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.
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360 Sourcing: How to Find the Best Internal & External Talent | Talent Connect Vegas 2013
1. 360 Sourcing:
How to Find the Best Internal & External Talent
Melissa Thompson
Sr. Director, Talent Acquisition
Citrix
Tom Poole
Director of Recruiting
Vantiv
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
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17. Challenges
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Lack of name recognition
Significant hiring needs
Vendor dependent recruiting
No employment branding
No social media recruiting presence
Limited systems and tools
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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
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20. Job Postings and Automated Sourcing
Approach
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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
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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
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24. Active Referrals
Approach
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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%
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27. Direct Sourcing
Approach
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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%
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29. Alignment of Goals
Sample goals
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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
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31. Key Results
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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
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32. Key Points / Lessons Learned
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•
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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
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