Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles. 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 Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

1. 360 Sourcing:
How to Find the Best Internal & External Talent
Melissa Thompson
Sr. Director, Talent Acquisition
Citrix
Tom Poole
Director of Recruiting
Vantiv

2. A world where people can work or play from anywhere
© 2013 Citrix
#intalent

3. Citrix Recruiting 2010
Opportunities for Improvement
•
Generalist Recruiters
•
Contractor Reliance
•
Staffing Agency Spend
•
No Job Posting Strategy
© 2013 Citrix
#intalent

4. Citrix Source of Hire Model
Citrix Recruiter
Citrix Website
Internet Job Boards
Networking or Conference
Professional Organization
Niche Job Boards
Staffing Agency
College Hire
Internal Hire
Contractor
Conversion
© 2013 Citrix
Direct Source
Employee Referral
#intalent

5. Internal Recruiting
Responding to HR leaders concern
with lack of internal movement
Global Internal Hire %
2013 YTD
Increase internal job posting visibility
• Push jobs out via an Opt In email push
• Pull internal candidates in via Internal
Branding
15%
2012
13%
2011
13%
2010
21%
0%
5
© 2013 Citrix
#intalent
5%
10%
15%
20%
25%

6. Internal Recruiting
Key: Make sure you market
internally to your
employees
6
© 2013 Citrix
#intalent

7. External Recruiting
Increasing EMEA referrals from 16%
Key: Marketing EMEA
ERP nearly doubled
referrals
EMEA launched an Internal Branding Blitz
•
•
•
Leadership Kickoff
Posters and tent cards
Email signature banners
Kickoff from Sales Leader
Email Signature with hot link to ERP
Having talented friends can now pay off, literally
Stacy Smith Senior Recruiting Specialist - EMEA
Citrix France | Cœur Défense, Tour B, 31ème Etage - 100 Esplanade du Général de
Gaulle | 92932 Paris La Défense Cedex| France
T: +33 1 4900 3309 (x33309) | M: +33 (0)630 515 915 | F: +33 1 4900 3303
The Citrix Mobility team in EMEA is hiring, and will pay you up to €5000 if you help find the
right talent for newly opened positions.
For the remainder of Q2, if you recommend someone for and EMEA Sales job and the person
remains employed with Citrix for more than three months, you can earn $2500 and also be
entered into a drawing for prizes that can include smartphones, tablets and more!
Referrals hired for the EMEA Mobility business earn 5000 and will also be entered into the
prize drawing. See the current job openings at http://careers.citrix.com. employee.
Sales director is going mobile
Taken from Citrix Intranet
© 2013 Citrix
#intalent
stacy.smith@citrix.com
www.careers.citrix.com

8. ERP Refresh
Key: Market the ERP to
increase the best source
40%
35%
30%
25%
20%
15%
10%
5%
0%
© 2013 Citrix
28%
2011
2012
17%
2010
8
36%
31%
#intalent
YTD 2013*

9. Driving Source of Hire
Fundamental Focus on changing the source of hire mix
Two primary drivers
Reduce
Agency
Spend
Recruiter Behavior
•
Quarterly Scorecard
Sourcing Strategy
• LinkedIn Recruiter
Increase
Direct
Source
Hires
© 2013 Citrix
#intalent

10. Scorecard: Measure What Matters
Key: Use metrics to drive
recruiter behavior
Volume
Time
Sourcing
Behavior
Cost
Offer
Accept
Quarterly Scorecard
© 2013 Citrix
Recruiter
Competition
Drivers
#intalent
Direct
Source
31%
Results

11. Key: Improve
metrics through
tracking and
reporting
Quarterly Scorecard Sample
Recruiter
Direct Source
(30%)
Agency (5%)
Kevin Engineering
53%
0%
Jim Sales
10%
27%
Leslie Corporate
38%
8%
Sally Services
26%
2%
© 2013 Citrix
#intalent

12. Sourcing Strategy: LinkedIn Recruiter
Key: Get the most out of
your investment
Individual Behaviors
• Recruiter Usage
• InMail Response Rate
• InMail Accept Rate
• Hiring Manager Share
Corporate Behaviors
• Work With Us
• Gold Pages: Targeted Career Info
• Ad Impressions
• Job Wrapping
© 2013 Citrix
#intalent

13. Things to Consider
Branding is the key to driving the source of hire mix
• Market internally to your employees
• Market the ERP to increase the best source
Define the sourcing mix that works for your hiring volume
and industry
• Employee referral is your best source of hire
• Direct sourcing focus results in driving down cost
Measure what matters and reward success
• The recruiter scorecard is one way to drive the source mix
• Wherever you invest, measure the baseline then track to ensure ROI
© 2013 Citrix
#intalent

14. Work better. Live better.

15. Sourcing 360
Talent Connect 2013
Tom Poole
LinkedIn.com/in/TomPoole
© Copyright 2012 Vantiv, LLC. All rights reserved.
Vantiv, the Vantiv logo, and all other Vantiv products or service names and logos are registered trademarks or trademarks of Vantiv, LLC in the USA and other countries.
®indicates USA registration.

