This document introduces the candidate sourcing company vsource. It describes how vsource uses technology like resume parsing, boolean logic, and data science to build pipelines of qualified candidates for its clients. This allows recruiters to maximize their time on high-value tasks like assessing candidates and making contact. The document also outlines a proposed 100 day pilot program where vsource would work with a client to analyze, optimize, and scale up their recruiting efforts through vsource's services.
Talent acquisition professionals consistently rank cost-per-hire as one of the most helpful HR metrics. But most struggle to measure and, more importantly, optimize their learnings to achieve efficiency without sacrificing quality.
Learn the cost-per-hire best practices that will enable your talent acquisition team to drive high-performing, engaged hires for your organization.
Key Takeaways:
-How to properly calculate your cost-per-hire
-Understand the cost-per-hire long-game for hiring success
-Consider cost-per-hire as part of the overall discussion on talent acquisition ROI
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
Talent Mapping - Intelligence Supporting your recruitment planResearchEurope
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
As a manager at a growing company, finding and hiring candidates for your team may require a large invest of money and effort. But, what is the return on your investment (ROI)? Knowing your cost per hire (CPH) helps you understand the ROI from time spent to recruit candidates, paid sourcing services, advertising costs, and other related investments.
David Green, Vice President at Cielo, provides you through the steps to find your cost per hire. With this information, you will be able to understand what level of recruitment or hiring investment will exponentially provide the best outcome for you, your team, and your business. You will learn how to:
Highlight the components and steps needed to calculate CPH
Understand how CPH impacts your overall ROI
Examine the importance of CPH in growing businesses
Find whether a low CPH can actually be more expensive for the business
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Talent acquisition professionals consistently rank cost-per-hire as one of the most helpful HR metrics. But most struggle to measure and, more importantly, optimize their learnings to achieve efficiency without sacrificing quality.
Learn the cost-per-hire best practices that will enable your talent acquisition team to drive high-performing, engaged hires for your organization.
Key Takeaways:
-How to properly calculate your cost-per-hire
-Understand the cost-per-hire long-game for hiring success
-Consider cost-per-hire as part of the overall discussion on talent acquisition ROI
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
Talent Mapping - Intelligence Supporting your recruitment planResearchEurope
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
As a manager at a growing company, finding and hiring candidates for your team may require a large invest of money and effort. But, what is the return on your investment (ROI)? Knowing your cost per hire (CPH) helps you understand the ROI from time spent to recruit candidates, paid sourcing services, advertising costs, and other related investments.
David Green, Vice President at Cielo, provides you through the steps to find your cost per hire. With this information, you will be able to understand what level of recruitment or hiring investment will exponentially provide the best outcome for you, your team, and your business. You will learn how to:
Highlight the components and steps needed to calculate CPH
Understand how CPH impacts your overall ROI
Examine the importance of CPH in growing businesses
Find whether a low CPH can actually be more expensive for the business
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Under the Hood of Talent Acquisition - Talent Acquisition BenchmarksJohn Ricciardi
Originally delivered at LinkedIn Talent Connect in 2016. This presentation takes a look at the idea that hiring managers think the recruiting function is getting worse, why they feel that way and how you can use data and training for your recruiting teams to overcome this perception. In the presentation, we look at the metrics of Time to Accept, Recruiting vs. Business and Requisitions per Recruiter.
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'Emma Mirrington
Cubiks discuss solutions using client case studies to illustrate how you can attract, engage and match the best talent for your organisation. How you can drive the efficiency and streamline the costs of your recruitment processes whilst engaging candidates through innovative, predictive and data driven solutions
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Talent attraction for the modern recruiterSoraya Lavery
Learn some simple methods to develop a strong talent attraction brand that attracts the "right fit" candidates for your company. Also how to retain key staff and provide a positive return on investment for your organisation.
A Blueprint for Modern Talent Acquisition - Webinar SlidesUntangl, LLC.
These are the slides used by Bill Boorman and Ty Abernethy during their August 5th webinar on the topic of the popular white paper, A Blueprint for Modern Talent Acquisition.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013
This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge
Social Recruiting, Talent Acquistion and Recruitment in 2015Crexia
Social Recruiting, Talent Acquistion and Recruitment in 2015 by Maria Trivellato, Autodesk EMEA - Presented at the Social Recruiting Conference 2011 in Paris
How to create a compelling employer value proposition | Talent Connect 2016LinkedIn Talent Solutions
Lauren Larose, LinkedIn
Daniel Sanders, LinkedIn
A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.
Key highlights:
Have an understanding of the basics of Employer Branding.
Know the steps and inputs required to build/hone a compelling.
Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Total Rewards encompasses a broad range of offerings from tangible (pay and benefits) to less quantifiable (policies, practices, flexibility) benefits, all of which are designed to attract and retain top talent. The challenge Compensation and Rewards professionals face today is finding a way to communicate the value of employment to an expanding number of employment roles in extremely competitive job markets coupled with rising turnover costs and decreasing engagement.
