building a talent acquisition field of dreams: if you build it, they will come! | talent connect...
TRANSCRIPT
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Jessica Steinberg – Luci Gomes-Bickunas – Matt LeBlanc
BUILDING YOUR TALENT FIELD OF DREAMS
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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
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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
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WHAT WE BUILT
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OKAY…WHAT WE REALLY BUILT
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HOW WE MEASURED SUCCESS
Within 6 months - • 94th most searched for by name• Top 25 employer (in traffic) in IT
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WHAT WE LEARNED
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AGILE IS EVERYTHING <no matter what you build>
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BUILDING REQUIRES UNIONS<partnerships everywhere>
Internal: Marketing TeamInternal Comm’sPRSocial Teams
External: AgenciesCreative ResourcesNext Big Thing
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Make Your People
the Hero of your brand
story
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Steer Employees on your brand story
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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
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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
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SOURCING BIG BETS
BIG DATA DISCIPLINED APPROACH
SOCIAL SOURCING &
ENGAGEMENT
READY-NOW TALENT
PIPELINING
MEASURED RESULTS
WHAT WE BUILT
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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
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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
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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
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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
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BUILDING YOUR RECRUITING FIELD OF DREAMS Matt LeBlanc
Talent Sourcer, Microsoft (Search Wizards)
@matthewjleblancwww.linkedin.com/in/mattleblanc
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BEGINNING STATE
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BEGINNING STATE
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“There’snocryinginrecruiting!”
reduced agency fees to nearly zero (~200 roles in one year)
WHAT WE BUILT
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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
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• 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
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HOW WE BUILT IT
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WHAT WE LEARNED
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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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