out talent your competition; building high impact talent pools

Out-Talent Your Competition

Designing high performance talent-

pooling solutions

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• 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




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




How do you define talent pools and how

does recruiting for them differ from

recruiting for open roles?




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




What are the main obstacles a recruiting

team could anticipate if they decide to

pursue a talent pooling strategy?




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




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




What is the core value derived from building talent pools - for the individual and the company?




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!




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?




Insidejob®

All Roles Are Not Created Equal. So, why take the same approach?

4

3

2

1




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?




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




Talent Pooling & the Social Web

Note: this is a mockup for illustration purposes




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



www.avature.net

Avature Recruiting Solutions

Contact Information

Mike Johnson

[email protected]

503.334.0834

Q & A

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