telatn gemtnaaem

Talent Management

gihh incamatenen *clue – two words often used to

describe Hiring Managers

High Maintenance

upplre riqrelsu

Purple Squirrel

Melissa & Michele Thompson Global Executive Director, Talent Acquisition, Citrix

Client Delivery Manager – Sourcing, Diversity & Veteran Recruiting, Randstad Sourceright

The Five Step Guide:

Finding the Purple Squirrel

Today’s

agenda

Defining the Hunt

Are you in the Right Forest?

Seeing the Forest for the Trees

Stocking the Toolshed

It takes a Village, People

Put a Bow on it

Takeaways

Q & A

Purple Squirrel \ˈpər-pəl\ ˈskwə-rəl, noun

From the mythicus difficultus animal family

Defined as a rare yet highly

coveted being. Possessing

legendary skills, epic experience

and encyclopedic industry know-

how. This guru is absolutely

essential for prosperity, success

(and the sanity of talent acquisition

staff) in companies large and small.

Looking for me?

Last Purple Squirrel Sightings

It’s Monday, your recruiter needs 17 purple squirrels who rollerskate backwards, speak Leprechaun and program for both Android and

iOS hired for the Dayton, Ohio by next month. There are six known in the world. (Only 2 have US visas)

HAPPY HUNTING!

Define the hunt:

Recruiting v Sourcing

Creating Synergy

Feedback

Recruiting

Sourcing

If you don’t have a dedicated

sourcing team, your recruiters

must be skilled in sourcing

methodologies to attract and

engage purple squirrels.

Partnership

Recruiting Funnel

- Recruiter provides

manager feedback

- Sourcer provides

market intelligence

- Feedback loop drives

successful hire

Intake

Calibration

Market Intel

Candidate Experience

Successful Hire

Are you even in the right forest?

If you have no idea where you are going,

the truth is – any road will get you there.

Start with a plan.

Melissa Thompson

(who does not believe in chaos as a talent acquisition strategy)

Variation on Lewis Carroll quote

Recruiting case study

4

7

11

6 7

0

2

4

6

8

10

12

Southeast Southwest Northeast Northwest Central

Networking Sales Project - Americas

Hire 35 Networking Sales

Specialists

• Marketing – develop the value

proposition for this role

• Objections – identify and be

prepared to combat objections

• Process – weekly executive

updates

• Sourcing – job boards, ERP,

research

• Result – 34/35 hired in 60 days

Sourcing Case Study

35%

29%

11%

10%

8%

Not in Market Comp not in range EVP unclear Competitor Near Interview Process

• Solving for 30 Javascript Engineers in

Richmond, VA

• Wrong Forest

• Wrong Bait (attraction strategy)

• Other Hunters after the same Squirrel

• Result – 27 hires out of 2 events in 6

months

Seeing the forest for the trees

If recruiting is like fishing with a net,

then sourcing is choosing the correct

bait and knowing where to drop a line.

Michele Thompson

(because the talent acquisition end game is to catch a fish)

Pipeline Management and Growth

Recruiters regularly review the system for new applicants

Sourcers pipeline continuously even without active reqs

Active vs. Passive

Recruiter

Career Website

Job Boards

Employee Referrals

Internal Movement

Silver Medalists

Sourcer

Email Campaigns

Social Media

CRM Management

Creative Search Methodology

Keep Warm Campaigns

Tip: For purples squirrels, stay warm and fuzzy, keep the generic email templates to a

minimum.

17% response to “Hey, I saw your resume

today.”

54% response to “Here’s what’s new at XYZ

company, join our network if interested.”

