How to Transfer Your Company From an Outsourced Recruiting Model to Direct Sourcing

How to Transfer Your Company From an Outsourced Recruiting Model to Direct Sourcing

• 1.
  @talemetry   www.talemetry.com   How  to  Transfer  Your   Company  From  an   Outsourced  Recrui<ng   Model  to  Direct   Sourcing  
• 2.
  Speaker   Peter Clare VP,Revenue Operations Talemetry @peter_clare Email: pclare@talemetry.com
• 3.
  Talent  Acquisi<on  Has  Two  Important  Func<ons   Talent   Talent  Genera<on   External   Internal   Applicant  Tracking  
• 4.
  Why  Does  Talent  Genera<on  MaHer?   Source:  2012  State  of  Recrui<ng  Survey,  Talent  Technology  Corp.   WHAT  ARE  YOUR  ORGANIZATION’S   BIGGEST  RECRUITING  CHALLENGES?   (where  1  =  Easiest  and  3  =  Most  Difficult)   Finding  good  candidates        2.49/3   Lack  of  tasks        1.13/3   Filling  posi<ons  fast        2.32/3   Dedicated  hiring  managers        1.82/3   Managing  applicants        1.68/3   Sub-­‐par  job  descrip<ons        1.56/3   Nego<a<ng  offers        1.51/3   Contac<ng  candidates        1.48/3   Scheduling  interviews        1.44/3   Reading  resumes        1.43/3   Finding  good   candidates  is  the   biggest  challenge   recruiters  face  
• 5.
  An  ATS  Was  Not  Designed  for  Talent  Genera<on   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   5   Most  tradi<onal  applicant  tracking  vendors  have  not  met  a   strong  demand  for  improved  sourcing,  searching,   candidate  rela<onship  management,  social  channels,   referral  management  and  user  experience.     Thomas  ODer,  Gartner  Inc.   Predicts  2013:  Nexus  of  Forces  Alters  Administra<ve  ERP   Outlooks,  Gartner  Inc.,  21  November  2012   By  year-­‐end  2014,  70%  of  large  organiza<ons  seeking   recruitment  marke<ng  solu<ons  will  buy  them  from   suppliers  other  than  their  current  applica<on  tracking   system  or  talent  management  vendor.  
• 6.
  Applicant  Tracking  Process   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   6  
• 7.
  Applicant  Tracking  Process   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   7  
• 8.
  Adver<sing  &  Agencies  are  the  MOST  Costly   8   Job Applications Into     Background  Check  /   Assessments   4.  Engage   Automate  applica<on   process,,    obtain  more  data   $   $$   Jobs From Known  Talent     •  Past  Applicants   •  Joined  Talent   Network   •  Internal  Employees   •  Past  Employees   •  CV’s  from  sourced   sites,  job  boards       Unknown  Talent     •  Job  Board  Databases   •  Social  Networks   •  Referrals   •  Open  Web   •  Recrui<ng  Agencies   1.  Source   Searching,  referrals,  email     2.  Market   Targeted  adver<sing,  SEO,   brand  marke<ng       Agencies   3.  Outsource   Manage  distribu<on  of   roles  to  recrui<ng  agencies.     $$$   Applicant  Tracking   Applicant  Tracking  
• 9.
  What  is  Talemetry  Source  &  CRM   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   9   Source  &  CRM   Source   Proac<vely  search  and  rank  candidates  from  a  variety  of  different  sources  based   on  the  requirements  for  current  and/or  future  open  posi<ons.  Sources  include:   •  Job  board  candidate  databases   •  LinkedIn   •  Applicants  in  your  ATS   •  100m+  Open  web  candidate  profiles  (free  database)     CRM   Organize  talent  pool(s),  manage  candidate  relaTonships  and  related  ac<vi<es  and   communica<ons.     Tac-cal  CRM:  Find  and  rank  candidates  for  immediate  job  openings  and  invite  them  to   apply   Strategic  CRM:  Build  Talent  Networks  for  future  hiring  requirements      
• 10.
  Key  Challenges  in  Sourcing   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   10   •  Hard  to  find  quality  candidates  –  takes  too  long   •  Mul<ple  candidate  databases  to  search   •  Difficult  to  search  for  past  applicants   •  No  central  talent  pool  outside  of  applicants   •  Limited  search  func<onality   •  No  Big  Data  Access  to  large  numbers  of  candidates   •  Costly  and  inefficient  use  of  database  subscrip<ons   •  Not  leveraging  talent  pool  before  adver<sing  and  agencies     •  Limited  rela<onship  management/pipeline  CRM  capability   •  Metrics  support  older  methodologies     Source  &  CRM  
• 11.
  Central  Access  to  All  Talent  Sources   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   11   Source  &  CRM   It  is  <me-­‐consuming  and  inefficient  to  log-­‐in  and  search  mul<ple   different  candidate  databases   The  Problem   Centralize  all  your  candidate  sources  into  one  searchable  candidate   database  in  the  cloud   Significantly  reduce  sourcing  Tme  and  improve  recruiter   efficiency     The  Value   The  Solu<on   Open  Web   Talent  Networks  
• 12.
