Bob Spoer discusses his experiencing recruiting for the Presidential Innovation Fellow's program and explains how to Total Addressable Market strategies to nurture your next hire

1. Talent Market Strategist
Playbook

3. Geoff Mulligan NIST
Lea Shanley NASA
Maia Hansen NOAA
Bosco So Energy
Gajen Sunthara HHS
Sokwoo Rhee NIST
Rachel Harrison-Gordon Veterans
Tyrone Grandison Labor
John Felleman GSA
Tim Jones Energy

4. Overview
Learning Objectives, TMS & TAM Vision, What is a TAM, &
What is a TMS Role

5. WhatisaTotalAddressableMarket?
ATotalAddressableMarketis…
“The size of the talent pool that has the
capabilities and experience to meet your
businesses talent requirements”
A Total Addressable Market (TAM) is the size of the talent pool that has the
capabilities and experiences to meet your business’s talent requirements. Gone are
the days of keyword searching and re-active recruiting. You will now have a pre-
qualified pool of Talent that is available at your fingertips and meets the needs of the
business.
TMS 6
Brendan Browne
Create a Total Addressable Market of all relevant talent
Warm
introductions to
top prospects
Use insight’s
algorithm to
rank affinity and
profile match

6. Addressable Market End-to-End Process
Understanding Your Playbook
Define OutreachRefine Import Inside
Opinion
Nurture Handoff
Go/NoGo
TMS 9

7. Building&PolishingYourTAM
Define, Refine & Import

8. Addressable Market End-to-End Process
Market Characteristic
Intake Form
Go/snapshot
Go/NoGo
Building and Polishing Your TAM
Define OutreachRefine Import Inside
Opinion
Nurture Handoff
Go/NoGo
Define

9. Define
ScopingMeeting“BestPractices”
02 Durring Your Scoping Meeting
 Present Go/snapshot view of Current Team to Business
Stakeholder – try using a graphical presentation like
Tableau
 Ask Tough Questions - uncover what’s missing on their
current team and what they are looking for
 Set Expectations – you are entering into an agreement
with your business leader
 Define the Timeline
 Walk Away with a Commitment - they will need to engage
with talent before there is an open requisition
01 Prior to Your Scoping Meeting
 Use Go/snapshot to Identify Characteristics of Team
 Review Make-up of Internal Team – focusing on location,
previous companies, previous title, degree type,
 & field of education
 Do Your Research - figure out who’s on the team, what skill
sets have been successful, what types of experience do
the team members have
 Uncover What’s Missing on the Current Team
 Think Ahead – come prepared to discuss timeline,
commitments, and next steps
TMS 13

10. Define OutreachRefine Import
Inside
Opinion
Go/NoGo
Nurture
Market Characteristic Intake Form
Addressable Market End-to-End Process
Building and Polishing Your TAM
Handoff
Refine

11. Define OutreachRefine Import
Inside
Opinion
Go/NoGo
Nurture
Affinity score
Match score
Tags
Statuses
Addressable Market End-to-End Process
Building and Polishing Your TAM
Handoff
Import

12. Import
TAMDesign
TMS 20
Low
High
“Red Carpet”
Prioritize Here!
High
Match
Affinity

14. WorkingYourTAM
Inside Opinion, Outreach & Nurture

15. Jackpot–
Working Your TAM
Define OutreachRefine Import
Inside
Opinion
Go/NoGo
Nurture
Addressable Market End-to-End Process
Handoff
I.O.

16. GatheringInsights
Astep-by-stepGuide
TMS 28
Visit go/jackpot and click on TAM Detail
01 View your full TAM – including each prospects:
 IO Status
 # of Reviews
 # Recommended
 Talent Brand Affinity
 Match Score
02

18. 01 Who Does What?
Outreach
TMS 32
“The fundamental goal of outreach is
to create a conversation
between the prospect and one of our
employees that gives us both a
chance to learn about each other ”
BobSpoer,Talent Market Strategist

19. Working Your TAM
Define OutreachRefine Import
Inside
Opinion
Go/NoGo
Nurture
Addressable Market End-to-End Process
 Start with a conversation about relationship
 Then have a conversation about possibility
 Next have a conversation about opportunity
 Follow up with action
Handoff
Outreach

24. 01 Who Does What? 03 Tools, Data, & Measurement
Nurture
Once the prospect has engaged with LinkedIn we will invest in building a hyper-personalized
relationship with them. Over time their preference to join LinkedIn should grow as we give them more exposure to our
culture, individuals in the company and invest in the relationship. As TMS you are responsible for coordinating these nurture
activities and ensuring we are building the relationship.
TMS 35

25. Working Your TAM
Define OutreachRefine Import Inside
Opinion
Go/NoGo
Nurture Handoff
Addressable Market End-to-End ProcessNurture
PhonePhone

26. Questions?