1.
Lindsay Browning
Head of Talent Acquisition, EMEA
LinkedIn
Talent Pipeline with a Twist
#intalent
Charlotte Harris
Global Head of Recruitment
Regus Group plc
Niki Brooks
Regus Express Recruitment BP
Regus Group plc
Frank Hattann
SMB Sales Director, EMEA
LinkedIn

2.
Our Story
The Importance of Pipeline to Scale
#intalent

3.
#intalent
THE REGUS STORY
Where we’re going now
Universities
Railway Stations
City Centres
t
Hotels
Airports
Retail
Community
Centres
Business Parks
Home Workers
Service Stations

4.
Partnerships
Together Talent Is Your Number 1 Priority
#intalent

5.
“We need to hire ASAP, what candidates
do we have in our pipeline?”
“We haven’t been
pipelining”
Addressable Market-not
identifying and optimising key
talent pools. HM & Recruiter
starts from scratch.
“We’ve spoken to a
couple of potentials
already”
Met for coffee, pre-screened.
Exploring conversations have
happened. Start discussions.
“We have candidates who
are in “Talent Tribes” and
we are engaging them.”
Hiring Manager and Recruiter have
collaborated on managing
‘Talent Tribes’ and together have
CoActively engaged &
Interviewed talent.
#intalent

6.
CoAc?ve
Funnel
Approach
IDENTIFY
COMMUNICATE
MANAGE
&
SELECT
CLOSE
&
ONBOARD
Hiring
Manager
Recruiter
#intalent

7.
Hiring pre 2013
“HR don’t recruit people fast enough for us.”
#intalent
geographic regions:
UK, EMEA, APAC & Americas
No system
No process
No employer brand
4
Centralised
staffing teams in
each region.

8.
#intalent
What to do?
ENABLE the
hiring
managers
SIMPLIFY the
process
Make it
SCALABLE

9.
Now, Focus on the Core Engagement
Collaboration, Communication and Consistency
#intalent

10.
We can assess each candidate’s relative skillset
alignment and interest* in LinkedIn to determine a
strategy for approaching them
More Interest
How aligned is their skillset? Are they interested in LinkedIn?
Less Interest
Other Potential Core Candidates
Relatively high interest and lower
aligned skillset – perhaps a fit for
another role?
Have they been InMailed yet?
Deprioritise Branding Opportunity
Relatively higher skillset alignment
but lower interest – focus on
building this relationship
Relatively lower interest and aligned
skillset
Lower Skill Alignment Higher Skill Alignment
*Skillset alignment is measured using SSI and interest in LinkedIn is measured using Talent Brand Engagement to assess
if they have engaged with LinkedIn as an employer on our platform. #intalent

11.
Pipeline Technology
#intalent
Projects Tags Custom Fields Sources Status
Naming
How many?
Talent Tribes
Skills (Java,
Mobile)
Business Units
Amount?
Keywords
(language)
LinkedIn
Referrals
Recruiter
Job Boards
Willing to relocate
Compensation
Availability
New Prospect
Outreach
Underway
Future Prospect
Not a fit
Moved to ATS

12.
Managing Long Term Relationships
#intalent
Follow Up is critical!
Share
relevant
information
Send
regular
updates
Invite to
events

13.
#intalent
The Brand Brought to Life

14.
Engagement – hiring manager toolkits
Improved tools, New languages and Thousands of candidates that want to work for Regus!
1 New on line training for the recruitment system:
2
Advertising Toolkit, new collateral available:
3
Careers Website improved and developed
#intalent
The localisation of Recruitment is now truly global, with hiring
managers in 94 countries selecting their own Talent. We have
improved our online training and advertising toolkits and all are
available in 14 languages.

15.
Measurements of Success
#intalent
Relationships Matter and Revenue Impact

16.
Stakeholder Advocacy
Long term payoff
Short Term Investment
#intalent
Gain buy in with internal stakeholders

17.
Success Metrics
#intalent
Growth Metrics
Activity Metrics
• Lead growth/Profiles Saved
• Activity growth (Recruiter usage)
• InMail response growth
• # of HM Searches
• # of Tags/Sources/Status by user
• % InMail response rate
Engagement Metrics Results Metrics
• # Hired through HM Engagement
• Reduced Time to Hire
• Impact in Revenue
• % of HM Engaging With Talent Potentials
• # of Prospects in Talent Tribe
• HM sharing profiles with each other

18.
Hiring Manager Survey
46% of HMs found the hiring process change from HR taking control of it themselves simple.
71% of HMs did not think anything could have been done better to ease their transition
#intalent
into the RMS.
“Nothing could have been done better – time and experience is enough.”
66%
of HMs found the training that they were given helpful.
“I did go back over it a second time when I was actually in the process of hiring a person rather
than just watching the training and I found that it hit all the areas.”
91% of HM opened requisitions on the system with no questions or problems and 92% of these
successfully moved candidates through the correct HR status’s on the system.
43% of HM believe that the pre-screening process for candidates is successful, 45% are not sure.

19.
How is this possible when we have a
million other roles to fill?
Prioritising, Visibility and Planning
#intalent

20.
Key Take-Aways
#intalent
Partnerships-Stakeholder Buy In?
Engagement-How to Hook?
Measurements of Success-Impact?