HCI Webinar Talent Pipeline/Community


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This is the webinar that was done on HCI by Microsoft E&D on how they are building their talent communities using Jobs2Web and other web 2.0 technologies.

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HCI Webinar Talent Pipeline/Community

  1. 1. Building Talent Communities & Talent Pipeline’s
  2. 2. Talent Community Defined
  3. 3. <ul><li>Source the best talent in the world </li></ul><ul><li>Relationship ( Guanxi) vs. Transaction ( BIS ) </li></ul><ul><li>Short & Long Term View of Talent </li></ul><ul><li>Keep up with technological advances </li></ul><ul><li>Talent Community at Microsoft is a work in progress </li></ul>Foundational Thinking About Talent Community
  4. 4. <ul><li>PHASE 1 </li></ul><ul><li>Year 1: (2007-2008) </li></ul><ul><li>Community Rollout </li></ul><ul><li>Vendor Engagement (Single Vendor) </li></ul><ul><li>Launch Talent Community </li></ul><ul><li>Single Site/Community </li></ul><ul><li>Talent Engagement </li></ul><ul><li>Recruiting Engagement (Finders) </li></ul><ul><li>Hiring Team Engagement </li></ul><ul><li>PHASE 2 </li></ul><ul><li>Year 2: (2008-2009) </li></ul><ul><li>Ownership Change </li></ul><ul><li>Broaden Platform Use (Multiple Vendors) </li></ul><ul><li>Expanded “Micro Branding” </li></ul><ul><li>Multiple Communities </li></ul><ul><li>Expanded Talent Acquisition (SEO/SEM) </li></ul><ul><li>Deepen Recruiter Activity (Tools & Events) </li></ul><ul><li>Greater Hiring Manager Involvement </li></ul><ul><li>PHASE 3 </li></ul><ul><li>Year 3: (2009-2010) </li></ul><ul><li>Community “Lives” </li></ul><ul><li>Optimize & Integrate Platforms (All Vendors) </li></ul><ul><li>Utilize Supply/Demand To Drive Planning </li></ul><ul><li>Cross Community Synchronization </li></ul><ul><li>Viral Community Growth </li></ul><ul><li>Hiring Managers Active In Community </li></ul><ul><li>Recruiting Role Changes From Finder To Facilitator </li></ul>Talent Community Phases Of Rollout
  5. 5. Engine Sponsor Fuel Navigation Performance Race for Talent
  6. 6. Key Components Of A Talent Community Community Platform (Engine) Content Management Talent Profiling Job Search & Match CRM
  7. 7. Agenda Purpose & Message (Sponsor)
  8. 8. What Talent Demands Adding Guanxi To The Mix Guanxi is a Chinese term, generally translated as &quot;networks&quot; or &quot;connections,&quot; that is increasing discussed in Western business circles and among academics studying such aspects of community as affective networks and social capital.
  9. 9. <ul><li>Find ways to begin and capture a relationship with desired prospect even if they aren’t currently looking for a job. </li></ul><ul><li>Develop a longer term relationship with prospects during their entire career. </li></ul><ul><li>Find ways to bring value to your prospect community even if they don’t take your job. </li></ul><ul><li>Become more transparent to target talent & enhance prospect experience </li></ul><ul><li>Move away from transactional recruiting and into relationship recruiting </li></ul>Key Elements of Guanxi
  10. 10. Purpose/Message: “Micro Branding” Our Brand “ Connected Entertainment” Our Product Groups Our Specific Products Our Recruiters Our Locations
  11. 11. Purpose/Message: Company/Culture View <MyWorld> Culture Overview YouAtMicrosoft.com <Diversity & Inclusion>
  12. 12. Recruiter Productivity Tools Quickly Join Recruiters Talent Community Recruiter Profile Integrated Video, Blog, & Links To Social Networks Email & RSS Subscribe Recruiters Active Jobs
  13. 13. Agenda Talent Acquisition
  14. 14. Short Term Versus Long Term View Transactional Recruiting Hunter/Gatherer Mentality Relationship Recruiting Farming/Cultivating Mentality
  15. 15. Considerations of Targeted Talent Heads Down A Few Hours Now & Then If Something Finds Me Actively Looking & Applying <ul><li>Timing Is Everything – Talent Is Not Looking All The Time </li></ul><ul><li>Talent Changes Jobs Every 18-24 months </li></ul><ul><li>How To Relate Through Job Search Cycle </li></ul>
  16. 16. Discovering Targeted Talent <ul><li>Job Boards </li></ul><ul><li>Resume Together/Online </li></ul><ul><li>Actively Searching & Applying To Jobs </li></ul><ul><li>Major Search Engines </li></ul><ul><li>Salary & Comp Info </li></ul><ul><li>Social Networks (Talking With Friends) </li></ul><ul><li>Business Networks </li></ul><ul><li>Resume Searches </li></ul><ul><li>Researching Company’s Directly </li></ul><ul><li>Researching Career Paths & Progressions </li></ul><ul><li>Search Engines, Blogs & Industry Sites </li></ul><ul><li>Reading White Papers/Articles </li></ul><ul><li>Searching For Project/Task Related Info </li></ul><ul><li>Attending Learning & Non-Career Events </li></ul>
