LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success with Betfair & Centrica


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79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.

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LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success with Betfair & Centrica

  1. 1. Best practices in passive candidate recruitingRachel Riddington,Research and Sourcing Recruitment Consultant, Betfair, @riddlesJames Dowling,Group Executive Talent Manager, CentricaRoss Carvalho,Recruiting Solutions Consultant, LinkedIn, @ross_carvalho 1
  2. 2. The good news:Passive talent isn’t as passive as you think. 2
  3. 3. 79% of working professionals are considered passive talent – and 59% are approachable active tiptoer explorer super passive ‘approachable’BASED ON LOU ADLER’S EARLY BIRD SOURCING STRATEGY TALENT CONNECT 2012 3
  4. 4. Two of every three passive candidates you might reach out to globally are approachable Singapore: ~6:1 India: ~ 5:1BASED ON LOU ADLER’S EARLY BIRD SOURCING STRATEGY TALENT CONNECT 2012 4
  5. 5. Short tenure is no obstacle 47% of professionals with less than one year on the job are ExplorersBASED ON LOU ADLER’S EARLY BIRD SOURCING STRATEGY TALENT CONNECT 2012 5
  6. 6. Rachel RiddingtonResearch and Sourcing Recruitment ConsultantBetfair 6
  7. 7. What Are Passive Candidates? “A passive candidate is a qualified candidate for employment who isnt necessarily looking for work, that an employer/recruiter has actively sought as part of a proactive recruitment process” TALENT CONNECT 2012 7
  8. 8. Objectives and Challenges Objectives Identify/Attract and hire the Passive + Active = top talent Full talent pool Challenges Niche skills Recruitment Business Competitive sets process partnering markets TALENT CONNECT 2012 8
  9. 9. Strategy TALENT CONNECT 2012 9
  10. 10. Talent Acquisition team Talent Acquisition Research and Executive Search Managers Sourcing team •  Business partner •  Highly qualified •  Qualified role team with a mix of executive search skill sets team TALENT CONNECT 2012 10
  11. 11. Executive Search Project work Executive Search Work with areas of Actively headhunt the business to build and run live strategic longer term assignments recruitment plans Competitor Succession Organisational Planning Mapping Identify top talent in Build an in depth the market understanding of the Build relationships competitor landscape TALENT CONNECT 2012 11
  12. 12. Strategic Sourcing – Passive candidates at the heart ofall recruitment Market Talent Pools Mapping Headhunting Events Referrals TALENT CONNECT 2012 12
  13. 13. Examples of strategic sourcing in process Events •  Security •  Target drinks evening Market mapping •  Identify the blockers to hiring •  Influence and change the specification to make a realistic hire Pipelining/Talent Pools •  Niche skill sets within technology •  Identify and approach candidates on a generic relationship building purpose TALENT CONNECT 2012 13
  14. 14. James DowlingGroup Executive Talent ManagerCentrica 14
  15. 15. Vision and Strategic Priorities TALENT CONNECT 2012 15
  16. 16. Develop strategic resourcing plans Connect your future Build a specific Translate research business plan with talent intelligence into recruiting resourcing needs plan action TALENT CONNECT 2012 16
  17. 17. Show me this really works Renewable Talent Pool –  Bottlenecks in supply chain –  Three-year resourcing plan Senior Executive Group –  Lead transformation in residential business –  Built talent intelligence outside of sector –  Convert external talent to internal TALENT CONNECT 2012 17
  18. 18. Q&A TALENT CONNECT 2012