TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)

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How Referral Recruitment should be used to build a Talent Pipeline
How to make the best sourcing channel even more successful?

TalenTTipper international referral recruiting services

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TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)

  1. 1. TalenTTipper The Next Level in Referral Recruitment Building a Top Talent Pipeline Alexander Crépin recruitment strategist, trainer & freelance / interim recruiter
  2. 2. Successful companies Ensure direct, on-demand access to Top Talent, to their skills & experience, to meet or surpass customer expectations
  3. 3. Successful companies Invest in a Top Talent Pipeline candidate
  4. 4. Talent Pipeline Investment to enhance competitive advantage - By direct access to skills that support business goals - By pro-active & cost efficient recruiting - By building bench strength
  5. 5. Successful companies Recruitment focus: to ensure the permanent timely supply of quality Talent Recruitment takes care of the external Talent Pipeline to fill vacant key roles
  6. 6. Talent Pipeline A community of pre-screened candidates, (active & passive job seekers) for key roles, that you try to engage to work for you when opportunities arise So when a request for personnel / expertise comes up, recruitment can directly contact them to discuss this and explore their actual interest and availability
  7. 7. Talent Pipeline Deep pools of named & known talent with which there is a talent relationships & that can be tapped quickly to fill request for personnel Cache of candidates ready before a specific need arises
  8. 8. Talent Pipeline Makes this question “redundant”: What will we do if we get an opening for which we do not have any internal candidates?
  9. 9. Talent Pipeline & Recruitment • TP enables recruitment to respond more rapidly and confidently to on-going emerging talent needs for key roles • Time invested on the “front end” leading to significant time savings later • TP establishes contact with desired passive candidates which takes more time and effort • TP enhances ability to recruit top quality talent, usually based upon long term relationships and mutual respect • TP Provides a better basis for judging talent levels in business area • TP creates the ability to focus more on diversity hiring needs • TP creates the ability to benchmark internal candidate pool • TP creates the ability to benchmark EOC position, branding
  10. 10. Building Top Talent Pipeline Recruitment invests in Talent Intelligence • Who are you looking for? Which roles? • Where are these talents you are looking for? • Labour Market Research (sufficient supply?)
  11. 11. Building Top Talent Pipeline Recruitment engages employees in Talent Intelligence Ask for referrals! Taking advantage of the networks of employees
  12. 12. Building Top Talent Pipeline Recruitment challenge 1: Ensure a steady Employee Referral supply for target skills & experience
  13. 13. Building Top Talent Pipeline Recruitment challenge 2: Transform Employee Referrals into a Talent Pipeline of (pre-screened) candidates
  14. 14. Some referral survey statistics 88% of employers rate employee referrals as top source for generating quality new hires 76% considers referrals as the best source to find passive candidates, talents not looking for a new job 69% of employers have a formal referral program 26% of external hires generated from employee referrals But ……… 62 % of employers believe that their referral program is underperforming
  15. 15. Referral Recruitment Yes, but ….. 88% of employers rate employee referrals as top source for generating quality new hires But ……… 62 % of employers believe that their referral program is underperforming
  16. 16. Traditional Referral Programs (ERP) Designed to encourage an employee to source potential candidates for open positions to make quality hires for actual vacancies
  17. 17. Traditional Referral Programs Underperforming due to: • Time pressure, missing candidates requiring more time to trace • The right candidate at the wrong moment because no position • Black box, lacking transparency • Poor communication with employees and referred candidates • Managing expectations not easy • Disappointment of candidates who are not selected • Disappointing employees whose sourcing tips were not “honored” • Follow-up of (not) successful referrals usually an administrative hassle • No follow-up to sourcing tips that didn’t match actual vacancy profile • Not specific talent tips are not taken care of • ………………..
