Narrowing the Talent Pool as a Talent Puddle

Alan WhitfordFounder

Recruitment Community Europe [email protected]+44 797 186 4620

http://www.RCEuro.com

© Recruitment Community Europe 2009www.RCEURO.com

Why Me?

• Over 25 years experience in recruitment and in the start-up and expansion ofhigh technology businesses in Europe

• Provide strategic and practical insights to the automation and web-enablement of Human Resource and Recruitment Process activitiesthroughout Europe

• Clients include Times 500 companies and software and services vendors inthe Human Resources and e-commerce arenas

• Co-Founder of Recruitment Community Europe LLP• Founding board member of HR-XML Consortium European Chapter• Founding member of ORMC (UK on-line recruitment marketing council)• Published in a number of on-line and off-line media covering technical and

strategic HR and Recruitment issues• Author: Personnel Today - Guide to Online Recruitment


What Is Our Purpose In Life?

“The ability to find and hire the right people can make or breakyour business. It is as plain as that. No matter where you are in

the life cycle of your business, bringing in great talent shouldalways be a top priority. It is also the hardest objective to meet.”

Michael Dell, Dell Inc.


Workforce Inventory Management

• Introduction of longer term (5 year horizon) lifecycle thinkinginto recruiting

• Building and maintaining talent pools which can be drawn onover time

• ‘Just in Time’ delivery of candidates in advance ofrequirement, not 60 days after

• Data mining techniques to evaluate availability and suitabilityof ‘old candidates’

• Integration into HRIS systems - employee records, trainingneeds


Talent Lake

What Is A Talent Pool?


Talent Pool

• Talent pools are groups of people with whom an employermaintains a direct individual relationship for the purpose offuture employment – both permanent and temporary - while notcurrently employing them

• Internal definition of a Talent Pool may be indistinguishablefrom CV Database" or "Candidate Relationship Management"tools

• External Talent Pool is about maintaining a relationship withtalented people outside your organisation, so that when neededthere is a pool of skilled people willing to work with or for you

• CIPD: Talent pool tends to be the name given to a collective oftalented employees once they’ve joined the organisation


Busy Talent Pool


Candidate Perception of a Talent Pool


Talent Collection

Why collect talent?• Repetitive candidate search is time-consuming &

costly• Saves and builds upon the value of your candidate

contacts• Gives you a readily available talent network to tap

and use for referrals


Benefits of the Talent Pool

• Save time and money while improving candidate relationshipmanagement

• Move the company towards ‘just in time’ hiring practices

• Maximise the candidate resources already developed• People development and career progression for internal

employees

• Success factors for the business – without employees to docritical jobs, a company cannot move forward


Examples of Talent Pools

• Alumni (Boomerang Hires)• Recently retired employees• Contractors• Functional specialists and experts• Senior executives and top talent• Geographically-defined groups - e.g., by regions or countries• Demographically-defined groups – e.g., people in different life/career

phases such as retirees, students and parents taking leave• Internal candidate databases compiled over time• External/commercially available candidate databases• Internal candidates – specifically for internal mobility

Where Do Our Candidates Come From?


Source: CareerXRoads, Sources of Hire 2009

Sources for Hires USA



Sources for External Hires USA


Sources of Hire Australia

Source: Source of Talent ‘09, Talentsource.com.au


Sources to Find Candidates UK

Source: Jobsite Online Recruitment Quarterly Tracker


Hiring Candidates UK

Q7. Now, looking at 2009, approximately what percentage of your hires will you source through the following services?

Source: LinkedIn 2009 Trends in Recruiting & Recruiting Smarter


Talent Pool, No. 1 Objective

Have done/plan to do

Build and nurture strong talent pool 49%Prioritize positions to focus on first 41Train existing team members 38Prepare hiring managers 37Learn to use social networking/social mediamore effectively

36

Invest in employment brand 34Improve referral program 34

Q27. What have you done or plan on doing to be able to ramp up hiring and be ready for the recovery?

Source: LinkedIn 2009 Trends in Recruiting & Recruiting Smarter


What is Direct Sourcing?



Why Don’t We Use the Pool?

• 67% of companies do not have a Talent Pool• 38% may develop one

• Of those with a TP, only 22% communicate at all withthe candidates in the pool

• Only 11% communicate on a monthly basis

Source: Talent Pen Survey, 2006


You Have Already Done the Hard Work

Companies of all shapes and sizes should be spendingmore time thinking about the candidates they havealready attracted and who have expressed interest in acareer at that company and less time (and money)being devoted to the pursuit of the 75% of candidates(using the term loosely) who may not even be lookingfor a job or career change

The Talent Puddle


The Talent Puddle: Narrowing the Talent Pool

• To place a further emphasis on targeted use of thebroader talent pool

• Many recruiters are too pressed for time to searchbeneath the surface to get the best candidates whoare lurking in the deeper water

• Use a very shallow pool of candidates that can beeasily found and easily captured


Shallow Puddle


Who Is In The Puddle?

• Puddles are much more shallow and scarce than pools sothere is less room to hang out

• Not everyone can get into the puddle. Getting in takes effortbecause there is competition to get there

• Talented high performers are rare. They are the top 20% oftheir field and will be more easily found if you look in the talentpuddle not the talent pool

• They will stand out amongst the throngs of suspects, prospectsand candidates recruiters run into every day because the are inthe puddle or at the part of the pool where the water is shallow


Three Reasons

• Winners hang out with winners and losers hang outwith losers

• You can't have relationships with all suspects,prospects and/or candidates

• Smart recruiters hang out in the Talent Puddle ForBetter ROI


Private Talent Community

• Special private relationships• Source of happy, working

skilled candidates

• Less competitive pressure• All the elements of

headhunting without the cost

• Catch ‘your’ perfectcandidates

The Talent Splash


The Ripple and Splash Effect


The Dynamic Talent Splash

• Talent Pools segment a market to best meet the needs of thatmarket

• Does it mean a static puddle of the same people?

• You have different puddles for different needs• Use clever information management to match candidates to

jobs immediately upon requirement

• Make your puddle selection on the fly

• The Dynamic Talent Splash

Review and Conclusions


Catch The Perfect Candidates


What is RCEURO?

• RCEURO, The Recruitment Community for Europe, is the first Pan Europeancommunity site where recruiters and HR professionals can seek information,share knowledge and network together across boundaries, cultures andlanguages, all at no charge

• We are passionate about recruitment• Regularly updated website content is provided by independent journalists,

RCEURO staff, RCEURO members, news feeds from HR/recruitmentcommunications agencies, technology and services vendors

• Content is published in multiple languages, A language translation moduleenables visitors across the EMEA region to read selected content in their ownlanguage

• Audio and Video clips are regular features, ranging from ‘online radio’ feeds tovideo interviews with industry thought leaders and direct feeds from selectedindustry events

• Approximately 2/3 of our members have responsibility for corporaterecruitment/HR and 1/3 are in the recruitment industry


THANK YOU!!THANK YOU!!

Any Questions?Any Questions?


Contact

Contact Information:

Site: www.RCEuro.com

Founder: Alan Whitford

[email protected]

Tel: +44 (0)7971 864620

Narrowing the Talent Pool as a Talent Puddle

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