  Search  Applicants  From  Your  ATS   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   12   Source  &  CRM   Inability  to  effec<vely  search  past  applicants  in  your  ATS  and  compare  against   other  sources  means  this  valuable  candidate  source  is  oren  wasted     The  Problem   All  ATS  past   applicants  are   indexed  into   Talemetry  and   available  to  be   searched  with  all   other  talent  sources.   Leveraging  the  great  candidates  you  already  have  in  your   ATS,  before  spending  money  finding  new  ones   The  Value   The  Solu<on  
• 13.
  Search  Millions  of  Indexed  Web  Profiles   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   13   Source  &  CRM   Search  results  will  be  limited  and  less  relevant  if  you  only  have  access   to  a  small  amount  of  data   The  Problem   Con<nuous   indexing  of   candidate  profiles   from  social   networks  and  the   open  web;  100+   million  and   growing   Access  and  find  more  of  the  best  talent  with  no  addiTonal   subscripTon  costs     The  Value   The  Solu<on  
• 14.
  Intelligent  Search  and  Talent  Discovery   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   14   Source  &  CRM   Basic  keyword  searches  can  oren  exclude  great  candidates,  while   building  complex  search  strings  requires  training  and  experience         The  Problem   Conceptual  search  requires  no   training  and  ensures  well  matched   candidates  are  not  excluded  due  to   slightly  different  terminology     Easily  uncover  the  best  candidates    The  Value   The  Solu<on  
• 15.
  Build  a  Centralized  Talent  Pool  Asset     Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   15   Source  &  CRM   Decentralized  storage  of  resumes  prevents  sharing  and  increases   ongoing  dependency  on  3rd  party  databases  and  adver<sing   The  Problem   Candidates  added   from  all  sources  are   never  lost,  and  are   searchable  across   your  en<re   recrui<ng  team       ConTnually  build,  leverage,  and  own  your  talent  asset  The  Value   The  Solu<on   Recruiter   Recruiter   Recruiter  
• 16.
  Deep  Dynamic  Candidate  Profiles   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   16   Source  &  CRM   A  resume  cannot  tell  the  whole  story  of  a  candidate  including   informa<on  online  and  other  various  sources  like  your  ATS   The  Problem   Consolidate  all   candidate   informa<on  and   format  it  in  a  clean   and  consistent   candidate  profile   Easily  gain  a  more  in-­‐depth  and  up-­‐to-­‐date  view  of   candidates   The  Value   The  Solu<on  
• 17.
  Manage  Candidate  Rela<onships   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   17   Source  &  CRM   Managing  rela<onships  with  hundreds  or  thousands  of  candidates   across  mul<ple  open  jobs.     The  Problem   Track  all  ac<vi<es,   notes,  workflow   stages  on  all  talent   in  the  system.     Build  relaTonships,  track  acTviTes  and  status  to  manage   relaTonships  effecTvely     The  Value   The  Solu<on  
• 18.
  Source  for  Open  Jobs  &  Invite  to  Apply   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   18   Source  &  CRM   Pos<ng  jobs  in  the  hopes  that  the  right  talent  will  see  them  and  apply   increases  <me-­‐to-­‐hire  and  reduces  candidate  quality     The  Problem   Search  and  rank   candidates,  build   rela<onships  and   promote  open  jobs  to   the  best  matches,   encourage  them  to  apply     Quickly  get  jobs  to  the  right  candidates  and  make  it  easy  for   them  to  apply.     The  Value   The  Solu<on  
• 19.
  More  than  Technology   •  Change  Management  is  cri<cal  to  evolu<on   •  Gain  buy  in  up  front   •  Build  a  team  of  ambassadors     •  Metrics  must  map  to  objec<ve   •  Total  Candidates  from  ATS   •  Total  Outreach   •  Total  Talent  Pool  Size   •  Geographical  Make  up  of  Talent  Pool   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   19  
• 20.
  Summary  of  Business  Impact   Copyright  ©  2013  Talemetry,  Inc.  All  rights  reserved.   20   Source  &  CRM   •  Find  the  best  candidates  using  conceptual  search  of  mul<ple  sources.   •  Use  talent  networks  to  promote  open  jobs  to  the  right  talent  faster.   Quality  of  Hire   • Find  the  right  talent  rather  than  wai<ng  for  them  to  find  you.   • Build  rela<onships  and  a  warm  talent  pipeline  before  you  need  them.  Time-­‐to-­‐Hire   • Recruiters  do  not  have  to  log-­‐in  and  search  mul<ple  different  systems.   • Recruiters  do  not  have  to  evaluate  hundreds  of  resumes  one  by  one.   Reduce  Costs:   Recruiter  Efficiency   • Op<mize  spend  by  focusing  on  the  high  value  sources.   • Reduce  adver<sing  and  subscrip<on  spend  as  your  database  grows.   Reduce  Costs:   Vendor  Value     • Engage  candidates  in  your  talent  network  with  the  right  jobs/content   • Manage  candidate  rela<onships.   Improved  Candidate   &  Brand  Experience   • Insight  into  your  top  talent  sources  and  overall  sourcing  performance.   • Insight  into  your  iden<fied  talent  versus  talent  needs.  Visibility   • Repor<ng  for  OFCCP  compliance.   • All  searches,  candidate  views,  etc.  are  tracked  and  saved.   Compliance  &  Best   PracTces  
• 21.
  Ques<ons?   Source  &  CRM   Job  Broadcast   Career  Sites   Apply