  17. 17. Web 2.0 Tools Microsoft ATS Talent Acquisition Tool Chest
  18. 18. New Talent Acquisition Tool Kit
  19. 19. Talent Acquisition Tool Kit
  20. 20. Agenda Hardware Engineering Case Study
  21. 21. <ul><li>What types? </li></ul><ul><li>How many? </li></ul><ul><li>Where do they live? </li></ul><ul><li>Who employs them? </li></ul><ul><li>How often do they change jobs </li></ul><ul><li>Why change jobs? </li></ul>Who Do We Want In Our Community? Redmond Silicon Valley MACH Shenzhen
  22. 22. Operations Factory Account Mgmt Supply chain sourcing Quality Data Analytics Compliance Info Services Hardware Engineering Talent Profiles
  23. 23. Hardware Engineers Target Audience <ul><li>Narrowed hardware engineer population to match talent profiles </li></ul><ul><li>Aggregate data from multiple engineering disciplines </li></ul><ul><li>Out of the 620,000 engineers, we have identified 18,900 Hardware Engineers </li></ul>Source: Bureau of Labor Statistic s
  24. 24. Social Recruiting Events “ Building Guanxi Face to Face” Agenda
  25. 25. 14 18 10 15 Social Networking Events
  26. 26. Agenda TalentStream* * A continuous flow of prospects from the community
  27. 27. Reliability Engineering TalentStream*
  28. 28. 2523 1685 1882 2236 385 701 788 983 23% 37% 35% 39% 58 94 119 211 + 2.55 +3.64 +8 Hires 39% Reliability Engineering TalentStream
  29. 29. Sources Of Hire <ul><li>8 hires from 8 different sources i.e. “data aggregation” </li></ul><ul><li>38% came from referrals “viral impact” </li></ul><ul><li>32/983 visitors offer refers, but 3/32 (9%) were hired </li></ul>
  30. 30. Virtual ‘Third Places’ Ray Oldenburg coined the phrase ‘Third Place. ‘ Third places, then, are &quot;anchors&quot; of community life and facilitate and foster broader, more creative interaction . Oldenburg calls one's &quot;first place&quot; the home and those that one lives with. The &quot;second place&quot; is the workplace — where people may actually spend most of their time. Creating virtual third places where we can interact with prospects across a variety of platforms.
  31. 31. Virtual “Third Places” Jobs2Web
  32. 32. Virtual “Third Places” LinkedIn
  33. 33. Virtual “Third Places” Ning
  34. 34. Virtual “Third Places” Jobster
  35. 35. Virtual “Third Places” CCN|Blogsphere
  36. 36. Agenda Metrics & Measurement (Performance)
  37. 37. <ul><li>If you want 50 attendees to an event </li></ul><ul><li>eMessage target list of 1000 </li></ul><ul><li>3 eMessages will result in >8% response or 83 “RSVPs” </li></ul><ul><ul><li>eMail 1 3.5% (2 weeks prior to event) </li></ul></ul><ul><ul><li>eMail 2 2.85% (1 week prior to event) </li></ul></ul><ul><ul><li>eMail 3 2.0% (4 days prior to event) </li></ul></ul><ul><li>38% no show rate (so really 5% of invitees attend) </li></ul><ul><li>51/83 will show up to the event </li></ul><ul><li>40% of attendees move to interview process </li></ul><ul><li>20 prospects in 2 weeks </li></ul><ul><li>8 Candidates will result </li></ul>Social Recruiting Events (Performance)
  38. 38. <ul><li>TalentStream metrics to make 8 hires: </li></ul><ul><ul><li>2500 resumes </li></ul></ul><ul><ul><li>Harvest time: 20 hours per 1000 prospects </li></ul></ul><ul><ul><li>32 interviews </li></ul></ul><ul><li>TalentStream metrics: (4) emails to same target audience results in: </li></ul><ul><ul><li>2.55 more visitors(598) </li></ul></ul><ul><ul><li>3.64 times more prospects (153) </li></ul></ul><ul><ul><li>8 times as many placements </li></ul></ul>TalentStream* (Performance) * A continuous flow of prospects from the community
  39. 39. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
  40. 40. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
  41. 41. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
  42. 42. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
  43. 43. Source: Jobs2Web Candidate Intelligence 2008 State Percent California 13.26 Texas 8.45 New York 7.67 Oregon 7.42 Colorado 5.87 Florida 5.71 Georgia 3.76 Washington 3.30 Minnesota 3.07 North Carolina 2.56 Illinois 2.39 Ohio 2.36 Pennsylvania 2.30 Massachusetts 2.15 Alabama 2.09 Arizona 2.08 Indiana 2.04 New Jersey 1.96 Michigan 1.95 City Percent San Diego 11.29 Los Angeles 10.47 Irvine 8.68 San Jose 6.89 San Francisco 6.61 Fresno 3.86 Sacramento 3.86 Oakland 3.58 Pasadena 3.58 Fullerton 2.62 Ontario 2.48 Long Beach 1.93 Santa Ana 1.93 Redding 1.79 Where Engineers Are Searching For Jobs New Metrics of Web 2.0
  44. 44. Where Engineers Are Searching For Jobs New Metrics of Web 2.0
  45. 45. Your Recruiting Dash Board Job Feeds craigslist Talent Landing Pages (SEO) Future (Paid Boards) Referrals Candidates Employees Mobile Marketing Social Networks Pay-Per-Click (SEM) Corporate Site
  46. 46. Thank You Marvin Smith Talent Community Development [email_address]