#FIRMday Manchester 27 Sept 13 Managing Talent Pipelines, Martin Dangerfield, Symantec
1. Managing Talent pipelines - specific roles vs. generic talent pool 1
Managing Talent pipelines
- specific roles vs. generic talent pool
Martin Dangerfield
Senior Manager, Talent Acquisition, EMEA
3. What to expect today...
• Me
• The question
– Are talent pools just a ‘Buzzword’
• What we have done at Symantec
Managing Talent pipelines - specific roles vs. generic talent pool 3
4. Symantec – Our approach to talent acquisition?
• $6.95Bn business
• 4th Largest Software company in the world
• Proactive direct recruitment team – central and regionally based
• EMEA - c1500 hires – 29 countries
• Direct team – based geographically
• VP through to EMEA Sales Hub
• Huge business change programme
Managing Talent pipelines - specific roles vs. generic talent pool 4
5. Talent Pool vs. Talent Pipeline – what do we mean?
• Talent warehouse – just the data
– ½ step on from database – source data, some analysis
• Talent Pool/Bank – Open and generic roles
– Engaged that have already been spoken to and part assessed – skills/culture
– Groups of people (normally external) with whom a recruiter/organisation
maintains a direct individual relationship for the purpose of future employment,
both permanent and temporary, while not currently employing them
• Pipeline – more specific roles – old school long list
Managing Talent pipelines - specific roles vs. generic talent pool 5
6. Are talent pools just a ‘Buzzword’ ?
Managing Talent pipelines - specific roles vs. generic talent pool 6
7. The practical bit – what we do
• What you are hiring for makes all the difference
• Business as usual hiring
– Internal/external search
– Market/advertise/proactive search
• Senior/Critical/Rare Hires
– Old School long list approach – a ‘near time’ pipeline
– Research based
– Succession planning
– Internal & external – don’t be too quick to go external
• Talent Pool/Puddle
– Ties into workforce planning
– Location based
– Projects
Managing Talent pipelines - specific roles vs. generic talent pool 7
8. Talent Pool - What works
• Locking into recruiter objectives
– Business need driven
– live pool of x engage pipeline Talent pools
– 80/20 rule – open vs. Pipeline
• Feeding in Employee referrals & New starter referrals
• Volume/ repetitive roles
Managing Talent pipelines - specific roles vs. generic talent pool 8
9. Talent Pool – Work in progress
• How to Track/engage with pools
– Tools needed to make it work
– Never forget a birthday
– Keeping in touch tough
• Be fussy – don’t pool for everything
• Be transparent with candidates
– tell them what you are doing – but they might not get it
• Internal talent
• Consistency
• ‘Proper marketing’
– Market opportunities, news, ideas etc. but NOT jobs.
– Engage across multiple channels e.g. email, blog posts, twitter etc.
– Dedicated landing page with relevant content & easy registration
Managing Talent pipelines - specific roles vs. generic talent pool 9
10. What we have found benefits to be
• Find better candidates faster
– At the moment they are needed – can short cut to interview
– A primary concern among business leaders/hiring managers is balancing quality of
hire with speed of hire
• If you can link with internal talent – very powerful tool
• Agency database too broad – your own pool is relevant
• Regular dialogue opportunity – increase in referrals
Managing Talent pipelines - specific roles vs. generic talent pool 10
11. Conclusion - What you got
• Me
• A discussion about talent pipelines
• Some examples of what works at Symantec
Managing Talent pipelines - specific roles vs. generic talent pool 11