The journey of moving from reactive to proactive recruitment doesn’t happen overnight. Learn from the experts in the talent acquisition industry on how to engage your team and help your company maximize ROI for their LinkedIn investment. Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

1. Nayomi Alexander
Strategic Recruitment Product
Consultant
10 Tips to Transition from Reactive to
Proactive Recruitment
Claire Weekes
Recruitment Product Consultant
Nick Hutchinson
National Resources & Talent Manager,
McConnell Dowell

2. Putting this into practice
Nick Hutchinson
National Resources & Talent Manager
McConnell Dowell

3. Becoming a Talent Advisor
 What does it mean to be proactive?
 What are the benefits?
 Why does this matter?

4. 1. Identify your destination
 Why are you making this transition?
 How will you know you’ve arrived?
Talent Advisor who builds
relationships, expertise,
and provides strategic
advice on talent.
Reactive to job
requisitions, supply
talent, facilitator of
hiring process.

5. 2. Develop a change management approach
Awareness Desire Knowledge Ability Reinforcement
Successful
change
Adkar, 2006
Time
 Moving to a proactive sourcing function is complex and takes time

6. 3. Review your internal capability
 Structure
 Internal support
 Executive buy-in and understanding

7. 4. Create a plan of action
 Provide roadmap and clear communication of benefits
 Broader team collaboration
 Can we involve Marketing or Employer Branding?

8. 5. Establish your credibility
 Develop a ‘brand ambassador mindset’ throughout the organisation
 Enhance team profiles – coach Hiring Managers and Executives
 Put the candidate experience at the forefront

9. 6. Develop your own network
 Build and maintain relationships
 Develop a wider profile - consider publishing original content, active
group participation and external speaking opportunities

10. 7. Leverage your assets
 Hiring Managers, employees, company followers, employee referral
programs
Hiring
Manager
s
Talent
Leads
Followers
Employees
17,865

11. 8. Leverage LinkedIn Recruiter!
 Technology as an enabler for the shift to proactive recruitment
 Carve out time to invest in search
 Use the Talent Pipeline functionality to track essential data

12. 9. Cultivate your leads and talent pools
 Constantly engage – share new opportunities, company & industry
news
 Establish relationships and keep them warm - InMails and Follower
updates

13. 10. Review, Reflect, Adapt, Report success stories