Ms. Becky Franzen has been in the Talent Acquisition field for the

past 16 years, with the past 7 of those being in the RPO industry.

Becky offers a unique combination of successful leadership

experience with a particular focus on building sourcing teams, the

design, implementation and management of best-practice

sustainable recruitment solutions.

Ms. Franzen is currently the Managed Recruitment Solutions Director

for Employer Flexible, a HR Outsourcing company based in Houston,

TX.

Prior to joining Employer Flexible, she worked for a large RPO

Provider managing sourcing & project teams. Becky has also worked

with clients nationally in managing the deployment of customized

solutions, utilizing best practices and the latest recruitment process

efficiencies in each project she manages. She has orchestrated and

led multiple high volume initiatives for major Fortune 500 clients.

Ms. Franzen holds a Bachelor of Science degree in Political Science

from Texas A&M University, is a member of PMI, holds a Six Sigma

Green Belt Certification and recently received her certification for

Human Capital Strategist designation.

Presenter:

Becky Franzen

Agenda The take away for this session is to give you insight and tools into the

strategic and tactical way of structuring a sourcing team that supports Talent

Acquisition corporate initiatives.

Why Sourcing?

Defining what Sourcing Is & Isn’t

Determine your needs

Structure

Tools

Metrics

Lessons Learned

Question & Answer

Why Sourcing?

It’s the new trend in Talent

Acquisition?

Because that’s what someone

higher up said to do?

We can’t find enough qualified

people.

My team is spending too much

time interviewing and not able

to recruit.

Job postings aren’t working

anymore.

What is Sourcing?

There are 2 schools of thought Seeking out qualified candidates to fill current or future hiring

needs.

Any of the back-office administrative tasks such as reviewing

resumes, posting jobs, pre screening candidates, and utilizing

social media to build brand awareness.

Strategy- What is your need?

Output

Goal

Goal Goal

The 1st step in building out any sourcing

function is to determine what the need(s) is.

Focus on the goal.. What is the desired result?

Pipeline development?

Better Quality?

Higher Quantity?

Building a robust talent network?

ATS Management?

Drive traffic to the recruitment team?

Sourcing Team Now that you have an understanding of what your Goals/Needs are, you can

decide how you want to structure that team. Every situation requires

thoughtful consideration and should be aligned specifically to your goals.

Client Specific

Integrated team 1:3/4

In-depth knowledge of client

SLA’s/metrics easier to track

Consistent process

Sourcing done more per requisition

Shared Services

SME for job functions

SME for industry functions

SLA’s hard to track/measure

Scaleable for business needs

Better for pipeline development

Utility

Scale up/down as needed

Contractors or Outsourced

Generalists

SLA’s hard to track

JIT

More Sr. Level talent

Other

Special Needs (social media)

Administrative

Non billable functions

Strategy- Structuring Team The Sourcing team structure will look different to every company.

Building the team ties back to your initial goal.

Level of difficulty?

Locations

Supply/Demand of talent

Level of interaction from team (screening)

Volume

Time Frame

Level of Difficulty

Difficult roles will typically require your

sourcing team to have advanced Boolean

training, ability to do name generation,

networking capabilities, and the ability to

talk to Senior level candidates in a

professional manor.

Medium roles are more versatile meaning you can

take a Junior to experienced Sourcer that has

ability to utilize boards, Internet and networking

skills.

Easier roles allow for entry to junior level

Sourcer to create pipelines of candidates

through an abundance of resources in a short

period of time.

Building Credibility

• Before starting any sourcing project, conversations need to be had.

– Intake call with the Hiring Manager & Recruiter

– Give overview of strategy and search targets

– Explain timeline and when/what to expect

• Regular update meetings/feedback on search

Tools for Sourcing

So now you have your team planned out, what

tools will they need to be successful?

*This list is a very small portion of tools that are available

Database Job Posting Associations/

Organizations Social Media Misc. Tools Lists/Research

Internal ATS Data frenzy Weddles Hootsuite mailtester.com Hoovers

CRM Broadbean Wikipedia Tweetdeck bit.ly Zoominfo

Paid sites Bullhorn

Reach manageflitter.com Data.com

Non-Paid Sites Jobvite zoho.com Spokeo

booleanbar.com Pipl

Metrics Can you measure the sourcing function? Yes and No

Metrics must be predictive and actionable based on the end result/goal. For example, if your business goal is to build a pipeline of potential candidates based on a

repetitive skill set, measuring your sourcing team on time to fill is not going to work (today).

What it will give you (if you have trend information on how long it took previously) is how

much time was saved by having a ready to go pipeline rather than JIT.

Your data needs to provide information that can be acted upon by indicating trends.

Metrics must be tracked over time in order to generate internal benchmarks and analyze

internal performance.

Time and ROI will affect the quantitative aspects of recruitment metrics, while

productivity, retention rate, efficiency, and candidate performance include the qualitative

aspects.

You can measure anything*, however you need to define what it is you are measuring and ensure you have

some benchmark to compare it to. Most importantly, it needs to be tied back to the original goal. *Technology is key, it has to be capable of producing analytics or reports

Benefits/ROI

Drives your costs down Taking administrative tasks away from recruiters

More qualified candidates from a larger outreach.

Recruiters are more effective supporting Hiring

Managers as “experts” and driving process.

Time to fill decreases as pipeline is built

More qualified/volume increase with larger outreach

Candidate experience is positive

Sustainable versus “just in time”

Lessons Learned

1. One size does not fit all

2. Before you do anything, determine what metrics you want to track and make

sure you have the technology that can report on it

3. Change Management- Ensure you have key stakeholders to back you up.

4. Your sourcing success will mirror the sourcing maturity of your Talent

Acquisition team.

5. Training- Ensure on-going training for all levels

6. Recruiters do not necessarily make good sourcers

7. Awareness- Keep a pulse on team members that are struggling with sourcing

concept and address it immediately.

8. If it doesn’t work immediately, don’t give up

9. As Sourcing evolves, it will become more focused on data analytics

10.Have fun!