Talent Relationship Management part of the SAAA Recruitment model

Recruitment Workshop
Talent Relationship Management
Talent Pipeline: Talent Community and/or Pool
on demand, just-in-time talent supply
Alexander Crépin AC@Recruitmentcoach.nl
Alexander Crépin
recruitment strategist, coach & trainer
freelance, interim recruiting & management

Winners in competitive markets
Agile companies
with direct, “on demand”, direct access to
top talents, active & passive candidates
to meet or surpass customer demands

Recruitment & Agility
enabling
On-demand, Just-in-Time talent supply
• Data Driven
‒ Real time insight in Talent Landscape
‒ Enabling personal, targeted hiring communication
‒ Offering Speed to Talent (time = money!)
• Network enabled
‒ Talent pool
‒ Talent community
‒ Talent pipeline

A globally acknowledged trend

Talent Relationship Management (TRM)
• Investing in a longer-term professional
relationship with Target Talent for future work
/ career opportunities
• Regardless Target Talent looking to/interested in
making a career change immediately
• TRM requires a shift from reactive mindset to a more
proactive, strategic one

Talent Relationship Management (TRM)
• Strategic Recruiting / Sourcing
initiative
relationship for future work / career opportunities solving
immediate need for talent
• Strategic
• not trying to fill current open jobs reactively
• Proactively building talent pipelines with talent having the
critical expertise for business success

AttractStrategize
SAAA Corporate Recruitment Model
Analyse Search Trace Engage Present
AppointAssess
Talent
Acquisition
Employer
Branding
Hiring
On-
boarding
Selecting
Forecasting
Planning
Talent
Relationship
Management
A STEP = sourcing talent
Inbound Outbound
Job Branding

On-demand, JiT talent supply
DOES NOT MEAN
Talents are disposable assets !!
• Always have in mind that recruiting is about people!
• Use the power of the human connection!

TRM or CRM?
• TRM has longer term focus & more
community driven
• CRM (Candidate Relationship Management)
relates to
‒ candidate journey during the hiring process
‒ optimizing contact to offer max. candidate
experience

Life Time Employment is over
next is
Life Time Talent Relationships
Company
recruitment

Traditional Careers: Life time employment
Birth School Profession Professional edu Working & Training Pension
linear, destination based model, job security
“What would you like to be?”
Employer
Life time employment
Job 1 Job 2 Job 3 Job 4
Assessment & choice

Life cycle of jobs is shortening
increasing labor market dynamics:
jobs come & go
less & less job security!!!
Modern Career Paradigm

No more life time employment
MANY jobs and MORE employers
until retirement!!
“Different game” on the labour market, new rules
Crépin Consult, Alexander Crépin for inspiration, innovation & results in HR, talent & career management

Birth
School
Work
Work
Work
Training
Education
Training
Training
Education
Pension
Sabbatical
Today: Careers are a journey
It is estimated that today employees change jobs 20 or more times & will change career fields at least 7 times during their work life.
• Career paths less linear
• Careers less organizational, more employers
• Future employability less certain
• End of job, exit = new phase in relationship
• “Returning” to previous employers becoming “normal” being
employed several times, but non sequentially

Main Challenges
Employers : Employer of Choice, Talent Magnet
Talents : Employ & Employability
How?
Life Time Talent Relationships development
Looking for mutual win-win.
• “What’s in it for me?”
• “What’s in it that I have to offer for the other(s)?”

