Презентация на тему Passive Talent Pipeline: How to Determine if its Right for You

Passive Talent Pipeline: How to Determine if its Right for You

Webinar Roadmap

Passive Talent Pipeline: How to Determine if its Right for You

Sourcing is Top TA Priority

Top Strategies for TA

Strategic Sourcing Model

Talent Pipeline Initiative

Strategic Talent Acquisition Model

Why Build Talent Pipelines…

Talent Pipeline Influences

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

Web 2.0 to Web 3.0
Era of Relationships and loyalty in going to be key

Pronunciation: gwanˈCHē

Talent Landscape data…
Talent Shortage
The Rise of Passive Candidate
Prospects are willing to listen our pitch, but somehow we are not communicating it to the right media.

Talent Shortages

The Rise of the Passive Candidate

©2014 Corporate Executive Board. All Rights Reserved.

17

51

48

55

Very Passive
to Somewhat Passive

©2014 Corporate Executive Board. All Rights Reserved.

©2014 Corporate Executive Board. All Rights Reserved.

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.

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:

Open to Changing Jobs

They Say They Are Interested, But…

67% told sourcers they were open to a new job
26 % of that group misrepresented real interest

©2014 Corporate Executive Board. All Rights Reserved.

Elements of Talent Pipeline

It is not an active vs. passive conversation; I want all of them
Think 1-5 years out in terms of strategy
Think about our target audiences and map strategies to their behaviors

Talent Segments: Talent Supply

47,000

10,000

1700

400

Talent Landscape:

Raytheon

Ball

L-3

Alliant
Techsystems

Honeywell

Space
Systems
Loral

General Dynamics

Orbital Sciences

Crane
Aerospace

Harris

Boeing

Competitors

Talent Supply

Top Job Elements When Changing Jobs

Elements of Interesting Work

Web 3.0 Engagement Platform

Lockheed Martin contact

Business Related Video Content

Highlight Business

Welcome Letter

Welcome Video

Take advantage of all the data that is available
Aggregate data from variety of sources-all kinds of social aggregation tools available
But don’t forget to go deeper

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.

Become a career coach
Become an advocate for the prospect’s candidacy
Provide valuable profession related content

Talent Web Behaviors | Activities

Marvin Smith

Strategic Talent Sourcing Consultant
Global Talent Strategies & Solutions
Lockheed Martin
@talentcommunity
www.linkedin.com/in/marvsmith/
marvin.e.smith@lmco.com

Current duties:
Talent Community Strategy
Talent Pipeline Initiatives
TA Strategy-thought partner
Social Recruiting
TA Technology & Tools