Building a Strong Talent Pipeline | ConnectIn Dubai
 

Building a Strong Talent Pipeline | ConnectIn Dubai

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Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment. ...

Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.

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    Building a Strong Talent Pipeline | ConnectIn Dubai Building a Strong Talent Pipeline | ConnectIn Dubai Presentation Transcript

    • Mohammad Al Radaydeh Recruitment Product Consultant LinkedIn Building a Strong Talent Pipeline
    • Agenda • 3 Keys to Success for Pipelining and Proactive Recruitment • Set yourself up for success. Lay the foundation. • Build a solid pipeline process • Don’t forget to find new leads and build a long term relationship
    • What is Talent Pipeline? An organization’s ongoing need to have a pool of talent that is readily available to fill positions at all levels of management as well as other key positions as the company grows.
    • 1. Recruiting/sourcing highly-skilled talent 44% Germany 2. Improving quality of hire 30% India 3. Employer brand 25% Nordics 4. Pipeline talent 25% SE Asia 5. Improving sourcing techniques 18% Australia Research shows that TA leaders are saying that pipelining talent is in their top 5 priority list “Which of the following choices would you consider to be the most important and least important areas of interest for your organization?” Top 5 Priorities Priority is #1
    • Metrics Brand Jobs Know where your organization is... Traditional Developing Foundational Strategic Reactive, over-reliant on agencies Engage with strong pipeline of leads and ‘silver medalists’ Team-wide pipelining with engaged talent communities Build internal capabilities to focus on passive talent Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs on niche boards and social platforms Defined employer brand strategy Influential talent brand engaging employees and candidates Understanding of employee value proposition Established metrics and benchmarks Data driven decision making Sourcing
    • ...and why you should go there Traditional Developing Foundational Strategic t Reactive: High cost Labor-intensive Applicant quantity focus Req to req process Strategic: Low cost Efficient Quality of hire focus Proactive pipeline-based process
    • For what kind of roles can you recruit/pipeline for? New Projects High Attrition Roles Hard to fill roles Internal Mobility Campus Recruitment
    • How to build a solid pipelining process
    • Projects, Tags, Sources & Status Projects Tags Sources Status Create uniformity. Use naming conventions: Jobtitle – Country – City – Recruiter Financial Controller – UAE – Dubai - JP Tags are used to easily identify skillsets of candidates Have the recruiters create tags No more than five per role Keep track of the source of every candidate Use existing sources Shows you where the candidate is in your Pipeline This determines the overall workflow of your team. Take your time to determine all the steps in the process before you implement
    • Three scenarios for an efficient pipeline workflow Prospecting Developing Search Refine Organise Reach Interest Close Build Interest Close ReductreioninTimetoHire Sourcing
    • Also don’t forget pipelining during events with LinkedIn CheckIn
    • Manage the relationship with your candidate Candidate Relationship Management
    • “Continuously and systematically build relations with potential employees, current employees and alumni with the goal of identifying and creating mutual opportunities”
    • Track leads and keep in contact Hunt per job opening Select per job opening Build a clear proposition Build relationships Use own employees as ambassadors Share knowledge and opportunities – Add Value!
    • Interested Different types of candidates require different rules of engagement Hot leads (followers, subscriptions) Applicants, silver medalist, Employees, Alumni High level of engagement. Keep contacts warm, by not only using Newsletters and social media but by reaching out personally. Medium level of engagement. Contact via newsletters, social media updates and Inmails. Low level of engagement. Contact via newsletters and social media updates.
    • Few months later
    • So what are the 3 keys to Success for Pipelining and Proactive Recruitment?
    • 1. Set yourself up for success. Lay the foundation. 2. Build a solid pipeline process 3. Don’t forget to find new leads and build a long term relationship Three Keys to Success for Pipelining and Proactive Recruitment
    • Thank you