HCI Webinar Talent Pipeline/Community
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The document discusses the development of talent communities and pipelines, emphasizing the importance of building relationships (guanxi) over transactional recruiting. It outlines a phased approach to talent community rollout at Microsoft from 2007 to 2010, focusing on vendor engagement, micro branding, and community optimization. The document also highlights the significance of long-term relationships with talent and the role of various platforms in fostering engagement and recruitment effectiveness.
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HCI Webinar Talent Pipeline/Community
- 1. Building Talent Communities & Talent Pipeline’s
- 2. Talent Community Defined
- 3. Source the best talent in the world Relationship ( Guanxi) vs. Transaction ( BIS ) Short & Long Term View of Talent Keep up with technological advances Talent Community at Microsoft is a work in progress Foundational Thinking About Talent Community
- 4. PHASE 1 Year 1: (2007-2008) Community Rollout Vendor Engagement (Single Vendor) Launch Talent Community Single Site/Community Talent Engagement Recruiting Engagement (Finders) Hiring Team Engagement PHASE 2 Year 2: (2008-2009) Ownership Change Broaden Platform Use (Multiple Vendors) Expanded “Micro Branding” Multiple Communities Expanded Talent Acquisition (SEO/SEM) Deepen Recruiter Activity (Tools & Events) Greater Hiring Manager Involvement PHASE 3 Year 3: (2009-2010) Community “Lives” Optimize & Integrate Platforms (All Vendors) Utilize Supply/Demand To Drive Planning Cross Community Synchronization Viral Community Growth Hiring Managers Active In Community Recruiting Role Changes From Finder To Facilitator Talent Community Phases Of Rollout
- 5. Engine Sponsor Fuel Navigation Performance Race for Talent
- 6. Key Components Of A Talent Community Community Platform (Engine) Content Management Talent Profiling Job Search & Match CRM
- 7. Agenda Purpose & Message (Sponsor)
- 8. What Talent Demands Adding Guanxi To The Mix Guanxi is a Chinese term, generally translated as "networks" or "connections," that is increasing discussed in Western business circles and among academics studying such aspects of community as affective networks and social capital.
- 9. Find ways to begin and capture a relationship with desired prospect even if they aren’t currently looking for a job. Develop a longer term relationship with prospects during their entire career. Find ways to bring value to your prospect community even if they don’t take your job. Become more transparent to target talent & enhance prospect experience Move away from transactional recruiting and into relationship recruiting Key Elements of Guanxi
- 10. Purpose/Message: “Micro Branding” Our Brand “ Connected Entertainment” Our Product Groups Our Specific Products Our Recruiters Our Locations
- 11. Purpose/Message: Company/Culture View <MyWorld> Culture Overview YouAtMicrosoft.com <Diversity & Inclusion>
- 12. Recruiter Productivity Tools Quickly Join Recruiters Talent Community Recruiter Profile Integrated Video, Blog, & Links To Social Networks Email & RSS Subscribe Recruiters Active Jobs
- 14. Short Term Versus Long Term View Transactional Recruiting Hunter/Gatherer Mentality Relationship Recruiting Farming/Cultivating Mentality
- 15. Considerations of Targeted Talent Heads Down A Few Hours Now & Then If Something Finds Me Actively Looking & Applying Timing Is Everything – Talent Is Not Looking All The Time Talent Changes Jobs Every 18-24 months How To Relate Through Job Search Cycle
- 16. Discovering Targeted Talent Job Boards Resume Together/Online Actively Searching & Applying To Jobs Major Search Engines Salary & Comp Info Social Networks (Talking With Friends) Business Networks Resume Searches Researching Company’s Directly Researching Career Paths & Progressions Search Engines, Blogs & Industry Sites Reading White Papers/Articles Searching For Project/Task Related Info Attending Learning & Non-Career Events
