SourceCon 2012 Aida La Chaux

INTRODUCTIONS

2/8/12 2 YAHOO! PRESENTATION, CONFIDENTIAL

• 25+ years of staffing experience as a staffing manager and sourcing manager at Apple, Excite@home, Yahoo!. • Built out the staffing function at Excite@Home from 3 to 24. • Recruited to Yahoo! and built a team of sourcers from scratch and grew it to 30+ at peak. • Currently manage a team of non-tech strategic sourcers.

ABOUT YAHOO!

2/8/12 3 YAHOO! PRESENTATION, CONFIDENTIAL

• Yahoo! is the premier digital media company • We are both a media company AND a technology company • We’re 14,000+ employees in 24 countries around the world.

HISTORY: BUILDING THE SOURCING FUNCTION AT YAHOO!

2/8/12 4 YAHOO! PRESENTATION, CONFIDENTIAL

• Be an advocate for your team

• Promote visibility of team and individuals • Hiring and retaining the right talent • Trust is the gateway to team loyalty

o Empowering self directedness of employees o Why loyalty matters

• Metrics and Goals • Knowing your competition • Today: manage a smaller, nimble team that tackles all non-tech roles across the company

A YAHOO! TIMELINE

2/8/12 5 YAHOO! PRESENTATION, CONFIDENTIAL

• 2008 Microsoft • 2011 CEO fired and CFO assumed duties for interim • Speculation and Rumors in the Press during search for new CEO • 2012 Scott Thompson, new CEO hired • Founder Jerry Yang resigns from the board

CURRENT SITUATION

2/8/12 6 YAHOO! PRESENTATION, CONFIDENTIAL

• The challenges we faced in 2011: o Leadership changes o Fighting an uphill battle in the tech industry o Negative press o Candidate uncertainty o Yahoo’s being recruited heavily o Talent Landscape has changed

OVERCOMING CHALLENGES

2/8/12 7 YAHOO! PRESENTATION, CONFIDENTIAL

• Internal pressures o Reality check for hiring managers-Talent landscape has changed o Managers changing job specs mid-search o ATS implementations o Staying motivated

• External market pressures o Competitors o Shrinking local talent pool for niche competencies o Negative press o Evangelizing candidates

WHAT DID WE DO?

• Cherry Pick Passive candidates and pick up the phone in lieu of emails. • Get sourcers in front of hiring managers with recruiters • Tools:

o ATS (Taleo) o LinkedIn - One sourcer awarded LinkedIn Top 3% Inmail user in the world. o Facebook o Jigsaw o Leadferret.com

• Events o Meetups o Local Candidate Networking events o Leverage positive press to motivate team and candidates

• Sell with a genuine pitch

HOW DID WE DO IT?

2/8/12 9 YAHOO! PRESENTATION, CONFIDENTIAL

• We met weekly to collaborate on how to tell our story, engage candidates, answer the difficult questions • Developed team “sprints”, cross source candidates, review and implement arsenal of tools • Built pipeline for AE’s. AM’s, B2B, Finance, Legal and other roles

WINNING WITH SPRINTS

2/8/12 10 YAHOO! PRESENTATION, CONFIDENTIAL

• Conducted team sprints to identify and engage top talent for key positions. • Why do sprints?

o Gives opportunity for team approach to generate new and different approaches. o Creates team synergy. o Fun. o Cross pollination of skills creating an agile team.

• How? o Select a difficult to fill position -critical roles. o  Fills the pipeline for current and future opportunities. o Keep contacts warm.

ALIGNMENT FOR SUCCESS

2/8/12 11 YAHOO! PRESENTATION, CONFIDENTIAL

• Partner with Recruiting Directors to ensure successful recruiter to sourcer alignment • Communicate regularly and often to sourcing team • Commiserate challenges and celebrate wins

SUCCESS

2/8/12 12 YAHOO! PRESENTATION, CONFIDENTIAL

• Anything is possible when you have the right team and the right attitude. • Aggressive hiring goals exceeded YOY while sourcing team has become leaner and more effective. • 19% of our hires come from the direct efforts of our sourcing team.

WHAT MIGHT THESE TRENDS MEAN FOR YAHOO!

• Shift in how we think about recruiting • Req-less hiring • Talent Marketplace Intelligence is gold

• Shift in what technology we invest in • Less dependence on the career portal • More microsites with custom content • CRM is the future

• Shift in how we organize • More resources dedicated to building relationships vs “just” filling reqs

MORE TRENDS ACROSS THE TA LANDSCAPE

• Increased competition o The need for speed (process) & quality (assessment)

• Digital Media Talent is scarce and highly sought after • Removing barriers for internal talent mobility

• Investing in Talent Build Strategy o College Recruiting programs on the rise

• More Investment in Employment Branding

AND MORE TA TRENDS

• Recognition that Talent is Anywhere & Everywhere • Evolution of the non-FTE workforce • The decline of the importance of the ATS and the rise of the importance of the CRM

Science + Art + Scale becoming Art + Science + Scale for TA

• Shift from filling reqs to managing talent communities

o Deeply personal digital experiences

TALENT WORKFLOW

Contact Prospect

Qualified Lead

Candidate

Applicant

Pipeline Recruiters

Client Facing

Recruiters

Hire

Pre Req - CRM Req Open - ATS

Relationship + Trust = Access

HOW WE FILTER TALENT IN THE WORKFLOW

Twitter, LinkedIn, Facebook, etc.

CR

M-w

orthy

HJ, CB, Mnstr searches

CRM ATS

Research

Contacts, Prospects

& Leads

Leads & Applicants

3rd party job boards & Y! CPs, internals, employee referrals

Client W

orthy Event or conf lists, biz cards, external

referrals

Person of Interest:

Fit a profile

Talent hub

Meets the profile qualifications and is interested in further

discussions

FINAL THOUGHTS & MUSINGS

2/8/12 18 YAHOO! PRESENTATION, CONFIDENTIAL

The pessimist

complains about the wind.

The optimist

expects it to change.

The leader

adjusts the sails.

~ John Maxwell

Practice

As I go through my day

today, I notice when,

under what conditions,

and with whom I tend to

adopt an attitude of

pessimism, optimism, or

leadership.