Source: Michele Thompson, 2014 – 2016 Randstad Sourceright client data

Stocking the Toolshed

1. Candidate Outreach

2. Two case studies

3. Tools to deploy while sleeping

(not this kind)

(this kind)

Outreach Objective: Candidate Response

Candidate

Outreach

Recruitment Advertising

Enhanced Recruitment Advertising

Social Media

Career Microsites

Employee

Referrals

Events (Meetups,

Hiring Days)

Current CRM/ATS

Associations/ Business Networks

The problem:

• Reqs aging over 90 days

• Recruiters challenged to find time to

source

• Lack of dedicated sourcing support

• Recruiters not finding the purple squirrels

at a speed that meets business needs

• Ruby on Rails example – 25 candidates in

30 minutes

About that jam…

Recruiter with Req

Recruiters Sourcers

Project

Folder

About that hour…

Buy-in & Train

Outreach

Pre-Qualification/Interview

Hire or Disposition

Keep Warm!

Goal: Hire 8

Management

Level Product

Marketing

professionals in

30 days

How: Go Digital!

Host Invitation

Only Virtual

Hiring Event

Agree: We get

what we get and

call it a win and

a learning

opportunity

While you were sleeping:

Sponsored email campaigns on

LinkedIn

Mobile Pop-Up ads

Web Crawlers through CRM

Branded Scheduled Email Blasts

Word of Mouth*

It takes a village, people

Not these guys. Much better.

Tip:

Engage the Hiring Manager early and

often. Deploy your inner Jerry Maguire:

“Help me help you.”

Source: LinkedIn Talent Blog- 2015

Everyone’s a talent scout.

Melissa Thompson

(Because hunting purple squirrels is a team sport.)

Everything’s an opportunity to attract or

repel the purple squirrel.

Michele Thompson

(Because you don’t get a second chance to make a first impression.)

Candidate Experience – What’s the impact?

25% of candidates

reported a bad experience

when applying for a job.1

42% of candidates who

had a bad experience would never

seek employment at that company

again.2

22% of candidates who

had a bad experience

would tell their friends and

peers to never seek

employment at that company.3

1. Blogging For Jobs – 2015

2. Social Talent, Candidate Experience – 2015

3. CareerBuilder, Infoshare - 2015

Candidate Experience – Where we lose them

56% of candidates said query email “sucked”.1

40% of candidates drop when site is not mobile-friendly.2 72% use mobile device to research and apply. 3

48% drop at ATS. “Too much drama” or “Application too long” 4

33% cite “terrible” interview with hiring manager or hiring team. 5

74% of candidates drop because of poor communication with hiring team. “Not knowing what’s going on”.6

1. GoInfor.com– 2015

2. Smart Recruiters – 2015

3. Smart Recruiters – 2015

4. BLS.gov News Release – 2015

5. The Hiring Site, CareerBuilder

Employers’ Talent Pipeline – 2015

6. RA Human Capital Management,

Aberdeen.com - 2015

Tip: Candidate feedback is as vital to driving excellence from post to close.

From a 2015 survey: only 50% of

companies are measuring impact of poor

candidate experience.

Source: Talent Leaders Connect, London 2015

Put a bow on it

Sometimes just moving the needle is a win.

And I’ll take all the wins I can get. And then

I’ll declare my victory again and again. Until

as far as you know, all I do is win.

Michele Thompson

(who loves to win)

Win v. Fail

From a Win

• Where/How did we find the hire?

• What was the cycle time?

• Can we make this win repeatable?

From a Fail

• Where did we go wrong (which step)?

• What can do better?

• Can we take a grey squirrel and train it to be purple?

Takeaways S

yn

erg

y –

togeth

er

is the

on

ly w

ay

• Recruiting and sourcing must be in lockstep

• They both feed each other, so they both grow strong together

Use

yo

ur

too

ls

• Let your systems work for you

• Data is your friend

• Know what you are looking for before you start

• Analyze your pipeline

Effective P

art

ne

rsh

ips

• Hiring Manager engagement – early and often

• Candidate engagement from brand to offer letter

• Everyone recruits

• Everything’s an opportunity for talent attraction.

Le

sso

ns L

ea

rne

d

• What do you learn from a win or a fail?

• Find a win even if it’s a small one

• Measure your ROI consistently