  18. 18. Traditional Referral Programs NOT the best way for Recruitment to facilitate building a Top Talent Pipeline
  19. 19. TalenTTipper Vision A great company is build together by jointly scouting & engaging great people that could help to surpass customer expectations now or in near future Recruitments role: Facilitating this by building an external Top Talent Pipeline through an well organized employee referral program
  20. 20. Next Level Referral Programs Co-building a Top Talent Pipeline Collaboratively establishing an effective route to a wider pool of potential quality talents that strengthens the companies total workforce capabilities
  21. 21. Next Level Referral Programs Co-Building a Top Talent Pipeline for current & future vacancies & projects
  22. 22. Next Level Referral Programs Co-building: Employees & Stakeholders Employer Branding Ambassdors
  23. 23. Next Level Referral Programs Advantages: • Great candidates, enabling on-demand talent supply • The right candidate at the right moment for the right position • More time for selection and judging candidates in business area • More open approach, less depending on referring at right time • Communication less vacancy oriented, less time pressure • Expectations based on collaborative success • Less administrative hassle • All sourcing tips are taken into account • Less specific sourcing tips also getting a follow-up • Talent engagement to build a sustainable talent relationship
  24. 24. Employee Talent scout Direct ++contacts Less familiar ++contacts “Good” People in the business Employee referral network 1st tier 2nd tier 3rd tier
  25. 25. Various types of sourcing tips (referrals) First tier - Direct contacts, quite familiar above average candidates (former colleagues, study friends, competitors, suppliers, customers, contractors etc.) - True recommendation possible - Most of contact information is direct available (Name, initials, address, phone nr., Linkedin, Facebook, Twitter, ……) - Any or just some talent intelligence required - Availability, ambition check ?
  26. 26. Various types of sourcing tips (referrals) Second tier - People you have met, you know but who are not very familiar - Less information about “quality” available - Recommendation via hear say - Some of contact information is direct available - Additional talent intelligence work required
  27. 27. Various types of sourcing tips (referrals) Third Tier - Names of people who have a positive image in the industry, thought leaders etc. - No real recommendation possible - Hardly any direct information about “quality” - Hardly any contact information available - Professional association memberships - Most Talent Intelligence work still to be done
  28. 28. TalenTTipper Solution: A Talent Pipeline corporate referral program & A Talent Community of referred candidates & A sourcing, Talent Intelligence support center & Talent Relationship Management support
  29. 29. TalenTTipper Solution: A Talent Pipeline corporate referral program
  30. 30. TalenTTipper Solution: A solid corporate employee referral program: Targets above-average candidates (mandatory qualifications) to fill the Talent Pipeline for “on-demand” top talent supply now & in the near future
  31. 31. A Corporate Referral Program - Focuses on above average talent - Focuses on present & future talent needs - All employees top talent scouts & EB ambassadors - Turns candidates into stakeholders - Adds structure to employee-referral process - Sets the right expectations - Has management / hiring managers commitment - Has a social & mobile strategy - Ensures a branded career site - Offers referral support service, supports teamwork - On-going (stakeholder) marketing of ERP
  32. 32. A Corporate Referral Program Success Factors: - Clear purpose & policies - Employer Value Proposition - Setting expectations, long-term talent pipeline - Top down, executive commitment & attention - Candidate & referrer experience & engagement - Invest in promotion, education & maintenance - Offering benefits to employees & candidates - Quality of follow-up of referrals - Transparency of process - Ease, no paper processing & administration - Feedback & recognition of contribution to referrer - Communicate to engage at all levels
  33. 33. A Corporate Referral Program Success Factor: Follow-up of referrals (1) Offering an engaging Candidate Experience to referred Talent* By personal attention, smooth process, fun, interesting EVP Ensuring participation in Talent Pipeline *NB especially first tier network connections
  34. 34. A Corporate Referral Program Success Factor: Follow-up of referrals (2) Offering an engaging Employer Ambassadors Experience By referrer recognition, ease & fun Ensuring Employees ( & stakeholders) participating over the long-run in the referral program
  35. 35. A Corporate Referral Program Referrers recognition, ease & fun - Sharing success, recognising contribution - Rewarding referrals rather than hires -Automate manual processes through the use of referral recruitment technology, social media, CRM etc. - Gamification of referral process - Offer high quality Referral Support
  36. 36. TalenTTipper Solution: A corporate referral program & A Talent Community of referred candidates
  37. 37. TalenTTipper Solution: A Talent Community of referred candidates using a Community Engagement System ( CRM / Community Management System / Social Network / Outbound Marketing System ) Storing, organizing, engaging and tracking the Talent Pipeline of all referred & pre-screened candidates who are interested in being connected and informed
  38. 38. Talent Referral & Engagement Tool Candidate referral system, enabling employees to refer candidates easily Personal Branding tool for stakeholder talent Talent Pipeline system, presenting referred and “checked” / pre-screened candidates Candidate engagement, communication support
