct Sourcing

26
Direct Sourcing
Approach
•
•
•
•

Use project tools to automate updates and aggregation
Develop a targeted template –simpl...
Alignment of Goals

28
Alignment of Goals
Sample goals
•
•
•
•
•
•

Minimum of 30 new connections per month
Connect to at least 50% of LOB and 30...
Summary

30
Key Results
•
•
•
•
•
•

Increased referral hiring by 80%
Increased payout of referrals by 70%
Increased applicants by 400...
Key Points / Lessons Learned
•
•
•
•
•

Automate posting and sourcing whenever possible
Connect internally AND externally
...
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connect Vegas 2013
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360 Sourcing: How to Find the Best Internal & External Talent | Talent Connect Vegas 2013

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Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.

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360 Sourcing: How to Find the Best Internal & External Talent | Talent Connect Vegas 2013

  1. 1. 360 Sourcing: How to Find the Best Internal & External Talent Melissa Thompson Sr. Director, Talent Acquisition Citrix Tom Poole Director of Recruiting Vantiv
  2. 2. A world where people can work or play from anywhere © 2013 Citrix #intalent
  3. 3. Citrix Recruiting 2010 Opportunities for Improvement • Generalist Recruiters • Contractor Reliance • Staffing Agency Spend • No Job Posting Strategy © 2013 Citrix #intalent
  4. 4. Citrix Source of Hire Model Citrix Recruiter Citrix Website Internet Job Boards Networking or Conference Professional Organization Niche Job Boards Staffing Agency College Hire Internal Hire Contractor Conversion © 2013 Citrix Direct Source Employee Referral #intalent
  5. 5. Internal Recruiting Responding to HR leaders concern with lack of internal movement Global Internal Hire % 2013 YTD Increase internal job posting visibility • Push jobs out via an Opt In email push • Pull internal candidates in via Internal Branding 15% 2012 13% 2011 13% 2010 21% 0% 5 © 2013 Citrix #intalent 5% 10% 15% 20% 25%
  6. 6. Internal Recruiting Key: Make sure you market internally to your employees 6 © 2013 Citrix #intalent
  7. 7. External Recruiting Increasing EMEA referrals from 16% Key: Marketing EMEA ERP nearly doubled referrals EMEA launched an Internal Branding Blitz • • • Leadership Kickoff Posters and tent cards Email signature banners Kickoff from Sales Leader Email Signature with hot link to ERP Having talented friends can now pay off, literally Stacy Smith Senior Recruiting Specialist - EMEA Citrix France | Cœur Défense, Tour B, 31ème Etage - 100 Esplanade du Général de Gaulle | 92932 Paris La Défense Cedex| France T: +33 1 4900 3309 (x33309) | M: +33 (0)630 515 915 | F: +33 1 4900 3303 The Citrix Mobility team in EMEA is hiring, and will pay you up to €5000 if you help find the right talent for newly opened positions. For the remainder of Q2, if you recommend someone for and EMEA Sales job and the person remains employed with Citrix for more than three months, you can earn $2500 and also be entered into a drawing for prizes that can include smartphones, tablets and more! Referrals hired for the EMEA Mobility business earn 5000 and will also be entered into the prize drawing. See the current job openings at http://careers.citrix.com. employee. Sales director is going mobile Taken from Citrix Intranet © 2013 Citrix #intalent stacy.smith@citrix.com www.careers.citrix.com
  8. 8. ERP Refresh Key: Market the ERP to increase the best source 40% 35% 30% 25% 20% 15% 10% 5% 0% © 2013 Citrix 28% 2011 2012 17% 2010 8 36% 31% #intalent YTD 2013*
  9. 9. Driving Source of Hire Fundamental Focus on changing the source of hire mix Two primary drivers Reduce Agency Spend Recruiter Behavior • Quarterly Scorecard Sourcing Strategy • LinkedIn Recruiter Increase Direct Source Hires © 2013 Citrix #intalent
  10. 10. Scorecard: Measure What Matters Key: Use metrics to drive recruiter behavior Volume Time Sourcing Behavior Cost Offer Accept Quarterly Scorecard © 2013 Citrix Recruiter Competition Drivers #intalent Direct Source 31% Results
  11. 11. Key: Improve metrics through tracking and reporting Quarterly Scorecard Sample Recruiter Direct Source (30%) Agency (5%) Kevin Engineering 53% 0% Jim Sales 10% 27% Leslie Corporate 38% 8% Sally Services 26% 2% © 2013 Citrix #intalent
  12. 12. Sourcing Strategy: LinkedIn Recruiter Key: Get the most out of your investment Individual Behaviors • Recruiter Usage • InMail Response Rate • InMail Accept Rate • Hiring Manager Share Corporate Behaviors • Work With Us • Gold Pages: Targeted Career Info • Ad Impressions • Job Wrapping © 2013 Citrix #intalent
