Talent Acquisition Guidebook

•

39 recomendaciones•21,423 vistas

DDI | Development Dimensions International

Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with. You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.

Empresariales Tecnología

[STRATEGIC]
TALENT ACQUISITION
TIED TO YOUR BOTTOM LINE
Candidates RIGHT for the JOB
and RIGHT for your BUSINESS

1

© Development Dimensions International, Inc., MMXIII. All rights reserved.

How do you identify and
engage candidates who’ll

continue

to augment your business?

2

© Development Dimensions International, Inc., MMXIII. All rights reserved.

Think Beyond the Job—

THINK STRATEGICALLY

3

© Development Dimensions International, Inc., MMXIII. All rights reserved.

To create a new, more
strategic paradigm,
you’ll need employees
who can:
• Fill broader capability gaps
• Get up-to-speed quicker
• Learn, develop, and advance
faster
• Fit within your company
culture
4

© Development Dimensions International, Inc., MMXIII. All rights reserved.

To Find and Retain These Employees,
Get More Strategic with Your:
•
•
•
•

Competency Management
Pre-employment Testing
Interviewing
Onboarding

5

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#1
[Strategic]
Competency
Management
6

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#1

[Strategic] Competency Management

Know what is needed
to succeed
• Define ideal candidates with the future in mind.
• Look beyond technical skills and knowledge;
define a set of competencies that
complement and drive your company’s
unique cultural values.
• Ensure a legally defensible selection system
right from the start.
7

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#2
[Strategic]
Pre-employment
Testing
8

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#2

[Strategic] Pre-employment Testing

Put candidates to
the TEST…
• Administer a series of tests for an
accurate prediction of behavior and
non-technical competencies.
• Improve efficiency with high-volume
screening.
• Target organizational fit.
9

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#3
[Strategic]
Interviewing

10

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#3

[Strategic] Interviewing

Take the

GUESSWORK OUT

56%

of managers
FOLLOW THEIR GUT

•

Make hiring decisions based on
relevant job criteria, not instinct.

BUT…

•

Structure interviews for competencybased data collection.

•

Patrol websites such as
Glassdoor.com to learn what
candidates and employees are
saying about your interview process.

50%

of hiring decisions
DON’T WORK OUT!
11

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#4
[Strategic]
Onboarding

12

© Development Dimensions International, Inc., MMXIII. All rights reserved.

#4

[Strategic] Onboarding

One-size-fits-all Training

24%

of hiring managers
USE HIRING
PROCESS DATA
to inform new hires’
development

13

Won’t Fit or Stick
•

Personalize each development plan
to align with employees’ career and
succession planning.

•

Equip managers with the coaching
skills needed to guide employees’
smooth and successful transitions.

© Development Dimensions International, Inc., MMXIII. All rights reserved.

LET’S RECAP!

14

© Development Dimensions International, Inc., MMXIII. All rights reserved.

You can

find and retain
employees by:

• Defining the candidate for the FUTURE of your business.
• Choosing assessments that accurately PREDICT behavior.

• Trusting your instincts, but decide with DATA.
• PERSONALIZING onboarding for maximum engagement,
abbreviated ramp-up, and accelerated productivity.

15

© Development Dimensions International, Inc., MMXIII. All rights reserved.

KEEP IN MIND…
Best-in-class talent acquisition separates the
well-performing from the best-performing companies.
Talent acquisition functions—especially recruiting—
drive revenue growth and contribute more to ROI.
Fortune’s 100 Best Companies to Work For
outperformed the S&P 500 8 out of 10 Years

Sources: 2012 BCG/WFPMA proprietary Web survey and analysis.

16

© Development Dimensions International, Inc., MMXIII. All rights reserved.