  39. 39. Tool Success Factors: - Simple, easy to use - Tagging - Search options - Reporting/analyzing tools quality/quantity supply - Up to date profile via social media link - Transparency AND privacy proof access - Data exchange with ATS type of systems - Engagement support, communication
  40. 40. Referral Quality Not all referrals are Talent Community ready - Missing information of above average candidates - Candidate leads, possibly interesting Follow-up is required especially in case of Second Tier & Third Tier contacts
  41. 41. TalenTTipper Solution: A corporate referral program & A Talent Community of referred candidates & A Sourcing Services Center (SSC)
  42. 42. TalenTTipper Solution: Sourcing Services Center (SSC) – A team of Talent Acquisition specialists (searching, phoning, relating, selling, screening, sourcing, …..) – Following-up all referrals, especially name only’s – Ensuring “complete”, up to date Talent Pipeline info – Service Desk for Referrers & Referred Talent
  43. 43. Sourcing Services Center Check/Verify if referred candidates are – Up to date presented & in file – Qualified for roles – Interested in company & roles – Available & willing to discuss a transfer – Mobile, willing to move
  44. 44. Sourcing Services Center - Check, verify referral data (CV, contact information) - Look for additional data to be able to contact - Try to validate if candidates are good at what they do - Contact candidate (in)direct for additional info, current situation happy, their interest to join TP etc. - Provide feedback to/for referring employee - Verify if Employee Value Proposition is compelling - Ensure privacy
  45. 45. Sourcing Services Center - Service Desk for Referrers & Referred Talent - TRM intelligence center, analyzing EOC position & reporting talent pipeline status
  46. 46. Sourcing Services Center Make / buy ? We advise: Outsource support to external specialists Given the somewhat irregular flow and variation in quality of referrals We offer: TalenTTipper Sourcing Center in Slovakia
  47. 47. Sourcing Services Center SSC Referral & Pipeline Services: - Talent search & screening - Talent Community development - ATS “black box” conversion to Talent Community - Direct recruitment, inbound marketing
  48. 48. TalenTTipper Solution: A corporate referral program & A Talent Community of referred candidates & A sourcing, Talent Intelligence support center & Talent Relationship Management support
  49. 49. TalenTTipper Solution: Investing in Talent Relationship Ensuring that stakeholders in the Talent Pipeline feel OK with their status of “just” being engaged Ensuring that the organization remains being perceived AND operating as a Talent Magnet
  50. 50. Talent Relationship Support 1. Developing a Contact & Relationship approach to initiate & maintain good communications with identified top quality talent in Talent Pipeline 2. Use inbound marketing technology 3. Ensure quality content input to share with community
  51. 51. Talent Relationship Support Inbound Marketing Service o Building relationships with future hires o Making people wanting to be a part of your company, becoming an Employer of Choice o Investing in magnetic content, talks, training, boot camps, projects, etc. to attract, educate, entertain, inform & inspire future hires (& current employees !)
  52. 52. Talent Relationship Support Inbound Marketing Technology - more & more solutions in the market - not yet a lot exclusively made for recruiting However when marketing is using this tech, why shouldn’t recruitment also use (parts) of it?
  53. 53. Talent Relationship Support Be aware 1: Screening & building & maintaining relationships with Talent that will never be submitted to a hiring manager is performing more work than necessary! So ensure & check your Talent Pipeline is actually matching (future) company needs!
  54. 54. Talent Relationship Support Be aware 2: Whenever Talent / Candidates are not being advanced through the recruiting & hiring process, they are waiting! Waiting is no fun, so invest in engagement of your top target talent who are “sitting on the shelf”
  55. 55. Talent Relationship Support Be aware 3: Engagement requires more than a being “kept warm” in relationship maintenance mode! So ensure an active win-win, a learn-learn & mutually valuable relationship Nurture & develop their interest Track & measure their engagement
  56. 56. Talent Relationship Support Be aware 4: Does the Talent Pipeline actually offers the best possible candidates? So continuously check / assess the quality of the Talent Pipeline
  57. 57. Talent Relationship Support Be aware 5: What happens when none of the best candidates in your pipeline are available, interested, or even fit your current hiring need? So have an effective & cost effective plan B, ensure active sourcing support & target talent networks
  58. 58. Talent Relationship Support: Engaging stakeholders in community for example: - 1 to 2 times per year direct contact via SSC - Advise & coach hiring managers to participate - Follow employment status via social media - Offering employability support, share insights - Newsletter - Job alerts - Social Network “Listening”
  59. 59. Talent Relationship Management Talent community participation in several subject areas Comments on their activities (work or social) Asking for their opinions or for feedback Notifying them about learning opportunities (i.e. technical articles, news or best practices) CRM type reminders (i.e. birthdays & anniversaries) Requests for referrals from their contact list Open house and seminar invitations
  60. 60. Talent Relationship Management When targeting an individual, try to learn: • Their job switch criteria • Factors that trigger a job search • Their job search process • Where they read/ hangout on the Internet • Areas where they are an expert • Areas where they are trying to learn/improve • Individuals they admire/would listen to • Their favourite communications channel(s) • Do they write a blog?
