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The Power ofTalent PipelinesFernando Delgado, Head of Global TalentAcquisition, Standards & Tools, SiemensTyler Šiprová, T...
The Power ofTalent PipelinesFernando DelgadoHead, Global Talent Acquisition -Standards and Tools                          ...
Why ?        3
370K+ Employees                 Revenue (ttm) 76.6B €     190 CountriesPortfolio                Key Roles                 ...
Sales Pilot              5
Sales Talent Pipeline Pilot       Goals                       Results Targeted approach in        Mapped 3200+ Sales  Pi...
Sales Talent Pipeline Pilot                    Additional Benefits Credibility and                     Advise Hiring tea...
The journey has just begun…                          TALENT CONNECT 2012   8
NEXT GENERATION RECRUITING:TALENT PIPELINETyler ŠiprováEMEA Team Lead + Talent Acquisition Specialist                     ...
AGENDA●   Who we are●   A look at Brno in 2011●   Our Brno recruiting strategy●   Implementing LinkedIn Talent Pipeline●  ...
#1        OPEN                            SOURCE                            LEADER    MORE THAN                           ...
A LOOK AT RED HAT AND BRNO IN 2011●   LinkedIn: 6,250 company followers●   100 open job requisitions in Brno●   Successful...
OUR BRNO RECRUITING STRATEGY●   Hire additional recruiters to support Brno hiring needs●   Equip recruiters with LinkedIn ...
IMPLEMENTING LINKEDIN TALENT PIPELINE●   Assigned product owner●   Multiple training sessions●   Established team guidelin...
WHERE RED HAT BRNO IS TODAY●   LinkedIn: over 26,000 company followers●   LinkedIn is one of our top source of hires●   Pa...
KEY TAKEAWAYS●   Empower your recruiters to become subject matter experts●   Provide every recruiter access to LinkedIn Re...
QUESTIONS            TALENT CONNECT 2012
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LinkedIn Talent Connect Europe 2012: Next Gen Recruiting - Pipelining Talent with Siemens & Red Hat

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So you’ve done the work transforming your team from a reactive department to being a proactive business partner, what’s next? Fernando Delgado and Tyler Šiprová talked about identifying critical talent pools, looking at talent flows and implementing a pipelining strategy that puts you truly ahead of the game and leading your business in today’s talent economy.

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Transcript of "LinkedIn Talent Connect Europe 2012: Next Gen Recruiting - Pipelining Talent with Siemens & Red Hat"

  1. 1. The Power ofTalent PipelinesFernando Delgado, Head of Global TalentAcquisition, Standards & Tools, SiemensTyler Šiprová, Team Lead (EMEA) - GlobalTechnology Recruiting Team, Red Hat,@tylersiprovaCarly Eriksen, Strategic Recruitment ProductConsultant – EMEA, LinkedIn 1
  2. 2. The Power ofTalent PipelinesFernando DelgadoHead, Global Talent Acquisition -Standards and Tools 2
  3. 3. Why ? 3
  4. 4. 370K+ Employees Revenue (ttm) 76.6B € 190 CountriesPortfolio Key Roles Future Hires I&C R&D Industry Engineering Healthcare Sales Energy Finance TALENT CONNECT 2012 4
  5. 5. Sales Pilot 5
  6. 6. Sales Talent Pipeline Pilot Goals Results Targeted approach in  Mapped 3200+ Sales Pipelining profile Execs Hire the best sales  Identified and hired people in the market 60% of our hires from place our Talent Pipeline Increase Candidate • Candidate Quality Quality while TTF: 76 to 55 days reducing time to fill Hiring Manger Sat TALENT CONNECT 2012 6
  7. 7. Sales Talent Pipeline Pilot Additional Benefits Credibility and  Advise Hiring team confidence of Hire confidently recruiting team Reduce fishing Real-time Market  Groups, Posts Market Intell.. Intelligence Conversations Opportunistic  Collateral Benefits Interviewing and Talent Scouting Hiring Spotlights TALENT CONNECT 2012 7
  8. 8. The journey has just begun… TALENT CONNECT 2012 8
  9. 9. NEXT GENERATION RECRUITING:TALENT PIPELINETyler ŠiprováEMEA Team Lead + Talent Acquisition Specialist TALENT CONNECT 2012
  10. 10. AGENDA● Who we are● A look at Brno in 2011● Our Brno recruiting strategy● Implementing LinkedIn Talent Pipeline● Where Brno is today● Key takeaways TALENT CONNECT 2012
  11. 11. #1 OPEN SOURCE LEADER MORE THAN SOME OF OUR BRNO EMPLOYEES 80% of FORTUNE 500 COMPANIES use RED HAT OFFICES WORLDWIDE CEO JIM WHITEHURST PRODUCTS & SOLUTIONS.1993 1999 2002 2006 2008 2009 2010 2011 2012 TALENT CONNECT 2012
  12. 12. A LOOK AT RED HAT AND BRNO IN 2011● LinkedIn: 6,250 company followers● 100 open job requisitions in Brno● Successful global associate referral program graduates.● Strong employment brand in the local market● Named 2011 Czech Employer of the Year by Aon Hewitt● Highly technical and hard to find target audience● High growth office● Tools available to recruiters were job boards, vendors, and our corporate website● Associates and recruiters were skeptical of using LinkedIn as recruiting toolGOAL: BUILD A CANDIDATE PIPELINE TALENT CONNECT 2012
  13. 13. OUR BRNO RECRUITING STRATEGY● Hire additional recruiters to support Brno hiring needs● Equip recruiters with LinkedIn Recruiter account● Add a coordination team● Move to skill-based recruiting matrix● Improve job summaries● Update and localize LinkedIn career pages● Create targeted LinkedIn ads and InMail campaigns● Continue to drive referral program and campus recruiting● Host lunch-and-learns to teach associates how to use LinkedIn and other social media tools to their benefit IMPLEMENT LINKEDIN TALENT PIPELINE TALENT CONNECT 2012
  14. 14. IMPLEMENTING LINKEDIN TALENT PIPELINE● Assigned product owner● Multiple training sessions● Established team guidelines for: ● Tags ● Statuses ● Moving candidate from Talent Pipeline to ATS ● Use of reminder feature● Integrated Talent Pipeline with campus recruiting .● Worked with our Employment Branding team to create InMail templates● Updated recruiter profiles TALENT CONNECT 2012
  15. 15. WHERE RED HAT BRNO IS TODAY● LinkedIn: over 26,000 company followers● LinkedIn is one of our top source of hires● Partners with our global Employment Brand team● Increasingly successful global associate referral program● Hosting quarterly LinkedIn trainings with Brno associates● Introducing students to LinkedIn● Building a dedicated sourcing team TALENT CONNECT 2012
  16. 16. KEY TAKEAWAYS● Empower your recruiters to become subject matter experts● Provide every recruiter access to LinkedIn Recruiter● Set team guidelines for using tools● Use LinkedIn to drive associate referrals● Partner with your employment branding team● Empower your associates with the knowledge and tools they need to become ambassadors TALENT CONNECT 2012
  17. 17. QUESTIONS TALENT CONNECT 2012
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