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Insurance IoT is a social good! Because: 🔵 Expected losses can be reduced structured programs with both real-time mitigation actions to solve a specific situation, and behavioral change mechanisms to promote safer behaviors (both in personal and commercial lines) 🔵 Rate can be matched to risks better: - Smaller and more accurate pricing clusters allow a large part of profiles to receive a lower rate - Even with the ability to price the individual probability of loss (cluster of one) the insurance foundation isn’t canceled (The risk of each policy will contribute to the expected losses of the portfolio; The premiums paid by many lucky policyholders will be used to pay the claims of the few unlucky policyholders who had an accident in a period of coverage) 🔵 IoT data can be used to increase the effectiveness and efficiency of the claim process, so improving the combined ratio ceteris paribus ⏩ Large part of the policyholders will pay less (and portfolios currently difficult to insure will become more insurable) Insurance IoT (and telematics) is not about providing a discount Insurance IoT (and telematics) is about creating economic value using the data and sharing part of this value with policyholders (and agents & brokers) An integrated holistic adoption of the IoT paradigm is a game changer for your insurance business and a social good: ◾ it allows to improve the availability and affordability of insurance coverages ◾while allowing the sector to write a profitable business Below you can enjoy a selection of best practices in both personal and commercial lines - written with some of the IoT Insurance Observatory members - that have already started to obtain results from their IoT business transformation journeys

Insurers' journeys to build a mastery in the IoT usage

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Covid has drastically changed the way people work. Nowadays, many individuals can work wherever and whenever they prefer. However, this shift requires a different strategy for securing your environment. By adopting the Zero Trust principles, based on the 'Never Trust, Always Verify' mindset, you can mitigate these new risks. This session will delve into the concept and provide examples of how various HCL products can fit into this framework, particularly when it comes to building a central user repository and securing your email message flow.

Ensure the security of your HCL environment by applying the Zero Trust princi...

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Talent Acquisition Guidebook

4. To create a new, more strategic paradigm, you’ll need employees who can: • Fill broader capability gaps • Get up-to-speed quicker • Learn, develop, and advance faster • Fit within your company culture 4 © Development Dimensions International, Inc., MMXIII. All rights reserved.

5. To Find and Retain These Employees, Get More Strategic with Your: • • • • Competency Management Pre-employment Testing Interviewing Onboarding 5 © Development Dimensions International, Inc., MMXIII. All rights reserved.

7. #1 [Strategic] Competency Management Know what is needed to succeed • Define ideal candidates with the future in mind. • Look beyond technical skills and knowledge; define a set of competencies that complement and drive your company’s unique cultural values. • Ensure a legally defensible selection system right from the start. 7 © Development Dimensions International, Inc., MMXIII. All rights reserved.

9. #2 [Strategic] Pre-employment Testing Put candidates to the TEST… • Administer a series of tests for an accurate prediction of behavior and non-technical competencies. • Improve efficiency with high-volume screening. • Target organizational fit. 9 © Development Dimensions International, Inc., MMXIII. All rights reserved.

11. #3 [Strategic] Interviewing Take the GUESSWORK OUT 56% of managers FOLLOW THEIR GUT • Make hiring decisions based on relevant job criteria, not instinct. BUT… • Structure interviews for competencybased data collection. • Patrol websites such as Glassdoor.com to learn what candidates and employees are saying about your interview process. 50% of hiring decisions DON’T WORK OUT! 11 © Development Dimensions International, Inc., MMXIII. All rights reserved.

13. #4 [Strategic] Onboarding One-size-fits-all Training 24% of hiring managers USE HIRING PROCESS DATA to inform new hires’ development 13 Won’t Fit or Stick • Personalize each development plan to align with employees’ career and succession planning. • Equip managers with the coaching skills needed to guide employees’ smooth and successful transitions. © Development Dimensions International, Inc., MMXIII. All rights reserved.

15. You can find and retain employees by: • Defining the candidate for the FUTURE of your business. • Choosing assessments that accurately PREDICT behavior. • Trusting your instincts, but decide with DATA. • PERSONALIZING onboarding for maximum engagement, abbreviated ramp-up, and accelerated productivity. 15 © Development Dimensions International, Inc., MMXIII. All rights reserved.

16. KEEP IN MIND… Best-in-class talent acquisition separates the well-performing from the best-performing companies. Talent acquisition functions—especially recruiting— drive revenue growth and contribute more to ROI. Fortune’s 100 Best Companies to Work For outperformed the S&P 500 8 out of 10 Years Sources: 2012 BCG/WFPMA proprietary Web survey and analysis. 16 © Development Dimensions International, Inc., MMXIII. All rights reserved.

Talent Acquisition Guidebook

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