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Smart Sourcing Kevin Walters Global Sr. Talent Acquisition Recruiter

Designing and implementing a sourcing strategy with Boolean, CRM or Social Networking tools

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Smart SourcingKevin WaltersGlobal Sr. Talent Acquisition Recruiter

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Hello, I am Kevin Walters. Today I am going to teach you how to build your own customized sourcing strategy in 15 minutes so you can find qualified candidates that other sourcers/recruiters cannot find. We will discuss how you can use various sourcing tools to implement a Smart Sourcing strategy.

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Engagement ManagerPosition Requirements:B.S. Degree in Industrial Engineering, Logistics, or Information Systems. MBA preferred

7-10 years of prior software implementation consulting experience with at least 5 - 10 years of WMS or supply chain software experience

10-15 years of experience leading a professional services group

Exceptional written and oral communication skills

Resource planning and management experience with supply chain systems and software implementations

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.We have all seen this right? This is an example of a standard job description that you might receive from your one of your clients or hiring managers. In fact, this is an actual job that I am currently recruiting for. Now lets look at how we can use this to source our ideal candidate.2

Agenda4 Steps to Creating Your Sourcing StrategyResearch and Market IntelligenceSourcing ToolsInternal Sourcing MethodsExternal Sourcing Methods

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.So this is the purpose of today, we are going to talk about the 4 steps to create your sourcing strategy.3

What is Sourcing?

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.But before we dive into the 4 steps, lets define sourcing? Anyone want to take a stab at this? How would you define sourcing?4

Sourcing is a talent management discipline focused on the identification, assessment and engagement of skilled candidates using proactive recruiting techniques.

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Why do we need to source? A sourcing strategy is designed to find the best qualified candidates for your search. One of my favorite reality shows is Top Chef I like this show because 10 people are selected to cook a dish with the same ingredients but each produce different results. The winning dish is always the one that taste the best because they picked the right mix of ingredients. It doesnt mean the other dishes were all bad however 1 dish stood out above the rest. Similar to sourcing, we identify candidates and through our e

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#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Now lets take a look at this move clip. This clip is called breaking bias from the Brad Pitt Movie, Moneyball. This is a great movie, I highly recommend it if you have not seen it. This great example of how data analytics and metrics can be used in sports to source the right players based on their performance.6

Research and Market IntelligenceStep One

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Ok , how do we begin, Lets start with Step 1, Research & Market Intelligence7

Discovery Meeting

Intake meeting with your customer or internal hiring managerFind out who are the top performers and whyGather data about competitors

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.During the Research and Marketing phase, set up a discovery or intake meeting with your client. This is the most important step in the process because it enables you to find out what your ideal candidate should look like.

Gather data and build a list of the top competitors in your industry. Why? Because that is a good place to start looking for the right candidate.

Look at the reviews of the high performers on this team to determine what makes someone successful in this role.

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Track Record

What does the person in this role need to actually do and accomplish in order to be considered successful?

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Ask the hiring manager or client this key question, what does the person in this role need to actually do and accomplish in order to be considered successful?

Who does he/she consider to be their top performer and why? Why are they successful? What is it that differentiates them from other members of the team.

These are the areas you will want to focus your sourcing on.

If your candidates track record answers these questions positively then they could be the right fit.

As a Talent Consultant, your job is help the hiring manager truly understand what they are looking for. A lot of times they are just focused on their required skills (MBA or 10 years of x or y), when in reality they need someone who has demonstrated a successful track record of performance in that job.

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Sourcing ToolsStep Two

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Ok, lets talk about tools.10

Review Current Sourcing Channels

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Career Sites, ATS. LinkedIn, Social Media, Email Marketing, SEO, Boolean Search, Agency Search, Phone Sourcing, Promotions, Referrals, Networking, Mobile, Corporate Promotions

What tools should we use? SEO, Boolean strings, Facebook, LinkedIn, CRM, BullHorn, Social Networking, Employee Referrals. My top 3 favorites are LinkedIn, Boolean Strings and Employee Referral Campaigns. Why, because if used properly they can yield you the highest results. There are a lot of tools out there, the key is to figure out which ones will give you the most bang for your buck. I would suggest you begin with your top 3 and track the results.