In this exclusive training webinar, special guest Tony Kerekes will share inside strategies from his 20+ years of designing and implementing total rewards programs for leading organizations. Get insights and ideas on how to adapt to the changing workforce and job market (contractors and freelancers will be 40% of the workforce) with a more effective total rewards program that gets results.
In this practical, “how to” webinar you’ll learn:
· Keys to building an effective total rewards engagement strategy (for employees, contractors and freelancers)
· How to develop a calendar of just-in-time communication (that you can keep up with)
· Tips and strategies for communicating total rewards to today’s workforce
· How to leverage varied communication styles and approaches
· How to turn total rewards into retention
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available.
Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.
Under the Hood of Talent Acquisition - Talent Acquisition BenchmarksJohn Ricciardi
Originally delivered at LinkedIn Talent Connect in 2016. This presentation takes a look at the idea that hiring managers think the recruiting function is getting worse, why they feel that way and how you can use data and training for your recruiting teams to overcome this perception. In the presentation, we look at the metrics of Time to Accept, Recruiting vs. Business and Requisitions per Recruiter.
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'Emma Mirrington
Cubiks discuss solutions using client case studies to illustrate how you can attract, engage and match the best talent for your organisation. How you can drive the efficiency and streamline the costs of your recruitment processes whilst engaging candidates through innovative, predictive and data driven solutions
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Talent attraction for the modern recruiterSoraya Lavery
Learn some simple methods to develop a strong talent attraction brand that attracts the "right fit" candidates for your company. Also how to retain key staff and provide a positive return on investment for your organisation.
A Blueprint for Modern Talent Acquisition - Webinar SlidesUntangl, LLC.
These are the slides used by Bill Boorman and Ty Abernethy during their August 5th webinar on the topic of the popular white paper, A Blueprint for Modern Talent Acquisition.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Presented at The Australian Healthcare Workforce Solutions Forum. Sydney, Australia – 30 July 2013
This case study explores:
- Developing a compelling employee value proposition to attract and retain target profiles
- Sustaining employee engagement thanks to internal processes and personalised care delivery
- Innovative ways to blend Knowledge Management and L&D and embed transfer of critical knowledge
Social Recruiting, Talent Acquistion and Recruitment in 2015Crexia
Social Recruiting, Talent Acquistion and Recruitment in 2015 by Maria Trivellato, Autodesk EMEA - Presented at the Social Recruiting Conference 2011 in Paris
How to create a compelling employer value proposition | Talent Connect 2016LinkedIn Talent Solutions
Lauren Larose, LinkedIn
Daniel Sanders, LinkedIn
A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.
Key highlights:
Have an understanding of the basics of Employer Branding.
Know the steps and inputs required to build/hone a compelling.
Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Total Rewards encompasses a broad range of offerings from tangible (pay and benefits) to less quantifiable (policies, practices, flexibility) benefits, all of which are designed to attract and retain top talent. The challenge Compensation and Rewards professionals face today is finding a way to communicate the value of employment to an expanding number of employment roles in extremely competitive job markets coupled with rising turnover costs and decreasing engagement.
In this exclusive training webinar, special guest Tony Kerekes will share inside strategies from his 20+ years of designing and implementing total rewards programs for leading organizations. Get insights and ideas on how to adapt to the changing workforce and job market (contractors and freelancers will be 40% of the workforce) with a more effective total rewards program that gets results.
In this practical, “how to” webinar you’ll learn:
· Keys to building an effective total rewards engagement strategy (for employees, contractors and freelancers)
· How to develop a calendar of just-in-time communication (that you can keep up with)
· Tips and strategies for communicating total rewards to today’s workforce
· How to leverage varied communication styles and approaches
· How to turn total rewards into retention
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available.
Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.
2. 2 | vsource.io vsource.io | 3
Freedom for your
recruiters
Enabling your recruitment team
to take on bigger projects. vsource
will increase your throughput and
help you scale.
3. vsource.io | 54 | vsource.io
In talent acquisition
time is of the essence.
4. vsource.io | 76 | vsource.io
Introduction to vsource
In talent acquisition time is of the essence. Senior recruiters engage in a competitive community where
focus on making contact and locking placements in is diverted to time spent examining large pools of
recycled candidates, incomplete or outdated profiles, and searching skill sets on job boards and social
media.
vsource enables you to remain in complete control of candidate qualifications and to prioritize live
and future positions without having to do the legwork of research and data gathering. Our sourcing
specialists operate smart technology for content extraction, resume parsing and advanced boolean
logic to provide a pipeline of candidates tailored to your qualifications. Your recruiters can maximize
their time each morning with a running start by initiating calls, assessing mapping intel, and ranking
lists of candidates that were built overnight by vsource. Our unique solutions are unmatched as we
merge science and human intuition to scale your recruiting operations and build your knowledge of
your talent pool. We provide the tools and support for you to grow your team organically from the
ground up based on your needs.