TRM: Tech & Tools Impact
Modern Talent Landscape:
Mobile & Social Media :
• Transparency
• Digital Footprints, visibility & traceability
• (Big) Data increasing in type, complexity, diversity,
velocity & interdependence
• Connectivity borderless
• Communication multi-channel
• Virtual recruiting channels like social networks, open web,
newsgroups, blogs, communities etc.
Alexander Crépin Recruitmentcoach.nl
16

Mobile, social & database technologies
• transformed how to ‘look’ for work
• Changed how to find & hire talent
• New rules around hiring & engagement
emerging for a new generation of independent,
transient & ‘globalised’ workers in the knowledge economy

The Digital Footprint
• Today’s internet is built around People
• Through APIs & behavioural targeting. The web knows
who we are, what we do, where we are & where we
go …….
• Giving pretty much everyone a searchable,
traceable online identity (= data for a profile)
18

Data Driven Recruitment / Hiring
• Data & Analytics (algorithms) based
• Where to find Best Talent & How to hire the Best
Possible
• Insight in How to engage & gain attention of target
talent
• Real time insight to ensure direct access to top talents
in the areas that are key to your companies success
• Developing a people “assets portfolio” , invest in
developing a solid candidate talent pool/pipeline

Identifying key roles, strategic positions
Target Talent
Who are you looking for?
Who to invest & develop a talent relationship?

potential
performance
Problem
Cases
To Early to Judge
Meeting
Requirements
Effective
Performers
Acknowledged
Talent
Irreplaceable
Professionals
High Performers
High Potentials
Top Target Talent

Resilient talents for agile companies
• Positive, self confident about the world and self & able to frame
unknown into possibilities
• Open minded, opportunity driven rather than see things in black or white
• Eager to learn & share expertise & experience for employability &
success
• Face reality head-on, labeling their setbacks, losses & disappointments
for what they are
• Focused, disciplined & organized during times of ambiguity and
confusion, putting some basic structure to chaos
• Flexible & adaptive both internally in their thoughts & externally with
others,
• Pro-active, action driven & don’t wait – they make things happen

Resilient talents for agile companies
Keep on dreaming ………
• Chasing Purple Squirrels is waste of time
• When being found ….. Would they be
interested to join your company?.........
However ……

Profiling Target Talent & Big Data
• Growing/Developing Digital Footprint
• Very much of what people do online / mobile
being monitored
• All real-time behaviours, searches, actions & statuses
reflecting questions, emotions & experiences etc.
• Psychometric data monitored & accumulating
• Data & algorithms taking profiling to higher levels

Talent Relationship Development
• Search & connect on “hard” “resume”
type of data
• Develop relationship by monitoring &
analysing better/more (soft) data
• Better, faster identifying & matching
best possible candidates for open positions
• Focus on critical roles for relationship development!

TRM: Connecting & Networking
Developing a network of target talents
• With specific in demand qualities
• Interested & willing to help you / work for you
• Ensuring direct & easy access to explore job &
career opportunities
Alexander Crépin AC@Recruitmentcoach.nlcx

TRM & Network
• Network refers to
‒ connections
‒ set of relationships
‒ interpersonal interactions options
• among participants
• Talent Pool
• Talent Community
• Talent Pipeline

Target Talent Segmentation
Break down workforce into roles / jobs
Focus on most problematic roles to source for!
Key roles
Specialists
Do roles Core roles
Critical roles
Impact on business value
Difficultytoreplaceroles

TRM: Talent Pool
• “Database” of already sourced Target Talent
• Pre-screened Target Talent, matching basic
criteria of potentially valuable talent
• Applicant/candidate’s possessing valuable skill
sets could be relevant for future roles /openings
• Expressed interest in working for company now or
in future
• HR, recruiters & hiring managers can search
talent for open positions

TRM: Talent Pool
• Usually no transparency
• Talents don’t have an overview of who are also
in the pool
• No interaction between members
• Mainly one-way communication, informing
talents about career options & company results

TRM & Key Roles
• Each key role different competencies,
knowledge, skills sets & experiences
• Each type of Target Talent a specific
network / Community?

