HCI Webinar Talent Pipeline/Community
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Building Talent Communities & Talent Pipeline’s
description
This is the webinar that was done on HCI by Microsoft E&D on how they are building their talent communities using Jobs2Web and other web 2.0 technologies.
Transcript of HCI Webinar Talent Pipeline/Community
Building Talent Communities& Talent Pipeline’s
Talent Community Defined
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
Talent Community Phases Of Rollout
PHASE 1Year 1: (2007-2008)Community Rollout
• Vendor Engagement(Single Vendor)• Launch Talent
Community• Single Site/Community• Talent Engagement• Recruiting Engagement
(Finders)• Hiring Team Engagement
PHASE 1Year 1: (2007-2008)Community Rollout
• Vendor Engagement(Single Vendor)• Launch Talent
Community• Single Site/Community• Talent Engagement• Recruiting Engagement
(Finders)• Hiring Team Engagement
PHASE 2Year 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 2Year 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 3Year 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
PHASE 3Year 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
Race for Talent
EngineSponsorFuel Navigation Performance
Key Components Of A Talent Community
Community Platform (Engine)
Community Platform (Engine)
Content Management
Content Management
Talent ProfilingTalent
Profiling
Job Search& Match
Job Search& MatchCRMCRM
Agenda
Purpose & Message(Sponsor)
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.
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
Purpose/Message: “Micro Branding”
Our Brand“Connected Entertainment”
Our Product Groups
Our Specific Products
Our Recruiters
Our Locations
Purpose/Message: Company/Culture
View <MyWorld>Culture Overview
YouAtMicrosoft.com<Diversity & Inclusion>
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Recruiter Productivity Tools
Quickly Join RecruitersTalent Community
Recruiter Profile
Integrated Video, Blog,& Links To Social Networks
Email & RSS Subscribe
Recruiters Active Jobs
Agenda
Talent Acquisition
Short Term Versus Long Term View
Transactional Recruiting
Hunter/Gatherer Mentality
Relationship Recruiting
Farming/Cultivating Mentality
Considerations of Targeted Talent
Heads Down
A Few HoursNow & Then
If SomethingFinds Me
ActivelyLooking &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
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’sDirectly
•Researching Career Paths & Progressions
Search Engines, Blogs & Industry Sites•Reading White Papers/Articles•Searching For Project/Task Related Info•Attending Learning & Non-Career Events
Web
2.0
Too
ls
Mic
roso
ft AT
S
Talent Acquisition Tool ChestTalent Acquisition Tool Chest
New Talent Acquisition Tool Kit
Talent Acquisition Tool Kit
Agenda
Hardware EngineeringCase Study
Who Do We Want In Our Community?
RedmondRedmond
Silicon ValleySilicon ValleyMACH ShenzhenMACH Shenzhen
What types? How many? Where do they live?
Who employs them? How often do they change jobs Why change jobs?
Hardware Engineering Talent Profiles
OperationsOperationsFactory Account Factory Account
MgmtMgmtSupply chain Supply chain
sourcingsourcingQualityQuality
Data AnalyticsData AnalyticsComplianceComplianceInfo ServicesInfo Services
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: Bureauof Labor Statistics
Social Recruiting
Events“Building Guanxi Face to Face”
Agenda
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18
10
15
Social Networking Events
Agenda
TalentStream*
* A continuous flow of prospects from the community
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Reliability Engineering TalentStream*
Reliability Engineering TalentStream
2523
1685
1882 2236
385
701
788
983
23%
37%35%
39%
5858 94949494 119119 211211
+2.55
+3.64
+8 Hires
39%
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
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.
Virtual “Third Places”
Jobs2Web
Virtual “Third Places”
Virtual “Third Places”
Ning
Virtual “Third Places”
Jobster
Virtual “Third Places”
CCN|Blogsphere
Agenda
Metrics & Measurement(Performance)
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• 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)
• 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)TalentStream* (Performance)
* A continuous flow of prospects from the community
New Metrics of Web 2.0(Performance)
New Metrics of Web 2.0(Performance)
Jobs2Web Recruiting Dashboard (SM)Jobs2Web Recruiting Dashboard (SM)
New Metrics of Web 2.0(Performance)
New Metrics of Web 2.0(Performance)
Jobs2Web Recruiting Dashboard (SM)Jobs2Web Recruiting Dashboard (SM)
New Metrics of Web 2.0(Performance)
New Metrics of Web 2.0(Performance)
Jobs2Web Recruiting Dashboard (SM)Jobs2Web Recruiting Dashboard (SM)
New Metrics of Web 2.0(Performance)
New Metrics of Web 2.0(Performance)
Jobs2Web Recruiting Dashboard (SM)Jobs2Web Recruiting Dashboard (SM)
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
Source:Jobs2Web Candidate Intelligence 2008
Where Engineers Are Searching For Jobs
New Metrics of Web 2.0
Where Engineers Are Searching For Jobs
New Metrics of Web 2.0
Your Recruiting Dash Board
Job FeedsJob Feeds
craigslist
Talent Landing Pages (SEO)
Talent Landing Pages (SEO)
Future (Paid Boards)Future (Paid Boards)
ReferralsReferrals
CandidatesEmployees
Mobile MarketingMobile Marketing
Social NetworksSocial NetworksPay-Per-Click (SEM)Pay-Per-Click (SEM)Corporate SiteCorporate Site