- 17. Web 2.0 Tools Microsoft ATS Talent Acquisition Tool Chest
- 18. New Talent Acquisition Tool Kit
- 19. Talent Acquisition Tool Kit
- 20. Agenda Hardware Engineering Case Study
- 21. What types? How many? Where do they live? Who employs them? How often do they change jobs Why change jobs? Who Do We Want In Our Community? Redmond Silicon Valley MACH Shenzhen
- 22. Operations Factory Account Mgmt Supply chain sourcing Quality Data Analytics Compliance Info Services Hardware Engineering Talent Profiles
- 23. Hardware Engineers Target Audience Narrowed hardware engineer population to match talent profiles Aggregate data from multiple engineering disciplines Out of the 620,000 engineers, we have identified 18,900 Hardware Engineers Source: Bureau of Labor Statistic s
- 24. Social Recruiting Events “ Building Guanxi Face to Face” Agenda
- 25. 14 18 10 15 Social Networking Events
- 26. Agenda TalentStream* * A continuous flow of prospects from the community
- 28. 2523 1685 1882 2236 385 701 788 983 23% 37% 35% 39% 58 94 119 211 + 2.55 +3.64 +8 Hires 39% Reliability Engineering TalentStream
- 29. Sources Of Hire 8 hires from 8 different sources i.e. “data aggregation” 38% came from referrals “viral impact” 32/983 visitors offer refers, but 3/32 (9%) were hired
- 30. Virtual ‘Third Places’ Ray Oldenburg coined the phrase ‘Third Place. ‘ Third places, then, are "anchors" of community life and facilitate and foster broader, more creative interaction . Oldenburg calls one's "first place" the home and those that one lives with. The "second place" is the workplace — where people may actually spend most of their time. Creating virtual third places where we can interact with prospects across a variety of platforms.
- 31. Virtual “Third Places” Jobs2Web
- 32. Virtual “Third Places” LinkedIn
- 33. Virtual “Third Places” Ning
- 34. Virtual “Third Places” Jobster
- 35. Virtual “Third Places” CCN|Blogsphere
- 36. Agenda Metrics & Measurement (Performance)
- 37. If you want 50 attendees to an event eMessage target list of 1000 3 eMessages will result in >8% response or 83 “RSVPs” eMail 1 3.5% (2 weeks prior to event) eMail 2 2.85% (1 week prior to event) eMail 3 2.0% (4 days prior to event) 38% no show rate (so really 5% of invitees attend) 51/83 will show up to the event 40% of attendees move to interview process 20 prospects in 2 weeks 8 Candidates will result Social Recruiting Events (Performance)
- 38. TalentStream metrics to make 8 hires: 2500 resumes Harvest time: 20 hours per 1000 prospects 32 interviews TalentStream metrics: (4) emails to same target audience results in: 2.55 more visitors(598) 3.64 times more prospects (153) 8 times as many placements TalentStream* (Performance) * A continuous flow of prospects from the community
- 39. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
- 40. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
- 41. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
- 42. New Metrics of Web 2.0 (Performance) Jobs2Web Recruiting Dashboard (SM)
- 43. Source: Jobs2Web Candidate Intelligence 2008 State Percent California 13.26 Texas 8.45 New York 7.67 Oregon 7.42 Colorado 5.87 Florida 5.71 Georgia 3.76 Washington 3.30 Minnesota 3.07 North Carolina 2.56 Illinois 2.39 Ohio 2.36 Pennsylvania 2.30 Massachusetts 2.15 Alabama 2.09 Arizona 2.08 Indiana 2.04 New Jersey 1.96 Michigan 1.95 City Percent San Diego 11.29 Los Angeles 10.47 Irvine 8.68 San Jose 6.89 San Francisco 6.61 Fresno 3.86 Sacramento 3.86 Oakland 3.58 Pasadena 3.58 Fullerton 2.62 Ontario 2.48 Long Beach 1.93 Santa Ana 1.93 Redding 1.79 Where Engineers Are Searching For Jobs New Metrics of Web 2.0
- 44. Where Engineers Are Searching For Jobs New Metrics of Web 2.0
- 45. Your Recruiting Dash Board Job Feeds craigslist Talent Landing Pages (SEO) Future (Paid Boards) Referrals Candidates Employees Mobile Marketing Social Networks Pay-Per-Click (SEM) Corporate Site
- 46. Thank You Marvin Smith Talent Community Development [email_address]