Sourcing Summit 2012
Shane Barnfield highlights the importance of managing a pipeline of talent reminding us that its as critical as finding them. First and foremost, talent pipelining is not a database.
The KENTZ approach
What they do?
Maintain relations with their hard-to-find and high-volume talent. Not dissimilar to what agency recruiters do but it goes beyond the phone catch-up every quarter or so…
How they do it?
Shane sees that there are 4 key elements to talent pipelines:
Know what your business needs and profile the hard-to-find and high volume roles cf: Lou Adler. Know where to find these talent. They utilise external search firms to identify talent which they use to build their talent pipeline. They also rely on LinkedIn.
Prequalify candidates through phone calls – not necessarily about an active job. This process is normally just an introduction and … Read More »
Mahsuri Bianchi talks about how best to build a sourcing capability from an internal perspective at Monadelphous, an Engineering firm. She covered what it takes to be a successful sourcer in the world of engineering, resources, energy and infrastructure.
When she was brought on-board to build a sourcing team she found that there was more administration activity than “pure recruiting”, a frustration many internal recruiters share. She hired end-to-end recruiters however she found that some were initially disenchanted. Specifically she found that they simply had no time to:
Fill out job briefs
Properly respond to candidates, if at all
Phone screen candidates
She reminds us that candidate is king especially for hard-to-fill roles. To address this, she implemented a sourcing team that functioned as an internal search service with minimal administration that were empowered to affect change and to be able to use … Read More »