Jerrold Pelupessy

10 Keys to Success for Pipelining and Proactive Recruitment

  Leonardo Intriago

  Wesley Hendriks

Agenda

10 Keys to Success for Pipelining and Proactive Recruitment

Set your self up for succes. Lay the foundation.

Build a solid pipeline process

Don’t forget to find new leads and build a long term relationship

Luxottica sharing pipeline Best Practice Q&A

Set your self up for success

1. Recruiting/sourcing highly-skilled talent 44% Germany

2. Improving quality of hire 30% India

3. Employer brand 25% Nordics

4. Pipeline talent 25% SE Asia

5. Improving sourcing techniques 18% Australia

What is at the top of your peers’ list for 2013?

Research shows that TA leaders are saying that pipelining talent is in their top 5 priority list

“Think about your talent acquisition organization's top priorities for 2013.

Which of the following choices would you consider to be the most important and least important areas of interest for your organization?”

2013 Top 5 Priorities Priority is #1

Bra

nd

Bra

nd

Job

sKnow where your organisation is..

Traditional

Developing

Foundational

Strategic

Reactive, over-reliant on agencies

Engage with strong pipeline of leads and

‘silver medalists’

Team-wide pipelining with engaged talent

communities

Build internal capabilities to focus on passive talent

Post-and-prayTargeted engagement

to attract highly qualified candidates

Talent segmentation and prioritization

Jobs on niche boards and social platforms

Defined employer brand strategy

Influential talent brand engaging employees and

candidates

Understanding of employee

value proposition 

Established metrics and benchmarks

Data driven decision making

So

urcin

g

Talent Acquisition siloed from HR

Strong collaboration with Marketing, PR, Communications

Strategic business advisor to C-Suite

Engage HR counterparts and Hiring Managers

Partner-

ship

Talent Acquisition Team Skills and Capabilities

..and why you should go there

Traditional

Developing

Foundational

Strategic

tReactive:High cost

Labor-intensiveApplicant quantity focus

Req to req process

Strategic:Low costEfficient

Quality of hire focusProactive pipeline-based process

For what kind of roles can you recruit/pipeline for?

Succession planning gaps

New Projects

High Attrition Roles

Hard to fill roles

Internal Mobility

Campus Recruitment

How to build a solid pipelining process

Projects, Tags, Sources & Status

Projects Tags Sources Status Create uniformity. Use naming

conventions:Jobtitle – Country – City – Recruiter InitialsFinancial Controller – UK – London - JP

Tags are used to easily identify skillsets of candidates

Have the recruiters create tags

No more than five per role

Keep track of the source of every candidate

Use existing sources

Shows you where the candidate is in your Pipeline

This determines the overall workflow of your team.

Take your time to determine all the steps in the process before you implement

Three facets for an efficient pipeline workflow

Prospecting

Developing

Search Refine Organise

Reach Interest Close

Build Interest Close

Re

duc

tion

in T

ime

to H

ire

Sourcing

Create a clear and open process

Direct SourcingSourcing within the database

Short-list

Call/InMail

Add Project Folder

Linkedin DatabaseCV Management

Tool

Define all the steps in the pipeline process. From Search to closing the candidate

Get involvement from your team. Ask them to help determine the correct flow in Recruiter

Communicate not only with your team, but also with the business and clearly explain their role in the process

Also don’t forget pipelining during events with LinkedIn Checkin

Manage the relationship with your candidate

 Candidate Relationship Management

“Continuously and systematically

build relations with potential

employees, current employees and

alumni with the goal of identifying

and creating mutual

opportunities”

Track leads and keep in contact

Hunt per job opening Select per job opening

Build a clear proposition Build relationships Use own employees as ambassadors Share knowledge and opportunities

Interested

Different types of candidates require different rules of engagement

Hot leads(followers, subscriptions)

Applicants, silver

medalist, Employees,

Alumni

High level of engagement. Keep

contacts warm, by not only using

Newsletters and social media but

by reaching out personally.

Medium level of engagement.

Contact via newsletters,

social media updates and Inmails.

Low level of engagement.

Contact via newsletters and

social media updates.

