Building an Executive Sourcing Team

Donna DolfeSears Holdings CorporationDirector, Global Talent Sourcing Donna.Dolfe@searshc.com

About Me• 3rd SourceCon/ERE Speaker Session• 9 years at Sears Holdings (Hourly, Field Salaried,

Corporate, and Executive FLS & Sourcing)• Started a Global Sourcing team in early 2015 • Recent executive hires from UK, Africa, China,

France, and Australia.

Session Topics • Executive Insourced vs. Outsourced• Executive Stigmas• Metrics• Costs Efficiency

O'Malley, J. James. "Build or Buy? What to Consider before You Decide"

Www.recruitingtrends.com. N.p., n.d. Web.

Common Statements by HM’s • External firms have more resources • External firms have bigger networks and

databases filled with active candidates• External firms offer more brainpower • External Firms fill jobs faster to get paid quickly

Building Intelligence• Review all of your contracts for candidate fees• Compile data of all previous searches • Load into shared location or CRM• Have a fee end date for all previously submitted

candidates • Created a new policy that all search firms must

submit weekly excel docs that included required CRM info

Don’t have a CRM? Use Excel• Title of Search • Name• Company• Title • Email• Phone• Agency that submitted• On Date – Date submitted• Off Date – Date fees are no longer applicable AVG 12-24 months.

Negotiate this as much as possible

12 Month CRM Results

• People Added = 3,703• Companies Added = 2,262• Search Fee Expiration Met = 926• Reoccurring Searches = 21

The Executive Stigma– Executives stick together– Executive recruiting is extremely niche– Executives are best suited to recruit execs– Executives only use search firms – Executives are inaccessible

Executive Recruiting Resources

Metrics• Search Fee Avoidance – Typical agency fees are 26-33%

of first year salary • Sourcing Channels – Identifying resources that generate

most qualified candidates• CRM Data• Upload – Number of candidates and companies added

to intelligence portal monthly• AVG Time to Present – Reducing overall TTF and

identifying time to present • Buy-In & Relationships with C-Suite

Search Fee Avoidance• Base Pay + Sign-on + Cash Guarantee = Year 1• Year 1 x Fee Percentage AVG 33 % = SFA• 2015 Team Goal was $4M for Fiscal Year • As of 09/01/15 we totaled: $4,388,689

ConclusionThe same sourcing tools you currently use will help

you locate executivesYou have an opportunity to build competitive

advantage over search firms Internal recruiters know your company and culture fit Enhance TA’s overall value at your organizationReduction of expenses Building Relationships to advocate efforts

ContactDonna.Dolfe@searshc.com