The funnel stands as a metaphor for our
approach. It represents our gradual
refinement of the talent pool as we work
with our clients towards the ideal result.
5. vsource.io | 98 | vsource.io
The vsource story
2006. There began a shift in the recruitment industry led by a wave of highly ambitious companies
focusing on the value of talent acquisition more than ever before. Recruitment agencies faced
unsurmountable challenges in understanding and fulfilling demanding requirements. Job boards
became less and less useful as top candidates became more and more passive.
CorkCity. HomeofGeorgeBoole,theself-taughtgeniusandinventorofbooleansearchtechniques.
A young tech startup was experimenting with better ways of identifying and sourcing candidates.
In Dublin, tech royalty was trying to build their operations in Europe. Thus, the match was made
and the vsource journey began.
Following a number of successful engagements for some of the most celebrated recruitment
teams in the world, including Google and Facebook, we started to expand our team in both Ireland
and Vietnam. In 2008, we received investment from Enterprise Ireland and began to diversify our
engagements, working with global organizations in a number of different industries.
Today, our team has grown to over 160 people in three countries. As talent acquisition practices
continue to evolve, we maintain our investment in new technology and in pioneering new ways of
identifying top talent.
With branches in Ireland and Vietnam, we
have fused the strengths of Eastern and
Western ingenuity supporting recruitment
operations as well as web and mobile
application ventures for both Europe and
the United States.
Expertise through
funnel concept
The funnel is a concept used by vsource to explain the journey
of our researchers as they analyze and incrementally optimize
search requirements, applying vsource technology as well
as their own expertise and intuition, in order to identify the
ideal candidates.
Strategy concept level 1
> Search brief
Strategy concept level 2
> Search refinement
Strategy concept level 3
> Search long tail
Ho Chi Minh City, Vietnam
6. vsource.io | 1110 | vsource.io
vsource builds your
pipeline, allowing you to
focus on what is most
important.
7. vsource.io | 1312 | vsource.io vsource.io | 13
100 day roadmap
Engage vsource for a 100 day pilot
period to analyze, optimize, and
turbo-charge your recruitment team.
8. vsource.io | 1514 | vsource.io
100 Day Roadmap
Understanding Your Needs
We become familiar with your company’s
culture, the structure of your recruitment
team, the nature of your requirements, as
well as your longer term talent acquisition
goals.
Kick-off
Your recruiters meet our Business Analyst
(BA) and receive credentials for accessing
vsource portal.
First Retrospective
We will have a short workshop with your
team to realign, tweak search strategies or
other priorities as needed.
Competitive Intelligence (CI)
We demonstrate industry mapping and
competitor analysis functionality that will
help your team to gain some insights relating
to people in your industry.
Technology Review
Our tech team will review your use of
vsource software and consider options for
integrating with your recruitment system.
Data Scientist’s Report
We use data science to draw insights relating
to your candidate selection, and to perform
analysis on your recruitment funnel.
Pilot Retrospective
We present a report detailing the impact
of the 100 days and proposing a plan for a
continued engagement.
Day
0
Day
2
Day
8
Day
12
Day
30
Day
90
Day
100
9. “Even though the candidate’s professional experience
is not fully in line with this job, he is well known in the
Open Source community. As a core contributor to one
of the most popular Java Script frameworks he could
be worth speaking to in relation to this position.”
Ms. Luan Duong
Engagement Manager at vsource
16 | vsource.io vsource.io | 17
Smart Technology meets
Human Intuition
vsource enables you to structure your searches more
efficientlyandtoreprioritizeyourteam’seffortswithout
theextensivelegworkrelatingtocandidateresearchand
data gathering.
10. vsource.io | 1918 | vsource.io
Proven results with the
most demanding recruiting
teams in the world.
“The team’s ability to integrate seamlessly
with our global team has reduced our
time to deliver allowing our organisation
to increase in profitability and focus at an
unprecedented rate.“
Tony Hayes
Group Systems Manager at Group NP
“vsource has repeatedly exceeded our
expectations by providing creative solutions
to our technical challenges, and executing
with real efficiency.”
Maya Kraft
COO at Validant
“Bridgeview IT has had the pleasure of
working with vsource for many years and
they have proven to be an invaluable
resource and trusted partner.”
Nick Nordin
Technology Recruiting Manager
at BridgeView IT
TM
“A professional team with a very organized
and reliable staff whose excellent
communication helped to quickly resolve
any obstacles we faced together.”
Brendan Kane
Marketing & Sales Ops Manager at Paylease
“Our demands are very diverse and vsource
has done an excellent job in being able to
flex across them all.”
Kevin Gibson
Managing Director at EarthStream Global
What leaders
have to say
about vsource