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Pipeline Recruiting by Jamie Morgan


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Pipeline Recruiting by Jamie Morgan

  1. 1. Getting Unique SourceCon 2012Value from aSourcing Team Jamie Morgan Talent Sourcing Manager Online Services Division Microsoft
  2. 2. Microsoft Online ServicesDisclaimers Overview Journey PhilosophyAgenda Guiding Framework Where’s the Value Add?
  3. 3. Disclaimers “Sourcers Pipe are just vs. junior Req recruiters” “Traditional sourcing” is Text Text only part ofthe equation
  4. 4. Microsoft Online Services Microsoft MSN AdvertisingGlobalFoundationServices(GFS) Bing 7,200+ employees worldwideSeattle, Silicon Valley, Boston, India, China, Europe Qi Lu – OSD President
  5. 5. Journey Overcome Metrics Resistance Understanding Value InvestmentModel
  6. 6. Strategy shift from niche requisition to pipeline approach What if you53% of Wasted Limited don’t haverequisitions efforts impact Tom’sfilled reports?internally.32% of 92%requisitions increase in Less noisecancelled. hiring productivity
  7. 7. Microsoft Talent Sourcing Philosophy Future Employee
  8. 8. Guiding Framework Workforce PlanningDefine Critical Roles and Future Pipes Sourcing Planning Activities Candidate Generation Activities Candidate Management Activities
  9. 9. Workforce planning and defining critical rolesLook back Regular first rhythmGreatest Talent Critical good gaps roles
  10. 10. Sourcing planning activities Documented No vanillasourcing strategies strategiesLink to your Competitive marketing Storytelling intelligence plan
  11. 11. Candidate generation activitiesCollaboration Document – Different kindswith full-cycle the Good and of talent recruiters the Bad sourcers Share best Impact and practices trade-offs
  12. 12. Set goals and measure Not just Controversy! numbers; think impactRespect offer Different goals for Coming soon: declines different roles Ratios
  13. 13. Candidate management: Active talent Candidate experienceOne point of Multiple opportunities = contact Logistics
  14. 14. Candidate management: Passive talentConverting Messaginglong-term Know your andtalent into inventory communitycandidates
  15. 15. Candidate Management Strategies Recruiting Events Champions Social Newsletter Media Talent Storytelling Networks
  16. 16. Talent Sourcing Value AddConnecting Competitive Deep industry the dots intelligence knowledge Sourcing plans Focus Consistent messaging Passive Cross team Knowledge talent support sharing
  17. 17. Opportunities CandidateOnboarding Process Metrics management
  18. 18. TakeawaysPipeline vs. Identifying Planning ManagingRequisition critical roles activities talent