ATTRACTING TALENT
ANDREW LE LIEVRE/ STAFFING
MANAGER – MICROSOFT
WE WILL BE COVERING TODAY
• Getting the basics right
• Creating a Talent Scouting Culture
• Sourcing Techniques
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Use of Social Media
Employee Referrals
Direct Source Methodologies
Building and Leveraging a Preferred Supplier List
Creative Sourcing Techniques
DEFINE ATTRACTION STRATEGY
High
Scarcity
Low Value
High Value
High
Scarcity
Low Value
&
Low
Scarcity
High Value
Low
Scarcity
HOW TO ATTRACT TALENT TO YOUR
ORGANISATION?
• Strong Employer Value Proposition & Employer
Brand
• Build a talent mindset from within the organisation,
retention and acquisition
• Differentiate yourselves
– Work life balance; flexible working hours; compressed
working week; gym memberships;
• Think globally not locally- articulate a
relocation/immigration plan
• Quality and functionality of your CRM tool is critical
WELL CRAFTED JD’S
• Candidates are clear on what the role responsibilities are when
applying
• It is in plain speak
• Its primary focus is as a attraction NOT selection tool.
Oh dear! These excerpts were taken from Microsoft job descriptions!
• “The scope of this position is primarily local in its execution scope.”
• “Over the next 3 years the re-signing of EAs is a core EG activity
which we will achieve in co-operation with relevant people in
SMS&P and BMO as we align for better CPE across MS”
• “The position isn’t being modified however, we are seeking a more
senior and experienced sales professional than previously.”
ADVERTISE / PROMOTE THE
OPENING STEP # 3
• Online / offline advertising
– Media (Roles of seniority, niche skill sets)
– Company Website; Intranet; Seek, My Career; CareerOne;
– Innovative ways to recruit - LinkedIn; Ning; Bebo; Twitter;
Facebook;
• Recruit through using networks
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Employer Referral Program
Promote from within
Industry forums
Diversity
Longer term strategy is to build relationships
with Universities / schools / colleges
– Engage Recruitment /Specialist agencies if required
HOW TO RETAIN TALENT
• Once candidates have been hired
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Formal Career development plans
Formal mentoring program
Offer training and development to staff
Reward and recognition – formally and informally
Benefits – review and constantly update in a competitive
market
– Remember it is not always about money
CREATIVE ATTRACTION
METHODOLOGIES
• I’m looking for a boss – is it you campaign?
Http://blogs.msdn.com/acoat/archive/2009/07/12/i-m-looking-for-aboss-is-it-you.aspx
• Protégé
http://www.microsoft.com/australia/protege/
http://www.gradcareers.com.au/blog/tag/protege/
CONTACT US?
• Andrew Le Lievre
– Sales Recruiter at Microsoft
– [email protected]
– 02 9870 2208