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CREATION AND MAINTENANCE
​OF TALENT POOLS


9 JULY 2024


EXPERT INSIGHT


Talent pools are an effective and proactive way to ensure an organization is able to hire quality and diverse talent faster.
​It involves systematically identifying, engaging, and nurturing potential candidates for current and future organizational needs.
​By building and nurturing a talent pool, companies can be more agile in responding to changing business needs
​and support long-term organizational growth and competitiveness.

EXPERT INSIGHT:
​Bruno Geraldes | INDEED
​
​SPEAKERS:
​Ogochukwu Adesina | LIPTON TEAS AND INFUSIONS
​Anastasiia Kolos | NEXPERIA
​Guillaume Lhote | TAKEDA
​Vivi Rizava | Philips
​Luciano Pollastri | AMADEUS
​Astrid Nilsen | NIPPON GASES


Bruno Geraldes
​Enterprise Sales Director
​INDEED


KEY POINTS

  • Talent is universal, but opportunity is not.
  • People don’t know that they are interacting already with AI.
  • AI will change the world of work: excited or concerned?

Ogochukwu Adesina
​Country HR Lead
​LIPTON TEAS AND INFUSIONS


KEY POINTS

  • 70% of global workforce is passive talent.
  • It’s our job to maintain talent pool. It is very important that the support and investment are equal.
  • Communication is key: not only eternally but also internally to retain talents.
  • Candidate experience is really important too.
  • Business leaders are as important as we are; Pool is both external and internal; Engage, engage, engage.

Anastasiia Kolos
​Global Market and Talent Intelligence Lead
​NEXPERIA


KEY POINTS

  • Talent Intelligence is the augmentation of internal and external people data with the application of technology, science, insights, and intelligence relating to people, skills, jobs, functions, competitors, and geographies to drive business decisions.
  • TA process usually starts form an input 🡪 strategy.
  • Talent intelligence impacts on long term strategy, plan and hiring demand.
  • Using common talent acquisition data to ask different questions and impact different business problems.

Guillaume Lhote
​Executive Talent Intelligence Lead
​TAKEDA


KEY POINTS

  • Talent Pipelining: Far beyond of creating a list of candidates on LinkedIn.
  • Talent pipelining is a PROACTIVE and STRATEGIC approach to IDENTIFYING, ENGAGING, and NURTURING potential candidates long before job openings arise.
  • 4 pillars: Sourcing; Engaging; Nurturing; Activating.
  • Building a relationship with candidates before hiring is crucial.
  • Building a strong and prepared workforce means being able to tackle any future challenge.

Vivi Rizava
​Talent Marketing Manager EMEA
​Philips


KEY POINTS

  • Candidate have unlimited ways to interact with your brand.
  • Full-funnel campaign approach is basically the process of creating a comprehensive marketing recruitment marketing campaigns & creation of quality talent pools.
  • Awareness: Approach as many people as possible.
  • Awareness Consideration Conversation Loyalty/advocacy.
  • Keep looking at the long term strategy.

Luciano Pollastri
​Global Talent Director
​AMADEUS


KEY POINTS

  • Starting using data for a source of debating. The problem wasn’t quantity, but quality.
  • Different approaches to different talent pools, people, positions.
  • Less is more, less interviews. Long-term perspective. Focus on value.
  • Embed value proposition on hiring process.

Astrid Nilsen
​European Talent Management
​and Internal Communication Director
​NIPPON GASES


KEY POINTS

  • The risk of AI here is to turn all the companies equal.
  • Conversion between people and people.

THANK YOU!



​NEXT INTERNATIONAL HRC SQUARE:

HAPPINESS AT WORK: CREATING HAPPY WORKPLACES WHERE PEOPLE CAN THRIVE | 17 October 2024


​FULL PROGRAM HERE