TALENTTALENT
ACQUISITIONACQUISITION
PLANPLAN
Created By: Dave Anderson 07/2009Created By: Dave Anderson 07/2009

RELATIONSHIP BUILDINGRELATIONSHIP BUILDING
 During first 90 days…meet all senior leadership, hiring managers,During first 90 days…meet all senior leadership, hiring managers,
and peers.and peers.
 Gain a better understanding of the successes and challenges theyGain a better understanding of the successes and challenges they
are experiencing regarding talent acquisition.are experiencing regarding talent acquisition.
 Discuss and determine expectations, accountability, and whatDiscuss and determine expectations, accountability, and what
everyone’s role is within the hiring process.everyone’s role is within the hiring process.
 Educate leadership and hiring managers on recruiting tactics andEducate leadership and hiring managers on recruiting tactics and
employment branding.employment branding.
 Be a great listener, win respect, build confidence, be proactive, andBe a great listener, win respect, build confidence, be proactive, and
show reliability.show reliability.

RECRUITING/HIRINGRECRUITING/HIRING
PROCESSPROCESS
 Discuss with various individuals if the current process has beenDiscuss with various individuals if the current process has been
effective, what strategies are successful, what changes need to beeffective, what strategies are successful, what changes need to be
made, and where the company needs to be in the future.made, and where the company needs to be in the future.
 Who is involved with recruiting, have individuals been trained toWho is involved with recruiting, have individuals been trained to
interview and hire, is the candidate experience consistent, whatinterview and hire, is the candidate experience consistent, what
sourcing strategies are currently in place, etc.sourcing strategies are currently in place, etc.
 Conduct a needs analysis (current and future openings- 3/6/9/12Conduct a needs analysis (current and future openings- 3/6/9/12
months ahead).months ahead).
 Establish search “kickoff calls” with hiring managers.Establish search “kickoff calls” with hiring managers.
 During first 90 days…develop a nationwide talent acquisitionDuring first 90 days…develop a nationwide talent acquisition
strategy, recruiting process flow map, candidate sourcing strategy,strategy, recruiting process flow map, candidate sourcing strategy,
and make sure there is consistency and standardization throughoutand make sure there is consistency and standardization throughout
the process.the process.

CANDIDATE INTERVIEWSCANDIDATE INTERVIEWS
 Explore the possibilities of incorporating “live video interviews” intoExplore the possibilities of incorporating “live video interviews” into
the hiring process. This practice could lead to a reduction in cost perthe hiring process. This practice could lead to a reduction in cost per
hire, time to fill, a recruiting advantage/differentiator, and anhire, time to fill, a recruiting advantage/differentiator, and an
increase in the candidate pool.increase in the candidate pool.
 Two potential vendors could be HireVue or LiveHire.Two potential vendors could be HireVue or LiveHire.

APPLICANT TRACKING SYSTEMAPPLICANT TRACKING SYSTEM
 During first 90 days…continue moving forward with solidifying aDuring first 90 days…continue moving forward with solidifying a
vendor to provide an internet based ATS to the organization.vendor to provide an internet based ATS to the organization.

RECRUITING METRICSRECRUITING METRICS
 Develop a core group of metrics based upon specific measurables.Develop a core group of metrics based upon specific measurables.
Confirm the ATS has the ability to generate the desired reports.Confirm the ATS has the ability to generate the desired reports.
Recommendations would include, but are not limited to theRecommendations would include, but are not limited to the
following:following:
 Time to FillTime to Fill
 Cost Per HireCost Per Hire
 Candidate SourceCandidate Source
 Quality of HireQuality of Hire
 Lag TimeLag Time
 College RecruitingCollege Recruiting

TRADITIONAL SOURCINGTRADITIONAL SOURCING
STRATEGIESSTRATEGIES
 Careerbuilder/Monster – Job postings and resume database mining.Careerbuilder/Monster – Job postings and resume database mining.
 Newspaper AdsNewspaper Ads
 Cold Calling/NetworkingCold Calling/Networking
 Alumni Association NetworkingAlumni Association Networking
 Employee Referral Program – Needs to be enticing to employees.Employee Referral Program – Needs to be enticing to employees.
 College Recruiting – Need to leverage current relationships &College Recruiting – Need to leverage current relationships &
continue building new.continue building new.
 Internet Job Postings – Post to niche sites based uponInternet Job Postings – Post to niche sites based upon
discipline/specialty.discipline/specialty.
 Research/Name Generation – Can be extremely cost effective ifResearch/Name Generation – Can be extremely cost effective if
done properly.done properly.

SOCIAL NETWORKING & NON-SOCIAL NETWORKING & NON-
TRADITIONAL STRATEGIESTRADITIONAL STRATEGIES
 LinkedIn -Use for active & passive job seekers and also great for research.LinkedIn -Use for active & passive job seekers and also great for research.
 Facebook - Use for passive job seekers. Create a “Facebook page” w/link toFacebook - Use for passive job seekers. Create a “Facebook page” w/link to
company career page.company career page.
 Twitter - Create a “tiny url” people can access. Provide updates on company &Twitter - Create a “tiny url” people can access. Provide updates on company &
positions.positions.
 YouTube - Could create a “YouTube Channel” w/links to company website andYouTube - Could create a “YouTube Channel” w/links to company website and
employee videos.employee videos.
 MySpace - Similar to Facebook, but an additional site to leverage. More personal infoMySpace - Similar to Facebook, but an additional site to leverage. More personal info
about people.about people.
 Friendster - Similar to Facebook, but an additional site to leverage. More personalFriendster - Similar to Facebook, but an additional site to leverage. More personal
info about people.info about people.
 Tagged - Similar to Facebook, but additional site to leverage.Tagged - Similar to Facebook, but additional site to leverage.
 Ning -Ability to build own social network. Great for passive candidates & buildingNing -Ability to build own social network. Great for passive candidates & building
relationships.relationships.
 AffintyCircles - Social networking for member-based online communities, such asAffintyCircles - Social networking for member-based online communities, such as
alumni associations.alumni associations.
 AddToAny Button – Adds link to company career page and creates link toAddToAny Button – Adds link to company career page and creates link to
yahoo, google, msn, etc.yahoo, google, msn, etc.

QUESTIONSQUESTIONS
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QUESTIONSQUESTIONS
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