out talent your competition; building high impact talent pools
DESCRIPTION
On December 15, 2009 Dimitri Boylan, Founder and CEO of Avature (tweet @avaturecrm), Trevor Vas, Managing Director of Human Capital Management Solutions (tweet @trevorpvas), and Susan Burns, Chief Talent Officer of Talent Synchronicity (tweet @talentsynch), gave this presentation on building talent pools that align with the strategic business objectives of the organization and move the recruiting function towards proactive from reactive. You can also view the webinar recording here http://ow.ly/MubdTRANSCRIPT
Out-Talent Your Competition
Designing high performance talent-
pooling solutions
www.avature.netCopyright © 2009 Avature. All Rights Reserved.
Things you should know….
• Submit questions during the presentation
• Slides will be available after the webinar
• We’re recording today’s discussion
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Join the conversation -
Dimitri Boylan
CEO, Avature
Trevor Vas
Executive Director, HCMS
Susan Burns
Chief Talent Strategist, Talent Synchronicity
www.avature.netCopyright © 2009 Avature. All Rights Reserved.
Agenda
• Talent Pools Vs Active Requisition hiring
• Building the Compelling Case - define, align and deliver
• Developing a Solution and Path to Success - what’s your ROI & personal equity factor
www.avature.netCopyright © 2009 Avature. All Rights Reserved.
How do you define talent pools and how
does recruiting for them differ from
recruiting for open roles?
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What is a Talent Pool?
What is a Talent Pool?
A community of qualified candidates who can be engaged over time to fill vacancies
Usually identified by tapping passive candidate markets to identify the brightest and most capable individuals Direct/
Proactive approach
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What are the main obstacles a recruiting
team could anticipate if they decide to
pursue a talent pooling strategy?
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Obstacles Are Simply Opportunities• Defining the business problem &
gaining insight into future capability
• Engaging hiring managers
• Managing expectations between recruiters and sourcers
• Structuring the talent function - dedicated recruiters / sourcers with right skills and mindset
• Access to the right technology
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Gaining Executive Buy In for the Talent Pool
• Develop metrics to monitor your Talent Pool’s efficiency and effectiveness
• Develop a comprehensive business case that clearly outlines the recruitment cost savings from having a talent pool
• Encourage senior stakeholder sponsorship and participation to ensure talent pool success
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What is the core value derived from building talent pools - for the individual and the company?
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Talent : Business Strategy Alignment
• Tie talent insight to business strategy - know what it takes for the organization to win
• Help the organization mitigate risk - future projects
• Improve resource allocation
• Gain competitive insight
• Incorporate external succession planning
• From intangible to tangible
• Enhance your credibility and build personal equity!
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Are talent pools appropriate for all types
of roles?
What approach should be taken to
identify the types or groups of roles that
would deliver the highest return from
talent pooling?
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Insidejob®
All Roles Are Not Created Equal. So, why take the same approach?
4
3
2
1
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If I’m building a talent pool am I also
building a talent community?
What specific actions would differentiate
the company’s employment brand and
build a more engaged talent community?
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Developing CRM Tactics
What does thecommunity value?
What is your level of commitment?
Relevancy Consistency Personalization
Know your audience
Motivation to join XYZ Ltd and EVP MatchX
YZ
Co
mp
ete
nc
y M
atc
hHigh
Hig
h
Low
Lo
w
D
C
A
B
Medium
Me
diu
m
High-touch CRM Tactics
Invitation to targeted company events
Meet with senior stakeholders in the business
Receive mentoring opportunities
Skills assessment
Low motivation to join XYZ and poor capability
profile
High motivation to join XYZ but poor capability
profile
High motivation to join XYZ with highly
desirable capability profile
Low motivation to join XYZ but
highly desirable capability profile
Motivation to join XYZ Ltd and EVP match
XYZ Ltd
Competency
match
High
High
Low
Low
Medium-touch CRM Tactics
Invitation to XYZ ÔsocialÕ or networking events
Meet regularly with XYZ ambassador
Participate in XYZ career planning workshops
Low-touch CRM Tactics
Access to blogs , podcasts Invitation to join XYZ social
network e .g. Facebook , My Space
Receive free samples of product
Receive email updates from XYZ on company activities
Increasing automation
Proposed approach for deploying CRM Tactics
Incremental CRM Tactics
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Talent Pooling & the Social Web
Note: this is a mockup for illustration purposes
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1
Source & AttractSocial Networks, Blogs, Job Boards, Directories, OpenWeb, Micro-sites, bulk data upload
2
EngageEmail or SMS directly from the Avature System, in bulk or one-off
3
Profile and SegmentUse tags, custom fields, workflows, notes to build a complete profile
4
CRM & WorkflowBuilder
Manage relationship with candidates and clients. Using email, sms enabled by workflow management.Create bespoke client applications
5
Recruit & PlaceRecruit or export the data to your RTS
Reporting & MetricsDashboard style reporting with metrics driven around pipelines, segmentation, and CRM activity
Methodology Overview
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Avature Recruiting Solutions
Contact Information
Mike Johnson
503.334.0834
Q & A
If you’d like a copy of today’s presentation send an email to Mike Johnson.
All attendees will receive a link to the recording once its posted online. www.avature.net