Lindsay Browning Head of Talent Acquisition, EMEA

  LinkedIn

Talent Pipeline with a Twist

#intalent

Charlotte Harris Global Head of Recruitment

Regus Group plc

Niki Brooks Regus Express Recruitment BP

Regus Group plc

Frank Hattann SMB Sales Director, EMEA

LinkedIn

Our Story  The Importance of Pipeline to Scale

#intalent

#intalent

Where we’re going now THE REGUS STORY

Universities

Railway Stations

City Centres t Hotels

Airports

Retail

Community Centres

Business Parks

Home Workers

Service Stations

Partnerships  Together Talent Is Your Number 1 Priority

#intalent

“We need to hire ASAP, what candidates do we have in our pipeline?”

“We haven’t been pipelining”

Addressable Market-not identifying and optimising key talent pools. HM & Recruiter

starts from scratch.

“We’ve spoken to a couple of potentials

already” Met for coffee, pre-screened. Exploring conversations have happened. Start discussions.

“We have candidates who are in “Talent Tribes” and we are engaging them.”

Hiring Manager and Recruiter have collaborated on managing

‘Talent Tribes’ and together have

CoActively engaged &

Interviewed talent.

#intalent

IDENTIFY  

COMMUNICATE  

MANAGE  &  SELECT  

CLOSE  &  ONBOARD  

Hiring  Manager   Recruiter  

CoAc?ve  Funnel  Approach  

#intalent

Hiring pre 2013

 “HR don’t recruit people fast enough for us.”

#intalent

geographic regions: UK, EMEA, APAC & Americas

No system No process No employer brand

4

Centralised staffing teams in each region.

#intalent

What to do?

ENABLE the

hiring

managers

SIMPLIFY the

process

Make it

SCALABLE

Now, Focus on the Core Engagement Collaboration, Communication and Consistency

#intalent

We can assess each candidate’s relative skillset alignment and interest* in LinkedIn to determine a

strategy for approaching them M

ore

Inte

rest

Le

ss In

tere

st

Higher Skill Alignment Lower Skill Alignment

Core Candidates Other Potential

Deprioritise Branding Opportunity

How aligned is their skillset?

Are

they

inte

rest

ed in

Lin

kedI

n?

Relatively high interest and lower aligned skillset – perhaps a fit for

another role?

Have they been InMailed yet?

Relatively higher skillset alignment but lower interest – focus on

building this relationship

Relatively lower interest and aligned skillset

*Skillset alignment is measured using SSI and interest in LinkedIn is measured using Talent Brand Engagement to assess if they have engaged with LinkedIn as an employer on our platform. #intalent

Pipeline Technology

#intalent

Naming How many? Talent Tribes

Skills (Java, Mobile)

Business Units Amount? Keywords (language)

LinkedIn Referrals Recruiter

Job Boards

Willing to relocate Compensation

Availability

New Prospect Outreach Underway

Future Prospect Not a fit

Moved to ATS

Projects Tags Custom Fields Sources Status

Managing Long Term Relationships

#intalent

Follow Up is critical!

Share relevant

information

Send regular updates

Invite to events

#intalent

The Brand Brought to Life

Engagement – hiring manager toolkits

New on line training for the recruitment system: 1

2

3

Advertising Toolkit, new collateral available:

Careers Website improved and developed #intalent

Improved tools, New languages and Thousands of candidates that want to work for Regus!

The localisation of Recruitment is now truly global, with hiring managers in 94 countries selecting their own Talent. We have improved our online training and advertising toolkits and all are available in 14 languages.

Measurements of Success

#intalent

Relationships Matter and Revenue Impact

Long term payoff

Stakeholder Advocacy

#intalent

Short Term Investment

Gain buy in with internal stakeholders

Success Metrics

#intalent

Growth Metrics

Results Metrics Engagement Metrics

Activity Metrics •  Lead growth/Profiles Saved •  Activity growth (Recruiter usage) •  InMail response growth

•  # of HM Searches •  # of Tags/Sources/Status by user •  % InMail response rate

•  # Hired through HM Engagement •  Reduced Time to Hire •  Impact in Revenue

•  % of HM Engaging With Talent Potentials •  # of Prospects in Talent Tribe •  HM sharing profiles with each other

Hiring Manager Survey

#intalent

46% of HMs found the hiring process change from HR taking control of it themselves simple.

71% of HMs did not think anything could have been done better to ease their transition into the RMS.

66%

“Nothing could have been done better – time and experience is enough.”

of HMs found the training that they were given helpful.

“I did go back over it a second time when I was actually in the process of hiring a person rather than just watching the training and I found that it hit all the areas.”

91% of HM opened requisitions on the system with no questions or problems and 92% of these successfully moved candidates through the correct HR status’s on the system.

43% of HM believe that the pre-screening process for candidates is successful, 45% are not sure.

How is this possible when we have a million other roles to fill?

Prioritising, Visibility and Planning

#intalent

Key Take-Aways

#intalent

Partnerships-Stakeholder Buy In?

Engagement-How to Hook?

Measurements of Success-Impact?