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Best practices in passive
candidate recruiting
1
Rachel Riddington,
Research and Sourcing Recruitment Consultant, Betfair,...
2
The good news:
Passive talent isn’t as passive as you think.
TALENT CONNECT 2012
79% of working professionals are considered
passive talent – and 59% are approachable
3
‘approachable’...
TALENT CONNECT 2012
Two of every three passive candidates you might
reach out to globally are approachable
4
Singapore: ~6...
TALENT CONNECT 2012
Short tenure is no obstacle
5
47% of professionals
with less than one
year on the job are
Explorers
BA...
6
Rachel Riddington
Research and Sourcing Recruitment Consultant
Betfair
TALENT CONNECT 2012
What Are Passive Candidates?
7
“A passive candidate is a qualified candidate for
employment who isn't ...
TALENT CONNECT 2012
Objectives and Challenges
8
Identify/Attract and hire the
top talent
Passive + Active =
Full talent po...
TALENT CONNECT 2012 9
Strategy
TALENT CONNECT 2012
Talent Acquisition team
10
Talent Acquisition
Managers
•  Business partner
role
Research and
Sourcing ...
TALENT CONNECT 2012
Executive Search
11
Project work
Work with areas of
the business to build
strategic longer term
recrui...
TALENT CONNECT 2012
Strategic Sourcing – Passive candidates at the heart of
all recruitment
12
Market
Mapping
Talent Pools...
TALENT CONNECT 2012
Examples of strategic sourcing in process
•  Niche skill sets within technology
•  Identify and approa...
14
James Dowling
Group Executive Talent Manager
Centrica
TALENT CONNECT 2012 15
Vision and Strategic Priorities
TALENT CONNECT 2012
Develop strategic resourcing plans
16
Connect your future
business plan with
resourcing needs
Build a ...
TALENT CONNECT 2012
Show me this really works
–  Lead transformation in residential business
–  Built talent intelligence ...
TALENT CONNECT 2012
Q&A
Prochain SlideShare
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LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success with Betfair & Centrica

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79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.

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LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success with Betfair & Centrica

  1. 1. Best practices in passive candidate recruiting 1 Rachel Riddington, Research and Sourcing Recruitment Consultant, Betfair, @riddles James Dowling, Group Executive Talent Manager, Centrica Ross Carvalho, Recruiting Solutions Consultant, LinkedIn, @ross_carvalho
  2. 2. 2 The good news: Passive talent isn’t as passive as you think.
  3. 3. TALENT CONNECT 2012 79% of working professionals are considered passive talent – and 59% are approachable 3 ‘approachable’ BASED ON LOU ADLER’S EARLY BIRD SOURCING STRATEGY active tiptoer explorer super passive
  4. 4. TALENT CONNECT 2012 Two of every three passive candidates you might reach out to globally are approachable 4 Singapore: ~6:1 India: ~ 5:1 BASED ON LOU ADLER’S EARLY BIRD SOURCING STRATEGY
  5. 5. TALENT CONNECT 2012 Short tenure is no obstacle 5 47% of professionals with less than one year on the job are Explorers BASED ON LOU ADLER’S EARLY BIRD SOURCING STRATEGY
  6. 6. 6 Rachel Riddington Research and Sourcing Recruitment Consultant Betfair
  7. 7. TALENT CONNECT 2012 What Are Passive Candidates? 7 “A passive candidate is a qualified candidate for employment who isn't necessarily looking for work, that an employer/recruiter has actively sought as part of a proactive recruitment process”
  8. 8. TALENT CONNECT 2012 Objectives and Challenges 8 Identify/Attract and hire the top talent Passive + Active = Full talent pool Objectives Challenges Niche skills sets Recruitment process Business partnering Competitive markets
  9. 9. TALENT CONNECT 2012 9 Strategy
  10. 10. TALENT CONNECT 2012 Talent Acquisition team 10 Talent Acquisition Managers •  Business partner role Research and Sourcing team •  Highly qualified team with a mix of skill sets Executive Search •  Qualified executive search team
  11. 11. TALENT CONNECT 2012 Executive Search 11 Project work Work with areas of the business to build strategic longer term recruitment plans Executive Search Actively headhunt and run live assignments Succession Planning Identify top talent in the market Build relationships Competitor Organisational Mapping Build an in depth understanding of the competitor landscape
  12. 12. TALENT CONNECT 2012 Strategic Sourcing – Passive candidates at the heart of all recruitment 12 Market Mapping Talent Pools Headhunting Events Referrals
  13. 13. TALENT CONNECT 2012 Examples of strategic sourcing in process •  Niche skill sets within technology •  Identify and approach candidates on a generic relationship building purpose 13 •  Security •  Target drinks evening Events Market mapping •  Identify the blockers to hiring •  Influence and change the specification to make a realistic hire Pipelining/Talent Pools
  14. 14. 14 James Dowling Group Executive Talent Manager Centrica
  15. 15. TALENT CONNECT 2012 15 Vision and Strategic Priorities
  16. 16. TALENT CONNECT 2012 Develop strategic resourcing plans 16 Connect your future business plan with resourcing needs Build a specific talent intelligence plan Translate research into recruiting action
  17. 17. TALENT CONNECT 2012 Show me this really works –  Lead transformation in residential business –  Built talent intelligence outside of sector –  Convert external talent to internal 17 Renewable Talent Pool Senior Executive Group –  Bottlenecks in supply chain –  Three-year resourcing plan
  18. 18. TALENT CONNECT 2012 Q&A

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