TRM: Talent Community
Private forums & social networks for connecting &
developing a sustainable talent relationship with
• Potential, (pre-screened) employees
• Freelancers / contractors
• Alumni & retirees
to
• engage with your employer brand
• get a good understanding of your employer value
proposition

Keys to Success:
• Clear purpose, what’s in it for everyone?
• Sourcing Target Talent, identifying & inviting target
talent to join a talent community
• Engagement, developing a kind of familiarity with
the company’s culture & processes
• Quality, relevance ensuring members matching
profile of target talent, or are valuable influencers
• Technology & Tools

www.ailo.nl
TRM: Having Talent Dialogues
a continuous interactive (online) process

TRM: Social Networking
Making it simple to community for users,
easy to give & exchange/share information like in
Make /use a relationship platform that supports both sides of the relationship

Characteristics
• Internal openness, transparency
• Members can meet & share
• Interaction, living, 24/7 network
• Initiatives getting to know each other
• Not primarily HR, recruitment driven
• Employee ambassadors, influencers sharing ideas,
expertise, crowdsource ideas, solutions etc.
• Monitoring 24/7 what is going on ……..

TRM: Engagement
The extent to which talents are emotionally &
rationally involved, motivated & committed to
work for or to be connected to your company

TRM: Employer of Choice Talent agnet
Employer Value Position check (what to offer?)
• Interest Value:
Extent of attractiveness because of excitement, fun of the work & work environment
• Social Value:
Attraction based on a collegial work environment with good team atmosphere
• Trust value:
Transparent open organization, get what you see, clear communications, social media savvy
• Economic Value:
Attraction based on salary and benefits & businesswise a steady ROI performer
• Development Value:
Based on recognition of work and career-enhancing opportunities
• Application Value:
The talent’s ability to apply the learned & to teach others & interact with customers
• Stakeholder / community value:
To be part of an organization with a responsible “citizenship” culture of giving, caring & sharing

TRM: Talent Relationship building
Key in behavior, Developing a (virtual/online) Relationship:
• Trust
• Listening
• Showing
• Sharing
• Doing
• Informing, communicating
• Caring

TRM: Building a Talent Community
Steps, Actions & Mindset
• WFP, volume & types of talent needed 2-3 years
• Build from within to involve employee ambassadors &
show authenticity
• Think in marketing terms, for longer term relations
• Constantly curate, right content keeps your employer
brand top-of-mind
• Create personas, identify interests
• Build trust by mutual, 2-way, ongoing communication
• Take your time to nurture relationship on personal level

TRM: Types of communities
• Company initiated
• Third party driven
• Sponsored
o Social Media enabled public Talent Networks
o Professional, Paid, “private” Platforms
‒ Company-branded communities
‒ Profession-based communities (of practice)
‒ Hybrid communities (branded & profession-based)

TRM: Talent Communities & Pools
Beware of a community becoming
NOT just a static database of resumes!!
• Communication should be taking place from:
‒ recruiter-to-candidate
‒ candidate-to-recruiter
‒ candidate-to-candidate!

TRM Levels of Engagement
Different levels & different rules of engagement
43
Interested
Hot leads
Applicants
&
Alumni
High level of engagement
Keep contacts warm, by not only using
newsletters & social media but by reaching
out personally
Medium level of engagement
Contact via newsletters, social media updates
Basic level of engagement
Contact via newsletters & social media
updates
Source: Linkedin

TRM: Talent Pipeline
• Real time accessible talent database
• refers to ongoing need for talent “on
demand”, JiT talent supply
• Having a pool of talent that is readily
available to fill key positions at all levels

TRM & Sourcing
Ensuring Talent pipeline filled & refreshed!!
Analyse Search Trace Engage Present
Talent
Acquisition
Employer
Branding
Hiring
On-
boarding
Selecting
Forecasting
Planning
Talent
Relationship
Management
Inbound Outbound
Job Branding
Sourcing

TRM Investments
Ensuring Talent pipeline filled & refreshed!!
• To build a Talent Network takes time
& effort!
• To make & keep it successful also!
• Not only a recruitment activity

