1 / 12

History of sourcing

History of sourcing. Craigslist. viEWPOINT : fundamental goal for talent sourcing?. Our View : Fundamental goal for sourcing?. Corporate Sourcing Goals: DNA Match for critical and executive positions Align Metrics to business goals to show value/ROI Candidate Engagement/Social Media.

conley
Download Presentation

History of sourcing

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. History of sourcing Craigslist

  2. viEWPOINT: fundamental goal for talent sourcing? Our View: Fundamental goal for sourcing? • Corporate Sourcing Goals: • DNA Match for critical and executive positions • Align Metrics to business goals to show value/ROI • Candidate Engagement/Social Media

  3. Current state: 2013 (SOURCING 3.0) • Annually, there are about 1.4 billion applications in the U.S. At the current pace of job creation, the economy won't return to full employment until 2018 – Expect more applications. • 98.5% of applicants are not selected. This frustrates the job seeker (especially qualified talent) and drives recruiters to early retirement. • Companies in the US spend about $8 billion attracting applicants to their corporate sites. • Many top companies report that 25-30% of their hires are from referrals and all report they’d like to increase hires from this source. • Social Media, LinkedIn play key roles in sourcing talent – 95% of recruiters use it. • Mobile is emerging. Sourcing Ecosystem Is Expanding……(for now)

  4. CURRENT STATE: SOURCING 3.0 DISPERSED, DISCONNECTED but DYNAMIC Primary Sourcing Process Steps Asynchronous automated candidate assessments not integrated to ATS or CRM Minimal to no engagement in interview process. Multiple opportunities to connect about company lost Multiple candidate marketing tools with boards, social media and direct targeting Asynchronous automated candidate assessments MINIMAL INTEGRATION. MANY SEPARATE SOLUTIONS

  5. Key elements of next gen sourcing (2013-2015) + + + Talent Segmentation Strategies Networking – Alumni, Referral, and Customers Assessment Technology Big Data/SaaS/Cloud + = Workforce Analytics

  6. Science of sourcing – targeted – technology, networking & Advertising Social/Blog Sites Niche Job Boards Major Job Boards

  7. Total Talent Management – sourcing drives the hiring process Sourcing is the first part of the critical hiring process ATS Workforce Sciences/Planning S o u r c i n g O n - b o a r d i n g D e v e l o p i n g R e w a r d i n g S e l e c t i n g Succession Mgmt. Performance Mgmt. Learning Mgmt. Talent Management Talent Reporting & Analytics

  8. Sourcing Evolution: What To Do? • What does the future hold? • Pipeline burden will become more challenging - Sourcing is critical • Technology keeps evolving – Stay alert • Workforce Planning is key to competitive advantage • Worforce compositions will lean towards contractors/part-time • The 3 main focus areas : • Choose the right sourcing/pipeline model for your company • This involves recruiter ratios, sourcers (internal or outsourced) • Scalability • Scope • PierPoint focuses on offering flexible sourcing models cost-effectively • Adopt best practices and simple processes • Define clear process • Define success metrics • PierPoint is a SME on talent sourcing best practices and metrics • Use Smart tools and technology suitable to your company needs • Social Media • Search Engine Optimization/Talent Networks • PierPoint is technology-agnostic – work with all

  9. Pierpoint Facts Overview: • Established in 2003 • Headquartered inSan Jose, California • Operated by former Fortune 200 Global Recruitment Executives • Offices in U.S., Latin America, and Europe. • Over 100 Sourcers, Recruiters, and Coordinators worldwide • Over 60 successful domestic and international implementations • Expertise in Silicon Valley • Top Technical Talent Sourcing company — 90% of clients are in high tech (both big and small)

  10. Pierpoint clients

  11. Research Screening Sourcing Pre- Employment Processes Sourcing Screening Testing Interviewing Strategy & Assessment Hiring Offer Package On Boarding Pierpoint capabilities & scoping Originally PierPoint was .. 90% focus on Technical roles … Today, we have evolved into an end-to-end solution... Supporting ALL roles …Supported by …with metrics that affect Critical Service Levels Applicant Tracking Candidate Data Management Systems Integration Requisition Management …Strongest Expertise in Technical Sourcing in Silicon Valley, beyond and globally

  12. ROI – Pierpoint model • PierPoint has sourced engineers in the United States, Europe and Latin America for the following companies: Activant, Fujitsu, Symantec, Sony Electronics, Sony Ericsson, Marvel, Foundry Networks, SUN, Shoretel, Zantaz, Disney Internet Group, Entellium, Texas Instruments, Celanese, SAP, i2, Spansion, Anritsu and Apple • Significant sourcing expertise for technology positions — • Varian Medical Systems – Global Sourcing Support (US, EMEA, APAC) – Eliminated agency fees for technical roles (not used an agency since 2009) – Approx 500 hires/year • Microsoft – Full Cycle Hiring RPO in LATAM (Argentina, Mexico, Brazil, Chile) – 90% of all candidate submissions are interviewed. Quality of Hire surveys at 4.3/5 - Approx 300 hires/year • AIMCO - Full RPO (US)– 2500 hires at $400 per hire cost with lowest turnover in company’s history due to enhanced screening • Brocade – Sourcing (US) - sales force hiring in EMEA resulting in with 90 hires in 90 daysand reduced agency fees by 20% • Sony - Sourcing (US) – Sony Erickson moved from RTP to ATL and required over 100 hires. PierPoint sourced all candidates resulting full staffed office with average Time to fill at 40 days • ESPN – Sourcing (US) – Merchandising & Developer roles. High quality candidates being sourced resulting in commitment to increase hires from project to over 100 hires

More Related