Jim Schnyder has spent the last 11 years within the recruiting organization at PepsiCo, a $60B+ global company that counts Pepsi, Frito Lay, Tropicana, Quaker, Gatorade and many other household names in its stable of brands. He is SourceCon’s reigning GrandMaster Sourcer. He also headed up the initial rollout of LinkedIn’s Talent Pipeline across PepsiCo’s global talent acquisition team.
Imagine a world in which you have a way of sourcing just-in-time talent: where you can map out targeted talent pools in various geographies and functions, easily track their professional updates, cultivate relationships, and turn straight to those pools as opportunities arise in your organization. Now imagine you can do that seamlessly across a global talent acquisition team. I’ve spent the last several months testing and contributing to LinkedIn’s Talent Pipeline, a solution that I believe will get us there, sooner than you think.
At PepsiCo, thanks to our global brand strength, we have the fortune of having many active jobseekers in our system. But, like any organization intent on hiring the best of the best, we have our work cut out finding the right candidates. We need to scour the entire talent pool – whether or not they are looking. It’s not until someone taps a happily employed top performer on the shoulder with a stronger opportunity that they lift their head up from what they’re doing on a day-to-day basis and consider a change. Which is why, despite our brand position, recruiting passive prospects has never been more critical to PepsiCo.