Few months later

So what are the 10 keys to Success for Pipelining and Proactive Recruitment?

3

Set yourself up for success. Lay the foundation.

Build a solid pipeline process

Don’t forget to find new leads and build a long term relationship

Three Keys to Success for Pipelining and Proactive Recruitment

  Leonardo Intriago  Recruitment Product  Consultant

Best Practices from

  Antonio Fornaroli  HR Director Luxottica  Corporate & Retail Sun & Luxury

Over 50 years of

excellence: Key figures

Creative Hubs

5Stores

>7.000Countries

130

People

70.000OneSightPatients

>8MNCostumers

>60MN

Brands

>45Manufactured

Frames

>75MNGroup

1

Luxottica’s people at glance

20,000+new colleagues

in the last 6 years

4Generations

working together

35Spoken

languages

75%Full engagedEmployees*

Our characteristicsIMAGINATIVE

We continuously look aheadand think of new ways to serve and inspire our customers and each other. Innovation, quality and creativity are the foundation of our success and the way we work.

PASSIONATE We love what we do and we care about our people. We do believe our work makes a difference to everyone’s lives wherever they are. That’s what inspires us to constantly improve ourselves and our work, by engaging the hearts and minds of others.

ENTREPRENEURIAL We are pioneers of change. We see opportunities that others don’t and understand the value of taking risks so that we continue to be the innovators of our industry. Respect, accountability and transparency model the way we lead.

SIMPLE AND FAST We see the essence and focuson priorities that matter most.We strive for simplicity and value being straightforward, uncomplicated and accessible so that we can quickly drive changeto deliver results and quality.

The best Brand Portfolio in the Industry

Licensebrands

Housebrands

Manufacturing… where we are

Bhiwadi

Campinas

Agordo (BL)

Sedico (BL)

Lauriano (TO)

Rovereto (TN)

Cencenighe (BL)

Pederobba (TV)

DongguanFoothill Ranch

of the productionis Made in Italy

50%

Retail network: Global leader in Optical and Sun RetailApproximately 7,000 stores

worldwide

Leading premium optical

retailer in:

- North America

- Central & Latin America

- Europe

- South Africa

- Greater China

- Asia

- Pacific

A strong and diversified retail

brand portfolio

SUN & LUXURYOPTICAL

The Luxottica Talent Pipeline Strategy with LinkedIn

LinkedIn Project OverviewAn employer branding and recruiting global channel to attract new talents:

CompanyPages

8Brand

1Channel

1

Our presence on LinkedIn today

BRAZIL

USA

MEXICO

UK & IRELAND

IBERIA

FRANCEITALY

CHINA

INDIA

AUSTRALIA

ColombiaEcuador

PeruChile

LinkedIn Talent Solutions: 3 main objectives

RIGHT CANDIDATE, ALL OVER THE WORLD:RECRUITER LICENSESHigh recruitment efficiency in finding the best talent

everywhere in the world spending less time

1

TALENT PIPELINE

JOB SLOTS AND CAREER

PAGE

Database Management allows the entire global HR network to

map the sourcing and selection process

HR TEAM ALIGNEMENT:2

Attracting and nurturing talents through our daily life; attract

and engage with passive candidates as well as job seekers.

One hub, one voice, one place

STORY TELLING: 3

From Head Hunting to LinkedInNEED TO MANAGE INTERNALLY THE RECRUITING PROCESS => LinkedIn became the Sourcing & CV Management

tool of Luxottica HQ and a customised work-flow model was designed for this

Career DayJob posted on

LinkedInInternal Referral Direct Sourcing

Resumes

- Real Time recruting- Build Talent Pipeline- Talk with and engage Talent

HR ACTIVITIES:

Luxottica DB

SOURCES

ACTIONS

RESULTS

1

2

3

Mapping Process with Talent Pipeline: status, tags and sources

Results

HQ: in just 4 months we have achieved significant goals

TALENT PIPELINE:

682 Searches

2161 Profiles Viewed

305 Profile Mapped

+300 profiles collected via Checkin at University fairs

12 Hired

JOB SLOT:

7 Jobs posted in 4 month 21.000 Resumes