Jessica Steinberg – Luci Gomes-Bickunas – Matt LeBlanc

BUILDING YOUR TALENT FIELD OF DREAMS

BUILDING YOUR BRAND FIELD OF DREAMS Jessica Steinberg

Director, Talent Brand | CDK Global

►8 Yrs. Building Talent Brand Programs (Digital | Social | Brand) at ADP & CDK Global►Recruited in Agency, Corporate and Consulting

businesses►Became interested in Recruiting while a

Marketing Manager for an early ATS

Unable to capitalize on competitor intel

Inconsistent approach to building talent pipelines/pools for core and pivotal

hiring activities to meet business goals

Undefined metrics and reporting

Difficulties executing a strategic staffing

plan that aligned with our mobile-first,

cloud-first transformation

Over-reliance on executive search

agencies

BEGINNING STATE

WHAT WE BUILT

OKAY…WHAT WE REALLY BUILT

HOW WE MEASURED SUCCESS

Within 6 months - • 94th most searched for by name• Top 25 employer (in traffic) in IT

WHAT WE LEARNED

AGILE IS EVERYTHING <no matter what you build>

BUILDING REQUIRES UNIONS<partnerships everywhere>

Internal: Marketing TeamInternal Comm’sPRSocial Teams

External: AgenciesCreative ResourcesNext Big Thing

Make Your People

the Hero of your brand

story

Steer Employees on your brand story

BUILDING YOUR SOURCING FIELD OF DREAMS Luci Gomes-Bickunas

AMERICAS Sourcing Manager, Microsoft

• 1½ years at Microsoft• 15 years of recruiting/souring experience • Sourcing Manager for the Americas, Microsoft • Managing a virtual team across the US and

LATAM• Speak 5 different languages

Unable to capitalize on competitor intel

Inconsistent approach to building talent pipelines/pools for core and pivotal

hiring activities to meet business goals

Undefined metrics and reporting

Difficulties executing a strategic staffing

plan that aligned with our mobile-first,

cloud-first transformation Over-reliance on

executive search agencies

BEGINNING STATE

SOURCING BIG BETS

BIG DATA DISCIPLINED APPROACH

SOCIAL SOURCING &

ENGAGEMENT

READY-NOW TALENT

PIPELINING

MEASURED RESULTS

WHAT WE BUILT

PROCESS TIMELINE

Alignment Conversations

Planning & Preparation

1-4 Weeks

Building Infrastructure

Calibrate with Stakeholders

5 – 8 Weeks

Mapping External Market

Compete Intelligence

9 – 18 Weeks

Assessment & Validation Sharing

Intelligence & Best Practices

Execution Pipeline & BI

Reporting

Measured Results

19 – 22 Weeks 23 – 26 Weeks

HOW WE BUILT IT

IMPACT

Developedstrongerexternalslatesoftransformativetalent,thatweareabletobenchmarkagainstourinternaltalent.IMPROVED TALENT DECISIONS

Partneringwiththebusinesstobuildacumenandhelpshapedirectionandgoals

ExpandinganddeepeningMicrosoft’snetworks+leveragingcompetitorintel=talentwinsinamobilefirst,cloudfirstworld+lessagencyspend,saving$400K+inthefirstyearalone

DIFFERENTIATED HIRING

Abilitytoinsertgame-changersintocriticalrolesalignedwithMicrosoft’sstrategicvision

DRIVE TRANSFORMATION

STAKEHOLDER ENGAGEMENT

HOW WE MEASURED SUCCESSPIPELINING TOP TALENT

Measuring effort

US & CA: 7-10 candidates per week

LATAM: 3-5 candidates per week

Bi-Weekly checkins

CONSISTENCY

Uniform intake forms, screening templates,

and candidate delivery methods

PIVOTAL ROLESMeasuring Efficiency

7 Submits per week2-4 Offers per month

DATA DRIVEN

Each sourcer responsible for one

mapping or BI project per month

Updated quarterly

EXTERNAL TRANSFORMATIVE

FOCUS

RECRUITING CULTURE

DIFFERENTIATED APPROACH

DATA DRIVEN

WHAT WE LEARNED

Take RisksFail Fast

Fix it Faster

Pilot SmallScale Bigger

Build the Story

Don’t be afraid of

data

Be a consultative

partner

Measure Everything

Deliver on quick wins

BUILDING YOUR RECRUITING FIELD OF DREAMS Matt LeBlanc

Talent Sourcer, Microsoft (Search Wizards)

@matthewjleblancwww.linkedin.com/in/mattleblanc

BEGINNING STATE

BEGINNING STATE

“There’snocryinginrecruiting!”

reduced agency fees to nearly zero (~200 roles in one year)

WHAT WE BUILT

Increased the quality of hire (reduced turn-over)

Built the framework for an internship program to cultivate new talent

Reduced time to fill

Crushed marketing team in follows and engagement online

IMPACT

• Time to Source

• Time to Offer

• Time to Fill

• Hiring Manager Experience

• Candidate Experience

• Speed of build

• Speed of implementation

• Speed of assessment

HOW WE MEASURED SUCCESS

HOW WE BUILT IT

WHAT WE LEARNED

Matt LeBlanc@matthewjleblanc

www.linkedin.com/in/mattleblancLuci Gomes-

Bickunas@lucigb

www.linkedin.com/in/lucigomesbickunas

Jessica Steinberg

@brandistasunite

www.linkedin.com/in/jsteinberg58

THANK YOU!

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