Managing Talent pipelines - specific roles vs. generic talent pool 1

Managing Talent pipelines- specific roles vs. generic talent pool

Martin DangerfieldSenior Manager, Talent Acquisition, EMEA

Ww www.martindangerfield.com/blog

@MDangerfield

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What to expect today...• Me

• The question

– Are talent pools just a ‘Buzzword’

• What we have done at Symantec

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Symantec – Our approach to talent acquisition?• $6.95Bn business

• 4th Largest Software company in the world

• Proactive direct recruitment team – central and regionally based

• EMEA - c1500 hires – 29 countries

• Direct team – based geographically

• VP through to EMEA Sales Hub

• Huge business change programme

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Talent Pool vs. Talent Pipeline – what do we mean?• Talent warehouse – just the data

– ½ step on from database – source data, some analysis

• Talent Pool/Bank – Open and generic roles

– Engaged that have already been spoken to and part assessed – skills/culture

– Groups of people (normally external) with whom a recruiter/organisation maintains a direct individual relationship for the purpose of future employment, both permanent and temporary, while not currently employing them

• Pipeline – more specific roles – old school long list

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Are talent pools just a ‘Buzzword’ ?

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The practical bit – what we do• What you are hiring for makes all the difference

• Business as usual hiring– Internal/external search– Market/advertise/proactive search

• Senior/Critical/Rare Hires – Old School long list approach – a ‘near time’ pipeline– Research based– Succession planning– Internal & external – don’t be too quick to go external

• Talent Pool/Puddle– Ties into workforce planning– Location based– Projects

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Talent Pool - What works• Locking into recruiter objectives– Business need driven– live pool of x engage pipeline Talent pools– 80/20 rule – open vs. Pipeline

• Feeding in Employee referrals & New starter referrals• Volume/ repetitive roles

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Talent Pool – Work in progress• How to Track/engage with pools– Tools needed to make it work– Never forget a birthday– Keeping in touch tough

• Be fussy – don’t pool for everything• Be transparent with candidates– tell them what you are doing – but they might not get it

• Internal talent

• Consistency

• ‘Proper marketing’– Market opportunities, news, ideas etc. but NOT jobs. – Engage across multiple channels e.g. email, blog posts, twitter etc. – Dedicated landing page with relevant content & easy registration

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What we have found benefits to be• Find better candidates faster

– At the moment they are needed – can short cut to interview

– A primary concern among business leaders/hiring managers is balancing quality of hire with speed of hire

• If you can link with internal talent – very powerful tool

• Agency database too broad – your own pool is relevant

• Regular dialogue opportunity – increase in referrals

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Conclusion - What you got• Me

• A discussion about talent pipelines

• Some examples of what works at Symantec

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Questions?

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Thank you!

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This document is provided for informational purposes only and is not intended as advertising. All warranties relating to the information in this document, either express or implied, are disclaimed to the maximum extent allowed by law. The information in this document is subject to change without notice.

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Martin Dangerfieldmartin_dangerfield@symantec.com+44 7827 983842