Webcast:
First step: create an on-demand talent pipeline. Then determine how to keep the talent inside the pipeline engaged until the business is ready to hire. Whoa, not so easy, is it? This can be achieved by treating the talent pipeline as a living, breathing, organism; meaning care and maintenance. With the right branding, focus, and strategy, candidates that stay engaged are also more likely to be the highest quality of hires.
In this session, gain insight into the important pieces of an effective talent pipeline. Additionally, what can be set in place to sustain ongoing talent engagement.
Webcast on Demand
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Presenters
I describe myself as a social recruiting technologist; by that I mean I use analytics, technology, and social platforms to enhance sourcing and recruiting programs. My mission is to use technology to put the human touch into sourcing and recruiting. My work relies heavily on analytics, intelligence and data to inform the strategies that are employed to accomplish this goal. Another way of thinking about this work is that it takes place at the intersection where the science of technology, intelligence and data meets the art of sourcing and recruiting.
The roles that I have held are as a sourcing and recruiting practitioner, program manager, and evangelist/advocate for adding a social dimension to sourcing and recruiting. I have been blessed to be on teams that were at the forefront of resurgence of sourcing as a strategic weapon in recruiting. Those teams piloted groundbreaking sourcing and recruiting programs including the award winning work that used intelligence, data and technology to segment the target talent audiences; the pioneering work in talent pipelines and communities; as well as partnering with strategic vendors to customize a recruitment marketing platform for an enterprise sized organization.
Naturally, my point of view relies heavily on experience in the trenches using the tactics, tools and techniques that lead to success (measured by identifying the best talent and making certain my businesses gets our share of it). My perspective is also informed by an overarching strategic mandate to engage, cultivate, and nurture a long term relationship with the talent audiences that will map to our respective talent needs. As an active participate in the conversation about talent pipelines and community, as well as, an advocacy for data driven decisions, my opinions reflect my experience; my research; and my teaming with a community of recruiting leaders and practitioners adapting to the challenges of recruiting in the 21st century. These new talent hunters have adapted to contemporary challenges with groundbreaking solutions.
I forgot to ask, what Marvin Smith found to be the most helpful when recruiting talent for Microsoft's Entertainment & Devices Division? Does Marvin use some sort of applicant tracking software? Also, what is the hiring process once there is availability in the company? Once you have targeted the talent, how do you make sure that they are good fit during the hiring process? Will these things be discussed in the webinar? Looking forward to learning from a professional!
I'm excited for this webcast. We have been having trouble sustaining talent the right way. I'm looking forward to see what advice you have in regards to keeping the talent inside the pipeline engaged until the business is ready to hire. Will you be talking about applicant tracking software? I've noticed that there will be a segment on Web 2.0 technologies and their potential in recruiting talent.