2. ATTRACTING TALENT ANDREW LE LIEVRE/ STAFFING MANAGER – MICROSOFT

4. WE WILL BE COVERING TODAY Getting the basics right Creating a Talent Scouting Culture Sourcing Techniques –Use of Social Media –Employee Referrals –Direct Source Methodologies –Building and Leveraging a Preferred Supplier List –Creative Sourcing Techniques

5. DEFINE ATTRACTION STRATEGY High Scarcity Low Value High Value High Scarcity Low Value & Low Scarcity High Value Low Scarcity

6. 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

7. 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.”

8. 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 –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

9. HOW TO RETAIN TALENT Once candidates have been hired –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

10. 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-a- boss-is-it-you.aspx Protégé http://www.microsoft.com/australia/protege/ http://www.gradcareers.com.au/blog/tag/protege/

11. CONTACT US? Andrew Le Lievre –Sales Recruiter at Microsoft –alievre@microsoft.com –02 9870 2208