  61. 61. Talent Relationship Management additional action steps to consider: 1. Learn the rules of online communities 2. Design & present only “authentic” messages (Based on the perception of the target talent) 3. Identify the most compelling things you can offer to each target talent segment 4. Provide employees with sample profiles & templates and offer to critique their profile 5. Ask questions, do a survey/poll to gain attention
  62. 62. Talent Relationship Management additional action steps to consider 6. Build business “topic-based” pages or groups 7. Write a blog that your targets can RSS subscribe to (Covering what it’s like to work at your company) 8. Accept an online profile in lieu of an updated resume (Passives may not have a updated resume) 9. Identify your target’s “influencers” and sell those that are likely to influence their decision 10. Encourage them to announce their job acceptance decision in their social groups, to help sway others to also come
  63. 63. Talent Relationship Management Support Employees in improving their network skills - Employee Network Training - Employee Referral Support Q & A Remember: The better (quality + quantity) of your employee networks The easier it is to spot the talents your company needs
  64. 64. TalenTTipper The Next Level in Referral Recruitment Summary
  65. 65. TalenTTipper Vision A great company is build together by jointly scouting & engaging great people that could help now or in near future to surpass customer expectations Recruitment role: Building an external Top Talent Pipeline using a stakeholder approach
  66. 66. Referral popular recruitment source Studies: referral programs significant benefit, increasing: • cost effectiveness of recruitment • efficiency, time & effort spent to fill a position • quality & retention of hires • speed of diversifying the workforce • workforce morale, less open positions • company’s bottom line However: A lot of referral programs is underperforming
  67. 67. Talent Relationships Never forget: ……. To attract the best, lasting relationships need to be developed & fostered ….. Success comes from viewing the Talent Pipeline as a slow dance Pipelining is not a sprint to a finish line (hire) ….. ……. Talent Pipeline candidates are NOT just freeze dried commodities, to put on a shelf and taken down and used as needed … …….Talent Pipelines require on-going action to maintain contact & build relationships with the potential top performing talent …..
  68. 68. TalenTTipper Referral Solution Adding value to your human capital - A corporate referral program for Talent Pipeline - A Talent Community of referred candidates - A Talent Intelligence support center - Talent Relationship Management support
  69. 69. TalenTTipper Referral Recruitment an effective route to a wider pool of potential quality employees now & in the near future
  70. 70. TalenTTipper Dedicated to support our clients - local & international - to achieve the business results they seek Our focus is to improve our client’s ability to have direct access to the right people & make this a distinctive competitive advantage
  71. 71. TalenTTipper Sourcing Services 1. strategic & integrated Talent Pipeline counsel 2. implementation & operational Talent Pipeline management support 3. Recruitment online marketing services
  72. 72. TalenTTipper Talent Sourcing Support Services: · Talent Pipeline consultancy, strategy & execution . Project & implementation management · Referral development & support · Training & Coaching of recruiters and hiring managers · Employer Talent Pipeline development & social media . Referral automation, vendor selection · ATS “black box” conversion to transparent Talent Community . Talent Sourcing and/or Talent Relationship Management support · Talent search & sourcing outsourcing
  73. 73. Thank You Thank you
  74. 74. Also on
  75. 75. TalenTTipper Developing & implementing effective and cost efficient talent sourcing strategies Alexander Crépin Sydney Hiele International Data Driven Hiring Specialists
  76. 76. TalenTTipper.nl TalenTTipper Developing & implementing effective and cost efficient talent sourcing strategies Contact: Alexander Crépin Mail: refer@talenttipper.nl Call: + 31 653 641 905 Utrecht, The Netherlands

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