  13. 13. Things to Consider Branding is the key to driving the source of hire mix • Market internally to your employees • Market the ERP to increase the best source Define the sourcing mix that works for your hiring volume and industry • Employee referral is your best source of hire • Direct sourcing focus results in driving down cost Measure what matters and reward success • The recruiter scorecard is one way to drive the source mix • Wherever you invest, measure the baseline then track to ensure ROI © 2013 Citrix #intalent
  14. 14. Work better. Live better.
  15. 15. Sourcing 360 Talent Connect 2013 Tom Poole LinkedIn.com/in/TomPoole © Copyright 2012 Vantiv, LLC. All rights reserved. Vantiv, the Vantiv logo, and all other Vantiv products or service names and logos are registered trademarks or trademarks of Vantiv, LLC in the USA and other countries. ®indicates USA registration.
  16. 16. Who is Vantiv? • Leader in electronic payments processing for merchants and financial institutions • Headquartered in Cincinnati, Ohio with offices in 8 states. • 5 acquisitions in the past 3 years • IPO in March 2012 (NYSE: VNTV) • 2700 employees, revenue of $1.02B • Ranked as #20 fastest growing technology company in the U.S. by Forbes 16
  17. 17. Challenges • • • • • • Lack of name recognition Significant hiring needs Vendor dependent recruiting No employment branding No social media recruiting presence Limited systems and tools 17
  18. 18. Sourcing Model - Concepts and Philosophy • Make all opportunities highly visible Passive Active Direct • Create a simple program to increase referral volume, quality, and efficiency • Drive engagement and collaboration with the business throughout the recruiting process • Increase the time available to direct source 18
  19. 19. Passive Sourcing 19
  20. 20. Job Postings and Automated Sourcing Approach • • • • • Automated postings to all major sites and aggregators Talent Network emails to prior applicants Sponsor jobs through Recruiter Work with Us Set recurring searches / responses on boards Key Metric • Applicants per requisition per month increased by 400% in past 18 months 20
  21. 21. Active Sourcing
  22. 22. Active Posting & Targeting Approach • Share with network • Posting to groups – industry, skill, or geography specific • Educate hiring managers and LOB staff on posting process and sharing with networks • Posting contest Key Metrics • LinkedIn applications have increased to 500 per month in 2013 • Inpact score has improved from 20% to 50% over last 12 months 22
  23. 23. Sample Hiring Manager Message 23
  24. 24. Active Referrals Approach • • • • Targeted and specific referral generation Focus on expanding referral base within non-executive staff “When in doubt - pay it out” Contest to drive gagement Key Metrics • Referral hiring has increased to 36% • Referral payouts have increased from 42% to 73% • Internal referral network connections have increased over 400% 24
  25. 25. gagement Contest Results Name Ashley Mike Brian Grace Christy Annamarie Lindsey Dana Rob Rachel Sonja Shannon Lauren Kevin Total Day 1 Week 1 Week 2 Week 3 Final Percentage Increase 214 157 197 64 95 27 16 17 59 20 37 52 0 0 309 305 263 89 130 302 408 99 99 33 44 52 0 0 408 530 410 178 196 500 599 251 204 48 76 143 0 4 417 588 448 270 196 548 603 448 260 56 77 157 7 57 536 652 462 385 196 645 687 479 346 97 98 167 51 57 150% 315% 135% 502% 106% 2289% 4194% 2718% 486% 385% 165% 221% 86% 93% 955 2003 3547 4132 4858 409%
  26. 26. Direct Sourcing 26
  27. 27. Direct Sourcing Approach • • • • Use project tools to automate updates and aggregation Develop a targeted template –simple, confidential, and actionable Stay in perspective / respect your time Always look for a connection and additional insight Key Metrics • Direct hires through LinkedIn accounted for 10% of external hiring in 2012 – a savings of over $750,000 • Reduced agency fee frequency from 30% to 5% 27
  28. 28. Alignment of Goals 28
  29. 29. Alignment of Goals Sample goals • • • • • • Minimum of 30 new connections per month Connect to at least 50% of LOB and 30% of company Post positions to at least 10 groups Be a member of at least 30 groups Minimum of 5 saved searches for high volume roles Minimum of 4 proactive submittals per month 29
  30. 30. Summary 30
  31. 31. Key Results • • • • • • Increased referral hiring by 80% Increased payout of referrals by 70% Increased applicants by 400% Reduced agency usage by 80% InPact score increased to 50% Reduced overall spend associated with recruiting by $1M in 2012 31
  32. 32. Key Points / Lessons Learned • • • • • Automate posting and sourcing whenever possible Connect internally AND externally Educate and engage hiring managers proactively Set clear goals and metrics to encourage Best Practices Don’t underestimate the capabilities of the tools 32
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