passive talent pipeline: how to determine if its right for you
DESCRIPTION
Slide deck for ERE Webinar delivered on July 2, 2014TRANSCRIPT
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Passive Talent Pipeline: How to Determine if its Right for You
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Webinar Roadmap
Social MediaRevolution
RelationshipTalent
Landscape
Talent Segments Intelligence
Social Data Valuable Information
Passive Talent Pipeline: How to Determine if its Right for You
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Sourcing is Top TA Priority
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Top Strategies for TA
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Identify Target
Audience
Aggregate Data
Prospect Engagement
Ongoing Engagement
Talent Audience
Target Talent
Audience
Talent
Lead
Qualified
LeadCandidate
New Hire/
EmployeeAlumni
Identify Target
Audience
Aggregate Data
Talent Marketing
Tactics Employed
Prospect Engagement
Ongoing Engagemen
t
Strategic Sourcing Model
Talent Pipeline Initiative
Strategic Talent Acquisition Model
Talent Pool
A Talent Pool is a target audience or segment that have been roughly pre-qualified and will be part of an outreach initiative; usually a one off effort.
Talent Pipeline
A Talent Pipeline is a pool or target audience that we are engaging and relationships are being cultivated by iterative outreach. New prospects are added to this pipeline as they are identified.
Talent Community
A Talent Community is an interactive group of people joined together by a common interest or affinity that offers the ability for its members to communicate with each other. It is about them, not about us.
Talent Network
A Talent Network is an automated job alert system of Lockheed Martin jobs that prospect’s select when joining. It is about us, it is not about them.
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Why Build Talent Pipelines…
Active candidate strategy, i.e. “advertising” is not working-takes nearly 1000 visits per hire
ATS technology transaction focused-”apply & goodbye”
Lack of accurate metrics from our vendor partners
Candidate experience lacking; we have created a black hole
Shift in job seekers behavior from job board searches to web based searches
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Talent Pipeline Influences
Social MediaRevolution
RelationshipTalent
Landscape
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Social MediaRevolution
Talent Expects Us to Be Social
Talent Expects Us To Be Social Engaged
Talent Expects Us to Be on Social Platforms
Talent Expects Us To Provide Relevant Information
Talent Expect Us to Be Transparent
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Relationship
1. Web 2.0 to Web 3.0
2. Era of Relationships and loyalty in going to be key
Pronunciation: gwanˈCHē
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Talent Landscape
Talent Landscape data…
1. Talent Shortage
2. The Rise of Passive Candidate
3. Prospects are willing to listen our pitch, but somehow we are not communicating it to the right media.
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Talent Shortages
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Aberdeen Research
Staffing.org Towers Watson Beyond.com0
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20
30
40
50
60
70 64
5361 65
Shortage of Required Skills
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The Rise of the Passive Candidate
2006 2009 2010 2011 2012 2013 20140
10
20
30
40
50
60
PassiveNeutralAcitve
©2014 Corporate Executive Board. All Rights Reserved.
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2006 2010 2012 20140
10
20
30
40
50
60
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26 26 26
45
2326
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Very Passive to Somewhat Passive Neither Active Nor Passive
Some Active to Very Active
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51 48 55
Very Passive to Somewhat Passive
©2014 Corporate Executive Board. All Rights Reserved.
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0
10
20
30
40
50
60 Very Active
Active
Both Active & Passive
Somewhat Passive
Passive
©2014 Corporate Executive Board. All Rights Reserved.
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Sweet Spot
6 months 2 years 4 years 6 years
@Inside the Brain of the Passive Candidate; Entelo Whitepaper 2014
So the sweet spot for recruiting passive candidates is usually between 10 months and 4 years with “spikes” at 10 months, 21-22 months and around 45 months.
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The Long Tail of a Job Search…
66 percent of respondents said they thought about looking for a new job within six months before actively searching.
@CareerBuilder CANDIDATE BEHAVIOR 2012:
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Open to Changing Jobs
Ca-reer-
Builder
LinkedIn Monster Jobvite Glassdoor CEB-CLC0
10
20
30
40
50
60
70
80
90 77 80 7971
84
67
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They Say They Are Interested, But…
67% told sourcers they were open to a new job26 % of that group misrepresented real interest
©2014 Corporate Executive Board. All Rights Reserved.
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Elements of Talent Pipeline
Talent Segments Intelligence
Social Data Valuable Information
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Talent SegmentsIntelligence
1. It is not an active vs. passive conversation; I want all of them
2.Think 1-5 years out in terms of strategy
3.Think about our target audiences and map strategies to their behaviors
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Talent Segments: Talent Supply
RF Engineers (Occupation)
RF Engineers
(Filter: Skill)
RF Engineer (Filter: Skill)
RF Target Audience
47,000
10,000
1700
400
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Talent Landscape:
RaytheonBall
L-3
Alliant Techsystems
Honeywell
Space Systems
Loral
General Dynamics
Orbital Sciences
Crane Aerospace
Harris
Boeing
CompetitorsTalent Supply
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Top Job Elements When Changing Jobs
Benefits & retirement plan Benefits & retirement plan
8%
Work location/commute 14%
Compensa-
tion 13%
Interesting work 29%
The company (reputa-tion, bran
d, im-age, etc) 7%
To keeping se-cu-rity
clearance cur-rent & ac-tive 11%
Program
mission 18%
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Elements of Interesting Work
Your colleagues & team 14%
Your boss 9%
Professional growth 27%
Promotion or advancement 8%
Work life balance 19%
Program mission 23%
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Web 3.0 Engagement Platform
Lockheed Martin contact
Business Related Video Content
Highlight Business
Welcome LetterWelcome Video
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Social Data
1.Take advantage of all the data that is available
2.Aggregate data from variety of sources-all kinds of social aggregation tools available
3.But don’t forget to go deeper
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Sourcing-Go Deep and Wide
©2014 Corporate Executive Board. All Rights Reserved.
Online tools cause sourcers to contact easy to identify names, rather than to think critically about the targets.
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Valuable Information
1.Become a career coach
2.Become an advocate for the prospect’s candidacy
3.Provide valuable profession related content
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Talent Web Behaviors | Activities
Active
Ads, Keyword searches
Neutral
Personal & Business Networks
Passive
Career Development
Content
Very Passive
Project Related Content
Key Words-jobs Resume-How To Tech Briefing White Papers
Job Boards Salary Info Networking Events Tools
Personal Networks Personal Networking
Sponsorship at Conferences
Webinars
Salary Info Business Networks
Inside Scope Training
Social Networking Social Networking Social Networking Social Networking
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Marvin Smith
Strategic Talent Sourcing Consultant Global Talent Strategies & Solutions
Lockheed Martin
@talentcommunity
www.linkedin.com/in/marvsmith/
Current duties:• Talent Community Strategy• Talent Pipeline Initiatives• TA Strategy-thought partner• Social Recruiting• TA Technology & Tools
