The document discusses the Direct Sourcing Team (DST) at IHS Inc., which consists of Pramila and Vivian based in Malaysia. The DST works to directly source and screen candidates for roles across IHS to build talent pools. This helps support hiring more efficiently and reduces reliance on recruitment agencies. The DST process involves discussing open roles with local teams, screening candidates, arranging interviews, and providing feedback. Targets for cost savings are set through direct sourcing. Strategic plans include expanding the DST's areas of expertise and talent pools, streamlining feedback, and optimizing the hiring process.

1. Copyright © 2011 IHS Inc. All Rights Reserved.
INTRODUCTION
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2. WHO ARE WE??
 Call us the “IHS Angel’s 002” !
 Part of the Global Recruitment Team.
 Teams consist of 2 members – Pramila & Vivian based out of Penang
office, Malaysia.
 Provide in-house expertise to proactively source and screen/qualify
relevant candidates for specific roles across IHS, creating Talent Pools
of individuals for current and future needs
 Established to support the Global Business Units on Hiring Activities
for niche and urgent positions, facilitating the sourcing of relevant
candidates for specific roles more efficiently and cost effectively,
reducing our use of high cost recruitment agencies and reducing our
time to hire
Copyright © 2011 IHS Inc. All Rights Reserved. 2

3. Copyright © 2011 IHS Inc. All Rights Reserved.
DST PROCESS
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Local TA contact
emails JD to DST
and requests a call
to discuss the
requisition
Discussion between DST and
Local TA contact will look at
workloads, level of urgency,
and other information to
determine if appropriate to
proceed with proactive direct
sourcing approach
 If Yes – briefing call with
Local TA contact and/or with
HM, to determine
• Screening process
• Key Skills required
• Timeline
 If No – Local TA recruiter
manages sourcing of suitable
candidates
Appropriate
candidates screened
by the DST and sent
to the local TA
contact
 DST initiates search
activity on relevant individuals
(Talent Pools Networks, Job
Boards, CV Databases, and
social media) and perform
initial screen of potential
candidates within agreed
timeline
 Appropriate candidates
sent to the local TA contact
 Suitable candidates are
arranged for interviews (by
DST or Local TA contact)
 Database updated with
details of considered
individuals for future
references
Candidate
Management
Local TA Contact will:
 Take responsibility for
presenting appropriate
candidates to HM
 Provide feedback to DST
on candidate status
DST will:
 Liaise directly with
candidates to provide
feedback, whether
successful or not
 Ensure Database
updated with candidate
details & circumstances
Local TA contact to
advice DST on offer
package upon
closure
Local TA contact will brief
DST upon successful
closure
• Offer package
• Offer acceptance date
• Start date
• Agency cost (if
applicable)

4. DST VALUE PROPOSITION TURNAROUND
End of Process
Decision to hire
Copyright © 2011 IHS Inc. All Rights Reserved.
Date of
Requisition
Received
Shortlist of
profiles to HM
or Local TA
contact
Feedback from
HM or Local TA
contact
Interview
arrangement
for shortlisted
candidates
4
1 to 2 weeks
1 to 2 weeks
1 week
2 to 3 weeks

5.  September 2013 YTD : Achieved $217,456USD cost savings
 End of Year 2014 Target: $300,000USD in total cost savings
 Year 2015 Target: $200,000USD per person (USD 50k per quarter)
 Upon reaching the USD 200k per person; propose the following:
Pram: 1 - 2 weeks in UK (Feb / March 2015)
Vivian: 1- 2 weeks in US (Feb/ March 2015)
 Focus on US/ UK trip are :
Meeting with all TA Recruiters
Meeting with key stakeholders (BU Leaders)
Meeting with HR BPs
 Target of more than $ 400,000 USD per year is hit, be awarded the
opportunity to go for World Sales Conference in US
Copyright © 2011 IHS Inc. All Rights Reserved.
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DST TARGET 2014/2015

6. DST - STRATEGIC INITIATIVES 2015
 Areas of Expertise
 Pramila – Energy Technical, Energy Insight, Automotive
and Aerospace, Defense & Security
 Vivian – Chemicals, Automotive and Technology
*We work on all Technical and Generic roles
Talent Scoping
Reactive Approach – Expanding current talent pool
according to the requirements of ongoing job requisitions by
Business Units.
Proactive Approach - Active Skill Alert on passive
candidates to meet the demands of ongoing and future
hiring requirements.
Copyright © 2011 IHS Inc. All Rights Reserved.
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7.  Success Factor enhancement – to add DST column into
requisition
 Streamlining feedback time from local TA contact / HM
 Broadening the Expertise coverage not limited to a specific
Region, Business Unit or Function.
 Determining urgency or niche level of requisition
Copyright © 2011 IHS Inc. All Rights Reserved.
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DST OPTIMIZATION