exploring sourcing for executives by donna dolfe
TRANSCRIPT
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Building an Executive Sourcing Team
Donna DolfeSears Holdings CorporationDirector, Global Talent Sourcing [email protected]
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About Me• 3rd SourceCon/ERE Speaker Session• 9 years at Sears Holdings (Hourly, Field Salaried,
Corporate, and Executive FLS & Sourcing)• Started a Global Sourcing team in early 2015 • Recent executive hires from UK, Africa, China,
France, and Australia.
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Session Topics • Executive Insourced vs. Outsourced• Executive Stigmas• Metrics• Costs Efficiency
O'Malley, J. James. "Build or Buy? What to Consider before You Decide"
Www.recruitingtrends.com. N.p., n.d. Web.
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Common Statements by HM’s • External firms have more resources • External firms have bigger networks and
databases filled with active candidates• External firms offer more brainpower • External Firms fill jobs faster to get paid quickly
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Building Intelligence• Review all of your contracts for candidate fees• Compile data of all previous searches • Load into shared location or CRM• Have a fee end date for all previously submitted
candidates • Created a new policy that all search firms must
submit weekly excel docs that included required CRM info
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Don’t have a CRM? Use Excel• Title of Search • Name• Company• Title • Email• Phone• Agency that submitted• On Date – Date submitted• Off Date – Date fees are no longer applicable AVG 12-24 months.
Negotiate this as much as possible
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12 Month CRM Results
• People Added = 3,703• Companies Added = 2,262• Search Fee Expiration Met = 926• Reoccurring Searches = 21
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The Executive Stigma– Executives stick together– Executive recruiting is extremely niche– Executives are best suited to recruit execs– Executives only use search firms – Executives are inaccessible
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Executive Recruiting Resources
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Metrics• Search Fee Avoidance – Typical agency fees are 26-33%
of first year salary • Sourcing Channels – Identifying resources that generate
most qualified candidates• CRM Data• Upload – Number of candidates and companies added
to intelligence portal monthly• AVG Time to Present – Reducing overall TTF and
identifying time to present • Buy-In & Relationships with C-Suite
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Search Fee Avoidance• Base Pay + Sign-on + Cash Guarantee = Year 1• Year 1 x Fee Percentage AVG 33 % = SFA• 2015 Team Goal was $4M for Fiscal Year • As of 09/01/15 we totaled: $4,388,689
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ConclusionThe same sourcing tools you currently use will help
you locate executivesYou have an opportunity to build competitive
advantage over search firms Internal recruiters know your company and culture fit Enhance TA’s overall value at your organizationReduction of expenses Building Relationships to advocate efforts