Here are a couple of slide examples using some of the tools I just discussed.

Please keep in mind, sourcing is about using multiple channels to find the best candidates. Not all tools are created equally Some will yield better results than others depending on who or what you are looking for.

After my presentation, Michael will dive in specific techniques on how to use some of these tools.

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Review Current Data Analysis Tools

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Also, I recommend examing data analysis tools like Wanted Analytics

Wanted Analytics pulls data from job ads for 2.45 million companies by creating spiders for more than 25,000 sources including job boards and corporate web sites.

This tools provides several features, Heat Maps, statistics and robust metrics on salary data, trends, competitors and the best markets for finding talent in your industry.The benefit is to provide you with the use of real-time business intelligence data on jobs, employers and talent to make better decisions faster.

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*Data Source: WANTED Analytics

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.*Data Source: WANTED Analytics14

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Selecting a Sourcing Method

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.(Your sourcing strategy will vary depending on the business, industry and research that you collected.

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Internal Sourcing MethodsStep Three

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Direct Sourcing Using Internal Channels Scrub ATS and job boardsCreate Boolean search stringsLaunch employee referral events Leverage and internal resourcesEngage new hires on first day Bi-weekly blast of current openings Create Talent Network

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Internal tools are tools that your company has paid for or given you access to. 1) Utilize internal collaboration tools like Yammer to engage employees, promote referral programs and giveaways to drive referrals. 2) Educate and engage new hires on their first day about the importance of giving referrals. 3) Develop a talent pipeline of candidates and push out the latest company/industry news to gain followers.

Scrub ATS and job boards. Create Boolean search strings, i.e. (Lead* and P&L and Consulting OR Services and software and "supply chain" OR ERP OR CRM and "project implement*")

Launch employee referral engagement events: Yam Jam. Leverage and target internal resources for referrals.

Bi-weekly blast of current openings Spotlight key jobs on internal communication sites

Promote referral programs.

Use Talent Network to grow network

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HR MattersJoin the MA Talent Acquisition Yam Jam!Friday, October 4th | 10:30 AM 11:00 AMYou are invited to participate in the online discussion to learn about whats going on in the busy Talent Acquisition department, including how you can help us find new hires for our growing organization. Find out how you can earn a bonus and listen to actual employee referral success stories!The team will be ready to answer your questions about our current job openings and the process of how you can refer a friend or former colleague.We look forward to jamming with you this Friday morning!Click here to join: Team - MA Talent Acquisition

Manhattan is committed to attracting and cultivating an inclusive environment that leverages unique backgrounds, experiences, and perspectives. Our commitment is the cornerstone of a dynamic culture that allows us to work collaboratively to drive innovation, providing us and our customers with a competitive edge.

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.External Sourcing MethodsStep Four

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.External SourcingOutsource model Blast market approach Find your nicheNetworking events

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Outsourced model Outsource passive sourcing strategies to external resources in countries like India etc.Hire an external contractor to focus on direct sourcing from industry competitors

Blast the market with a swat approach Utilize niche agency vendors, set up aggregators and Google Alerts or RSS feeds with keywords to find passive talent.

Find your Niche or tribe Research, track and use sources that produce actually results, LinkedIn hires to date -20, internal referrals -35, Alumni sites -10, FB - 0, networking events 30 and team blitz events.

Networking events- Join TAG, SHIRM and other industry organizations that can bring you closer to your tribe. (Board of TAG SC&L and TAG Recruiting)

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Linkedin

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.BullHornReach

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Sourcing Checklist

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Manager Feedback I thought he was excellent. His knowledge and his experience would fit in well with what we are trying to accomplish. He has the consulting as well as technical skills. His current role has more P&L and HR responsibility but from our conversation he wouldnt have a problem if some of those responsibilities were removed or lessened, I explained how our project teams work vs. his current situation. However, I think based on his experience we would be looking at him to fill the Sr. Director role.