Talent Relationship “Management”
is done together & requires direction
to optimize stakeholder ROI

TRM & Sourcing
• Cost & Benefits Talent Pipeline Development
• What is Roi, CpH, TtH etc.?
vs
• Cost of direct, efficient vacancy driven
searching
• Real JiT produces “no waste”
Talent not being hired = waste (of time & effort)
(Glen Cathey, sourcing blogger)

TRM: Reducing time & effort
Challenge: organic & self-sustaining networks
• Members driving the dialogues
• Shared content drives affinity, loyalty &
increased applications & referrals
• Authenticity
• Great insight in engagement opportunities
• Insight, helpful to explore organizational & cultural fit

TRM: “Ideal” Talent Community
Next generation talent communities
• Uniting fragmented populations & conversations
• more holistic visibility into talent ecosystem, in the
overall talent pipeline ….
• a great sharing knowledge base
• Candidate & stakeholder development platform
• Adaptive to needs of various demographic groups, GenY,
Millennials, Gen Now, ……..
• Self-sustaining ….

TRM: “Ideal” Talent Community
Next generation talent communities
• Candidate & stakeholder development platform
• Programs for identifying & developing appropriate
expertise, competencies, knowledge, skills sets

…...the world is becoming too fast,
too complex & too networked for any
company to have all the answers
inside …. (Yochai Benkler)
TRM: Talent Pool / Community
Expanding your options to meet or surpass
customer demands

Not all smart people in
the world are working
for you
You need to keep looking outside
Bill Joy, founder, Sun Microsystems
Remember !

….. We have lot of smart people at SAP, but
we don’t have all of the smart people
We want to hear insights from others, especially from our customers and partners. Maybe a
manufacturer in Mexico can help a chemical company in India apply some operational best
practices or use their SAP software in a different way………..

Tapping the "wisdom of the crowd"
Answering customer demands is no
longer confined within company walls!

Almost all smart people
working WITH you
share expertise & experience
co-create, co-produce
advise
We now have global platforms for free collaboration
(Don Tapscott)
Challenge!

Internal
External
inside & outside the organization
the borders are blurring between these two
check your workforce paradigm
Inside
Outside

TRM holistic agile workforce model
HR = Human Relations based
Combining core group of permanent employees
with a contingent workforce of connected talents
• temporary employees
• independent contractors
• consultants
• alumni
• all other identified stakeholders that could support you to meet
& surpass your customer demands
It helps to manage more closely workload volumes, labor costs, diversity ambitions and on demand sourcing of key resources!

TRM: Talent Communities & Pools
New breed of infrastructure designed
to support the talent needs of any
modern, dynamic, agile organization!
Talent pools holistically will be:
• sourcing or recruiting solutions
• communications or marketing solutions
• training or workforce development solutions
• collaboration or productivity enhancement solutions

TRM: Adding value for recruiters
by structurally improving companies
- agility
- people assets portfolio
- competitive talent advantage
- innovation & problem solving capabilities
by offering opportunities to talents
- to build agile sustainable work relationships
- to work & to earn a living

On demand, a trend ….. or to stay

OK or not?

Your questions ?

Interested in
Talent Relationship Management ?
I help you to succeed

How I could help you:
– Explore how TRM can make your organization more agile
– Explore how TRM can increase your recruitment ROI
– Develop a customized TRM recruiting strategy
– Make the transition towards TRM based talent supply
– Train & coach your recruiters to work along the TRM model
– Develop a Talent Intelligence Framework
– Talent Intelligent Services via Top Talent ReSearch Center in
Slovakia & international network of executive researchers
– Building your in-company Talent Community / Talent Pool
– Outsourcing of your Talent Community for specific job roles
Alexander Crépin
Alexander Crépin TalenTTipper.nlAlexander Crépin AC@Recruitmentcoach.nl

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Talent Relationship Management part of the SAAA Recruitment model

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