attracting talent andrew le lievre/ staffing manager – microsoft
Post on 21-Dec-2015
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ATTRACTING TALENTANDREW LE LIEVRE/ STAFFING MANAGER – MICROSOFT
“People are your greatest asset only
when you hire the right person for the right
job”
WE WILL BE COVERING TODAY
• Getting the basics right• Creating a Talent Scouting Culture• Sourcing Techniques– Use of Social Media– Employee Referrals– Direct Source Methodologies– Building and Leveraging a Preferred
Supplier List– Creative Sourcing Techniques
DEFINE ATTRACTION STRATEGY
High Scarcity
Low Value
High ValueHigh
Scarcity
Low Value &
Low Scarcity
High ValueLow
Scarcity
HOW TO ATTRACT TALENT TO YOUR ORGANISATION?
• Strong Employer Value Proposition & Employer Brand
• Build a talent mindset from within the organisation, retention and acquisition
• Differentiate yourselves – Work life balance; flexible working hours;
compressed working week; gym memberships; • Think globally not locally- articulate a
relocation/immigration plan• Quality and functionality of your CRM tool
is critical
WELL CRAFTED JD’S• Candidates are clear on what the role responsibilities are when
applying• It is in plain speak• Its primary focus is as a attraction NOT selection tool.
Oh dear! These excerpts were taken from Microsoft job descriptions! • “The scope of this position is primarily local in its execution scope.”• “Over the next 3 years the re-signing of EAs is a core EG activity
which we will achieve in co-operation with relevant people in SMS&P and BMO as we align for better CPE across MS”
• “The position isn’t being modified however, we are seeking a more senior and experienced sales professional than previously.”
ADVERTISE / PROMOTE THE OPENING STEP # 3
• Online / offline advertising – Media (Roles of seniority, niche skill sets)– Company Website; Intranet; Seek, My Career;
CareerOne; – Innovative ways to recruit - LinkedIn; Ning; Bebo;
Twitter; Facebook;
• Recruit through using networks– Employer Referral Program– Promote from within– Industry forums – Diversity– Longer term strategy is to build relationships
with Universities / schools / colleges– Engage Recruitment /Specialist agencies if required
HOW TO RETAIN TALENT• Once candidates have been hired
– Formal Career development plans– Formal mentoring program– Offer training and development to staff– Reward and recognition – formally and informally– Benefits – review and constantly update in a
competitive market– Remember it is not always about money
CREATIVE ATTRACTION METHODOLOGIES
• I’m looking for a boss – is it you campaign?Http://blogs.msdn.com/acoat/archive/2009/07/12/i-m-looking-for-a-boss-is-it-you.aspx
• Protégé http://www.microsoft.com/australia/protege/http://www.gradcareers.com.au/blog/tag/protege/
