Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.

1. Talent Pools…
Are they right for you?
Jennifer Cunningham
Head of Employer Marketing

2. Some of the topics I have
touched during this tim e…

3. What
why
how

4. Some of the typical answers……
What Why How

5. My Talent Pool
Journey
WIN the best
talent first.

6. My Talent PoolJourney

7. So we took
a step back...

8. The
Vision
Speed to
market
Reduced
Business risk
Talent Ready

9. Our
vantage point
We learnt from
our mistakes
We were
brave
We gained
respect
We strengthened
our relationships
Importance of
internal & the role
of CRM & Data
We were not
reducing TTF or
converting talents
We had invested a
LOT of time for
little return
Demands were
growing, resources
were not
Static process againstthe fluidity of business
and people

10. Data
engagement
conversation
Measure
Attraction
The Result... It was a process
problem not a Talent
Pool problem...

11. The
TAP
The Talent Acquisition Plan
Hi I’m the
Hiring Manager!
Bi-annual
time frame
Meeting of the Minds
Hi I’m
the Recruiter!
Hi I’m
the HRBP!
Hi I’m the
Financial Controller!
Defines Business
Growth Strategy
Competitive
Targets
Talent pool
needs
This Meeting is critical to understanding the
talent pool focus area

12. Planning Attraction:
A strategic approach
Take your time
Plan your
strategic search
Recruitment
Agency
Target your job postings to
your region & audience.
Think through where you
would find these candidates
Industry Events
& Networking
Competitive
Intelligence Gathering Social Media
Channels
Analyze
search criteria
Database
Searches
Employee
Referral Programme
The more time I spend on the front-end of a search
the more relevant my results become

13. engagement & management:
creating a culture of talent
Achieving a true “talent ready” organisation starts with understanding that this
requires involvement and commitment from all stakeholders.
The Business, HRM and TA must work in unison to continuously feed, nurture
and engage the talent attraction process.
Culture of Talent -
Key Drivers
Business / HRM
Investment
Employer Branding
Transparency
CRM
Culture
of talent
TALENT
AcQUISITION
HRM
LINE
MANAGERS
/ BUSINESS

14. This is John
candidate
engagement
Keeping John engaged
Post TED talk ran
by business to
LinkedIn page.
Congratulatehim on his birthdayecom voucher.
Post new brand video of
globe trotting careers to insta.
Meet the TA team newsletter
ask him to join our group.
Send brand updateon recent signing andconnect to our truecraftmanship
Call Pranav
and check in
email:
Call me!
I have a job opening to
discuss with you!

15. The
conversation
Put the candidate
at the heart of
everything we do
Leveraged our
employer brand
pillars to feed
the topics

16. measurement
Hiring great talents, faster and with
more accuracy.
Increasing fan base and improving
employer reputation
Creating a culture of talent inside
three stripes
All without talent pools but with great
candidate and business engagement

17. So before you head off
on your Talent pool
journey, ask yourself:
What is the problem you are trying to solve?
How will you identify your target audiences?
How will you manage your top talents and drive
ongoing engagement?
How committed is your business to your success?
If you cannot answer any of these questions,
SMRS can help!

18. Thanks!