3-Step Recruiting Team Makeover | Webcast
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The document presents a guide on transforming recruiting teams from a reactive to proactive approach, emphasizing the importance of targeting passive talent. It outlines a three-step makeover process involving building a business case, investing in team skills, and monitoring progress through metrics. Key strategies include focusing on internal sourcing, utilizing incentives, and enhancing collaboration with hiring managers.
3-Step Recruiting Team Makeover | Webcast
- 1. #passivetalent | talent.linkedin.com Your 3-Step Recruiting Team Makeover How to transform from Reactive to Proactive Recruiting Originally aired on July 9th - access recording at lnkd.in/recruiting-culture
- 2. Leela Srinivasan Group Marketing Manager, LinkedIn Talent Solutions Mike Ganiere Strategic Sourcing Leader, Johnson Controls Please tweet questions and comments using the hashtag #passivetalent Meet your presenters #passivetalent | talent.linkedin.com
- 3. Why we’re here #passivetalent | talent.linkedin.com 60% of recruiting leaders today say their teams focus on recruiting passive talent …but it takes a completely different mindset, skills and approach
- 4. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts STEP 1 Build the Business Case #passivetalent | talent.linkedin.com • Audited recent hires • Found 95% of US hires & 75% of international hires already on LinkedIn “We can find quality people ourselves” “We need engineers & they’re not coming to us” • X product launches delayed due to talent shortage • Y engineers in our area are identifiable today
- 5. 4 out of 5 working professionals are passive candidates Passive >80% Active <20% #passivetalent | talent.linkedin.com Source: Lou Adler/ LinkedIn study, 2011 Read more: lnkd.in/louadler
- 6. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition STEP 1 Build the Business Case #passivetalent | talent.linkedin.com Read more: lnkd.in/casestudies
- 7. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending STEP 1 Build the Business Case #passivetalent | talent.linkedin.com
- 8. Source: Johnson Controls What are you REALLY spending? Why an internal sourcing team? • Average Agency Fee = • $23,000 Average Sourcer Salary = $50k - $75k #passivetalent | talent.linkedin.com
- 9. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month STEP 1 Build the Business Case STEP 2 Invest in your people #passivetalent | talent.linkedin.com
- 10. Sample skills to develop on your team Writing a killer inMail Leveraging data How to give a great elevator pitch Social media 101 (or 601?!) #passivetalent | talent.linkedin.com
- 11. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month • Carve out time to work on passive talent STEP 1 Build the Business Case STEP 2 Invest in your people #passivetalent | talent.linkedin.com
- 12. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month • Carve out time to work on passive talent • Use incentives STEP 1 Build the Business Case STEP 2 Invest in your people #passivetalent | talent.linkedin.com
- 13. Source Employee referrals Hires Retention Business objectives #passivetalent | talent.linkedin.com Hear more: lnkd.in/talentscout
- 14. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month • Carve out time to work on passive talent • Use incentives • Partner with your hiring managers STEP 1 Build the Business Case STEP 2 Invest in your people #passivetalent | talent.linkedin.com
- 15. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month • Carve out time to work on passive talent • Use incentives • Partner with your hiring managers • Praise team triumphs STEP 1 Build the Business Case STEP 2 Invest in your people STEP 3 Monitor and Communicate Progress #passivetalent | talent.linkedin.com
- 16. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month • Carve out time to work on passive talent • Use incentives • Partner with your hiring managers • Praise team triumphs • Know your numbers STEP 1 Build the Business Case STEP 2 Invest in your people STEP 3 Monitor and Communicate Progress #talentbrand | talent.linkedin.com
- 17. “If you don’t measure it you can’t manage it” #passivetalent | talent.linkedin.com
- 18. Quality of Pipeline # Ads to Pipeline # Connects / Leads # Interviews # Submittals Submittal Lifecycle # People Sourced / Req # Calls Customer Survey Time to Submittal # Submittals / Week # Reqs w/ Target Companies # Reqs Engaged / Sourcer # Submittals / Month InMail Response Rate # Responded vs. # Sourced # Open Reqs in CRM Reqs Engaged vs. Reqs Open # Target Companies / Req # Process Improvements # Screens / Sourcer# Logins to Source Tools % Shared vs. Hired % Shared vs. Accepted # Logins to Taleo # Records Updated w/ Proper Source # Invites to Connect % Shared vs. Rejected # Logins to CRM % Shared vs. Offered Time from Engagement to Disengagement Time from Engagement to Research Complete # Screened vs. # Targeted # Screened vs. # Sourced Call Length SLA Execution Number of qualified candidates submitted per requisition / pipeline Building An Internal Sourcing Team - What should be measured? #passivetalent | talent.linkedin.comSource: Johnson Controls
- 19. 3 Steps to a Recruiting Culture Makeover • Use Cold Hard Facts • Highlight the competition • Find out what you’re (really) spending • Focus on one actionable skill each month • Carve out time to work on passive talent recruiting • Use incentives • Partner with your hiring managers • Praise team triumphs • Know your numbers • Don’t be shy! STEP 1 Build the Business Case STEP 2 Invest in your people STEP 3 Monitor and Communicate Progress #passivetalent | talent.linkedin.com
- 20. Download the tip sheet! http://lnkd.in/go-proactive Questions? #passivetalent | talent.linkedin.com
- 21. Resources • Tip sheet from today’s webinar http://lnkd.in/go-proactive • Lou Adler passive talent survey lnkd.in/louadler • How other companies have done it lnkd.in/casestudies • Rapid7 on building a team of talent scouts lnkd.in/talentscout • Future webinars & greatest hits lnkd.in/webinars • All the latest industry trends & insights lnkd.in/talent-blog • Our favorite presentations lnkd.in/LTS-SS • Follow us! #passivetalent | talent.linkedin.com @hireonlinkedin Hear this 30-minute webinar recording at: lnkd.in/recruiting-culture