Presentation about Strategic Sourcing & Talent Pipeline

1. Leonardo J. Intriago
Customer Success Organisation
Consultant
Strategic Sourcing & Talent Pipeline

2. Agenda
What is Talent Pipeline?
Set your self up for success. Lay the foundation.
Build a solid pipeline process
Finding new leads and building long term relationship
Best Practices about Talent Pipeline: Piaggio Group, Luxottica Group
Q&A

3. What is Talent Pipeline?

4. “Talent pipeline” refers to an organization’s ongoing need to have
a pool of talent that is readily available to fill positions at all
levels of management (as well as other key positions) as the
company grows. At each level, different competencies,
knowledge and experiences are required, and (to keep the
pipeline filled) the organization must have programs designed
to identify and develop appropriate skills sets.
Bersin by Deloitte empowers HR and learning leaders to drive bottom-line impact
through our world-class WhatWorks® research membership.

5. 1. Recruiting/sourcing highly-skilled talent 44% Germany
2. Improving quality of hire 30% India
3. Employer brand 25% Nordics
4. Pipeline talent 25% SE Asia
5. Improving sourcing techniques 18% Australia
Research shows that Talent Acquisition Leaders are saying
that pipelining talent is in their top 5 priority list
“Think about your talent acquisition organization's top priorities for 2014-2015.
Which of the following choices would you consider to be the most important and least
important areas of interest for your organization?”
2013 Top 5 Priorities Priority is #1

6. Set your self up for success

7. BrandBrandJobs
Know where your organisation is..
Traditional
Developing
Foundational
Strategic
Reactive, over-reliant on
agencies
Engage with strong
pipeline of leads and
‘silver medalists’
Team-wide pipelining
with engaged talent pools
of candidates
Build internal capabilities
to focus on passive talent
Post-and-pray
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Jobs on niche boards and
social platforms
Defined employer
brand strategy
Influential talent brand
engaging employees and
candidates
Understanding
of employee
value proposition
Established metrics
and benchmarks
Data driven decision
making
Sourcing
Talent Acquisition is
merely perceived as a
Staff function
Strong collaboration
with Marketing, PR,
Communications
Strategic business
advisor to Senior
level Executives
Engage HR counterparts
and Hiring Managers
Partner-
ship
Talent Acquisition Team Skills and Capabilities

8. For what kind of roles can you recruit/pipeline for?
Succession planning gaps
New Projects
Roles with high employee turnover
Hard to fill roles
Internal Mobility
Campus Recruitment (early identification of top graduates)

9. How to build a solid & “easy” pipelining
process with Linkedin

10. Three phases for an efficient pipeline workflow
Prospecting
Developing
 Search
 Refine
 Organise
 Reach
 Interest
 Close
 Build
 Interest
 Close
ReductioninTimetoHire
Sourcing

11. Projects, Tags, Sources, Status, Custom Fields
Projects Tags Sources Status
 Create uniformity.
 Use naming
conventions:
Jobtitle – Country – City –
Recruiter Initials
Financial Controller – UK
– London - JP
 Tags are used to
easily identify
skillsets of
candidates
 Have the recruiters
create tags
 No more than five per
role
 Keep track of the
source of every
candidate
 Use existing sources
 Shows you where the
candidate is in your
pipeline
 This determines the
overall workflow of
your team.
 Take your time to
determine all the
steps in the process
before you implement
Custom Fields
 Customise your
own fields: salary
expectation, work
autorisation,
availability date,
office location,
aptitute & skills

12. Create a clear and open process
Direct Sourcing
Sourcing within
the database
Short-list
Call/InMail
Add Project
Folder
Linkedin Database
CV Management
Tool
 Define all the steps in the pipeline process. From “search” to “closing” the candidate
 Get involvement from your team. Ask them to help determine the correct flow in
Recruiter
 Communicate not only with your team, but also with the business and clearly explain
their role in the process

13. Manage the relationship with your candidate
“Candidate Relationship Management”

14. Interested
(i.e. career page visitors)
Different types of candidates require different rules of
engagement
Hot leads
(i.e. followers)
Pipeline
Candidates
Short listed
applicants, silver
medalist, alumni,
employees
High level of engagement:
Keep contacts warm, by not only using
targeted social media, InMails, corporate
newsletters and but also reaching out them
personally.
Medium level of engagement:
Besides first level activities, shared relevant
information via targeted social media
updates, InMails from Recruiter, invite to join
your corporate newsletters.
Low level of engagement:
Keep your linkedin company page updated
with relevant information social media
updates.

15. Key messages…

16.  Set yourself up for success. Lay the foundation.
 Build a solid pipeline process. Make all the HR team/business aware of it.
 Don’t forget to find continuously new leads and build a long term relationship
Key messages to Success3

17. Best Practices sharing
Davide Gugliotta
HR / Project Manager
Global Linkedin Project
Enrico Bazzali
Group Head of Resourcing
and Training
Germano Buttazzo
Sales Manager
Italy

18. From Head Hunting to LinkedIn
The entire Sourcing, Talent Pipeline & CV Management process is managed with Linkedin Recruiter.
A customised work-flow was designed to achieve this.
Profiles / Resumes
SOURCES
ACTIONS
RESULTS
1
2
3
Job posted on
LinkedIn
Internal Referral Direct Sourcing
• Real Time recruiting
• Mapping the entire process
• Build Talent Pipeline
• Talk with and engage Talents
HR ACTIVITIES
Reduce time to hire & external costs,
focus on quality, efficiency, process
in-house, qualified HR team
Career Day

19. Strategic Project sponsored by the Piaggio Group Board
Pipelining for Succession planning gaps
Identify key roles for pipeline activities
Time to hire
High cost savings
HR became a trusted Advisor
IDENTIFY
FUTURE NEED
SOURCE &
APPROACH
RESULTS
1
2
3
• Early identification of potential candidates
• Start Building a solid pipeline
• Early conversation to engage Talent
Senior Recruiter / VPHR Activities

20. Milano, 28 maggio 2014
#ConnectInItalia