When a global company like Microsoft calls on a partner to source specialized talent, the expectations are naturally high. We were fortunate to take on this challenge: quickly sourcing IT support talent fluent in three languages (French, German, and English) to meet a specific need within a limited timeframe.
Sourcing multilingual and specialized IT talent is often complex, particularly due to the scarcity of profiles combining both linguistic and technical skills. However, we developed a methodical approach that enabled us to provide Microsoft with a pool of qualified candidates in less than a week.
Project Objectives
The objectives set by Microsoft for this project were:
- Source qualified IT support profiles with perfect fluency in three languages (French, German, English).
- Respond to an urgent need by providing a list of candidates within 7 days.
- Ensure high quality in the selection process, so that Microsoft could integrate suitable and quickly operational talent.
Step 1: Needs Analysis and Sourcing Strategy Preparation
Before starting the sourcing process, we took the time to thoroughly study the role specifications. In collaboration with Microsoft’s teams, we clarified the technical expectations, required language skills, and IT support experience criteria.
This analysis allowed us to define a multichannel sourcing strategy to maximize our chances of success in a limited time. We decided to adopt a three-phase approach:
- Post the job on specialized job boards to quickly attract candidates.
- Leverage our internal talent pool on our internal platform, which includes more than 20,000 qualified profiles.
- Conduct proactive sourcing and targeted headhunting to identify potential candidates.
Step 2: Posting on Specialized Job Boards
The first phase of our strategy was to maximize the visibility of the job by using specialized job boards and professional platforms. This step aimed to attract a large volume of candidates while filtering out those who did not meet the required technical and linguistic criteria.
We selected reputable job boards for recruiting multilingual and specialized IT talent, which allowed us to quickly capture the attention of relevant candidates.
Step 3: Activating Our Talent Pool on Our Platform
With an internal talent pool of over 20,000 qualified candidates, we were able to directly solicit potentially suitable profiles. This phase was a real asset in terms of speed, as we already had access to a database of candidates with IT experience and fluency in at least two languages.
Within a few days, we were able to pre-select the most promising talent and present them with the Microsoft project. This approach enabled us to gather a significant number of applications in record time.
Step 4: Headhunting
To finalize our sourcing, we opted for a proactive headhunting approach. Our team analyzed each relevant profile on professional platforms like LinkedIn, searching for candidates who met Microsoft’s exact criteria.
This personalized approach allowed us to reach very specific and sometimes passive candidates – professionals who were not actively looking but whose skills and background matched the role perfectly. By personalizing each contact, we were able to generate interest among the most qualified talent.
Results Achieved
By combining these three approaches, we were able to gather more than 200 applications in just 7 days. This speed and efficiency demonstrate the effectiveness of our methodology, as well as the strength of our network.
Key Results Include:
- 200+ qualified applications in one week.
- A high response rate from candidates in our talent pool and targeted headhunting.
- Satisfaction from our client Microsoft, who was able to start interviews with bilingual and specialized talent within the set timeframe.
Success Factors
Several elements contributed to the success of this project:
- Multichannel Approach: Using a combination of job boards, talent pool, and targeted headhunting allowed us to maximize our reach and diversify candidate sources.
- Rapid Response Time: We adapted our sourcing process to reduce delays and meet the timeframe set by Microsoft.
- Client Communication: Continuous dialogue with Microsoft’s teams allowed us to align our actions with their expectations and ensure that pre-selected candidates met the job requirements.
- Precise Targeting: Leveraging our talent pool and targeted headhunting enabled us to reach candidates who precisely met the criteria, avoiding unnecessary screening and ensuring more relevant responses.
Lessons Learned
This sourcing mission for Microsoft allowed us to draw several valuable lessons:
- Investing in the creation of a pool of qualified talent is an invaluable asset for responding to urgent and specific needs.
- Targeted sourcing remains essential for capturing the attention of top talent in a competitive market.
- Effective communication with the client is a key factor in quickly adapting our sourcing strategy to their needs.
The success of this mission with Microsoft demonstrates our ability to meet complex sourcing challenges, especially when the market is tight, and profiles are scarce. Within a week, we were able to mobilize our resources, activate our talent pool, and implement proactive strategies to provide a pool of qualified candidates.
This example illustrates our commitment to excellence and our ability to adapt our strategy for demanding projects while maintaining a trusting relationship with leading companies like Microsoft.
If you are a company looking for qualified talent within tight deadlines, contact us! Our team is ready to take on any sourcing and recruitment challenges.
