Roche & Promerit´s Top Tips for talent Relationship Management & Sourcing

 

The World Talent Forum was honored to host leading experts in trending HR topics such as candidate relationship management. In this blog post, we will be summarising their top tips for “Active Sourcing”. Speakers from Roche and Promerit will demonstrate the importance of addressing the candidates proactively, and will show you how to attract the top talent while engaging them in a talent pool as a second step.

 

 

Christine Renz with Insights into Talent Relationship Management at Roche

Christine Renz (Head of HR at Roche) presented deep insights into Talent Relationship Management at Roche. In her presentation “Beyond Firefighting”, Christine Renz pointed out the differences between Talent Scouts and Recruiters. She makes it clear that Active Sourcing is especially necessary when you are looking to address the “critical target group”, which isn’t reached anymore by classic Post. Roche has a special Talent Pool for those positions, which consists of qualified candidates who can be approached when there is a vacancy. This “Insourcing” of the Talent Scouts allowed Roche to lower their costs per hire, as they now save money by avoiding expensive Head Hunting agencies. Another positive aspect is that compared to anonymous agencies, approaching candidates directly as an employer is much more authentic and has a much more positive effect on the candidate. Christine Renz concluded her presentation with this statement:

“Successful Candidate Relationship Management can only be implemented when there is a person who fully supports it and has the ambition to establish the idea in the company.”

 


Kai Anderson and Markus Frosch Case Study into Active Sourcing 

Kai Anderson and Markus Frosch (from Promerit AG) discussed HR from management’s perspective. They introduced their presentation with a HR-Study, strictly managers were asked instead of HR-People. They found out that nearly half of those surveyed view the recruitment of talents for critical positions as the main challenge for managers. Therefore, they would like to get more support from the HR department for strategic issues. In order to change the way HR work is done, you have to ask yourself these four key questions:

 

1. What is the need of the business?

2. Which performance do we have to deliver?

3. Which requirements do we have?

4. How do we fill the gap?

 

When presenting possible solutions, it became clear that the approach “New Sourcing Methods for Critical Target Groups” has the highest impact on the business. In a case study, Edda Rettinger (Talent Scout at Swisscom) presented how an implementation of a Talent Relationship Management System can lead to success. In total, Swisscom was able to lower their external recruiting costs by 30%, decreasing the time of hire by 4 days and increasing their recruiting volume by 27% at the same time. During the last part of the presentation, Markus Frosch presented the importance of a target group orientated selling story. Furthermore, he concluded that it is absolutely necessary for candidate relationship management to approach and engage the talents in a personalized way in order to be more successful in Active Sourcing.