16. Who is Vantiv?
• Leader in electronic payments
processing for merchants and
financial institutions
• Headquartered in Cincinnati, Ohio
with offices in 8 states.
• 5 acquisitions in the past 3 years
• IPO in March 2012 (NYSE: VNTV)
• 2700 employees, revenue of
$1.02B
• Ranked as #20 fastest growing
technology company in the U.S.
by Forbes
16

17. Challenges
•
•
•
•
•
•
Lack of name recognition
Significant hiring needs
Vendor dependent recruiting
No employment branding
No social media recruiting presence
Limited systems and tools
17

18. Sourcing Model - Concepts and Philosophy
• Make all opportunities
highly visible
Passive Active Direct
• Create a simple
program to increase
referral
volume, quality, and
efficiency
• Drive engagement and collaboration with the business
throughout the recruiting process
• Increase the time available to direct source
18

19. Passive Sourcing
19

20. Job Postings and Automated Sourcing
Approach
•
•
•
•
•
Automated postings to all major sites and aggregators
Talent Network emails to prior applicants
Sponsor jobs through Recruiter
Work with Us
Set recurring searches / responses on boards
Key Metric
• Applicants per requisition per month increased by 400% in past 18
months
20

21. Active Sourcing

22. Active Posting & Targeting
Approach
• Share with network
• Posting to groups – industry, skill, or geography specific
• Educate hiring managers and LOB staff on posting process and
sharing with networks
• Posting contest
Key Metrics
• LinkedIn applications have increased to 500 per month in 2013
• Inpact score has improved from 20% to 50% over last 12 months
22

23. Sample Hiring Manager Message
23

24. Active Referrals
Approach
•
•
•
•
Targeted and specific referral generation
Focus on expanding referral base within non-executive staff
“When in doubt - pay it out”
Contest to drive
gagement
Key Metrics
• Referral hiring has increased to 36%
• Referral payouts have increased from 42% to 73%
• Internal referral network connections have increased over 400%
24

25. gagement Contest Results
Name
Ashley
Mike
Brian
Grace
Christy
Annamarie
Lindsey
Dana
Rob
Rachel
Sonja
Shannon
Lauren
Kevin
Total
Day 1 Week 1 Week 2 Week 3
Final
Percentage
Increase
214
157
197
64
95
27
16
17
59
20
37
52
0
0
309
305
263
89
130
302
408
99
99
33
44
52
0
0
408
530
410
178
196
500
599
251
204
48
76
143
0
4
417
588
448
270
196
548
603
448
260
56
77
157
7
57
536
652
462
385
196
645
687
479
346
97
98
167
51
57
150%
315%
135%
502%
106%
2289%
4194%
2718%
486%
385%
165%
221%
86%
93%
955
2003
3547
4132
4858
409%

26. Direct Sourcing
26

27. Direct Sourcing
Approach
•
•
•
•
Use project tools to automate updates and aggregation
Develop a targeted template –simple, confidential, and actionable
Stay in perspective / respect your time
Always look for a connection and additional insight
Key Metrics
• Direct hires through LinkedIn accounted for 10% of external hiring in
2012 – a savings of over $750,000
• Reduced agency fee frequency from 30% to 5%
27

28. Alignment of Goals
28

29. Alignment of Goals
Sample goals
•
•
•
•
•
•
Minimum of 30 new connections per month
Connect to at least 50% of LOB and 30% of company
Post positions to at least 10 groups
Be a member of at least 30 groups
Minimum of 5 saved searches for high volume roles
Minimum of 4 proactive submittals per month
29

30. Summary
30

31. Key Results
•
•
•
•
•
•
Increased referral hiring by 80%
Increased payout of referrals by 70%
Increased applicants by 400%
Reduced agency usage by 80%
InPact score increased to 50%
Reduced overall spend associated with recruiting by $1M
in 2012
31

32. Key Points / Lessons Learned
•
•
•
•
•
Automate posting and sourcing whenever possible
Connect internally AND externally
Educate and engage hiring managers proactively
Set clear goals and metrics to encourage Best Practices
Don’t underestimate the capabilities of the tools
32