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.So, if you have done everything right; Research and Market Intelligence, Selecting Sourcing Tools and incorporated your internal and external sourcing methods, this is the type of feedback you hope to receive.

I thought he was excellent. His knowledge and his experience would fit in well with what we are trying to accomplish. He has the consulting as well as technical skills. His current role has more P&L and HR responsibility but from our conversation he wouldnt have a problem if some of those responsibilities were removed or lessened, I explained how our project teams work vs. his current situation. I would think that based on his experience we would be looking at him to fill more of the Sr. Director role.

Focus your efforts on sourcing the type of person who has the skills for the role you are trying to fill. Avoid the trap of only looking at credentials, i.e. years of experience, MBA, 3.5, GPA etc.

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Kevin Walters LinkedIn: www.linkedin.com/in/kevinwalters/Twitter: @top2krecruiter and @tag_logisticsOffice Email: [email protected] Email: [email protected]

Connect with me

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Q&A

#Copyright 2014 Manhattan Associates, Inc. Strictly Confidential. Not for Distribution.Now remember to use these 4 steps to build your own Sourcing Strategy to help you find those candidates that other recruiters and sourcers will not find. Any Questions?26

Deliverables List by DateLast Update: 7.29.2010

DTT Global Communications

As One: Deliverables List

ItemContactLaunch DateAudienceAs One Posters Brian Resnick16-AugAll Deloitte People

As One Graphics Brian Resnick16-AugAll Deloitte People

100 Leader Book Sonny Chheng/ Ray Lewis23-AugTop 100 Global Leaders

Engagement Kit (Case Studies/Leader Messages): Case studies member firm leader communication brand marketing communication leader message communications guide

Sue Freedman30-AugMF Brand/MarComm/BD/ Service Line Leaders

As One at a GlanceStrategy Team7-SepLeaders, PPDs, Deloitte People

Deloitte at a GlanceJim Mion7-SepLeaders, PPDs, Deloitte People

As One Roadshow PresentationStrategy Team7-SepGlobal Leaders, MF CEOs, CSOs, Functional/Service Leaders

As One Portal Divyesh Jevtani7-SepAll Deloitte People

Videos:

Infomercials History of Deloitte As One Spots New Launch VideoDivyesh Jevtani7-SepAll Deloitte People

As One PC Wallpaper Gretchen Schulfer7-SepAll Deloitte People

Town Hall Kit PowerPoint communications guide key messages & signage additional custom content by regionJeff Zwier9-SepPPDs and All Deloitte PeopleOn the Road Kit PowerPoint communications guide key messages & signageJeff Zwier13-SepPPDs and All Deloitte PeopleAs One Interactive Exhibition/Display Stand Tony Sicoli1-OctNew Partners

Wall of Fame Recognition Program Program descriptionJeff Zwier15-NovAll Deloitte people Wall of Fame Recognition Program video portalDivyesh Jevtani15-NovAll Deloitte people Wall of Fame Recognition Program PPT FAQ document user guide sample certificationJeff Zwier15-NovAll Deloitte people As One Wallet Card Ravi Srinivasan/ Jyoti Chopra1-DecAll Deloitte People

Sourcing checklist

Manhattan Sourcing ChecklistFilled out byDateJob/Role Description (attach)What does the person in this role need to actually do and accomplish in order to be considered successful? Synonym TitlesCompetitors / Target CompaniesClients / PartnersfdfadfdafsasdInternal Sourcing MethodsSourcing DaysATSJob BoardsBoolean Search StringsLinkedInInternal Referral Programs.Yammer / HR WeeklyEmail MarketingFaceBookTwitterSEOCareer Mobile SiteExternal Sourcing ModelsAgency SearchIndia or Contract RecruiterGoogle Alerts/RSS FeedsNetworking TAG EventsAlumni Sites & OrganizationsConferencesPreferred SchoolsDiverse Organizations/GroupsAssociations

&P of &N