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Talent Acquisition Best Practices & Trends 2014

  1. Talent Acquisition Trends & Best Practices 2014
  2. Presenter Simon Parkin Practice Leader, Recruitment & Talent Management Advisory @aTalentCompany @SimonParkin1
  3. So what makes us so knowledgeable?
  4. The Origins of Recruitment VIDEO #1
  5. Recruitment Today: The State of the Union
  6. Recruitment Today Many organizations are back to a focus on growth – but smart growth!
  7. Recruitment Today Many organizations are back to a focus on growth – but smart growth! But impacts organizations both ways! ……..Top Talent Retention
  8. Recruitment Today Recruitment within most organizations is: • • • • Under funded based on expectations Limited by Recruitment Capacity Limited by Recruiter Capabilities Under represented with Recruitment Branding • Inadequately championed at the Executive level • Treated as an Admin Process
  9. Recruitment Today The Key Challenges Continue to Remain the Same: • • • • Finding Good Candidates Filling Positions Quickly Engaging Hiring Managers Candidate Care
  10. Talent Acquisition Trends
  11. “Unplugging your ATS” Get back to “Old School” Recruitment
  12. “Unplugging your ATS” Replace with a CRM Tool (Candidate Relationship Management)
  13. Candidate Sourcing No longer about “Post & Pray”
  14. Candidate Sourcing Constantly Align to the Business Goals Talent Pipelines
  15. Candidate Sourcing Ensuring the most effective use of tools your already likely paying for
  16. Candidate Sourcing Ensure your Recruitment Function has the capacity and capability to effectively source!
  17. Candidate Sourcing Evolving into a Talent Hunter Culture
  18. Assessment in Talent Acquisition
  19. Assessment thru Interviewing VIDEO - Misaligned Hiring Goals
  20. Assessment thru Interviewing VIDEO – Hiring Managers and their self made candidate interviewing tests
  21. Deeper Assessment of Candidates Does a 1 hour interview provide you with a true indication of a candidate fit?
  22. Deeper Assessment of Candidates Top Influencing Factors in Hiring Candidates* 1. Candidate’s Sense of Humour – 27% 2. Involved in Community – 26% 3. Candidate who is Better Dressed – 22% 4. Candidate with whom the Hiring Manager has more in common with – 21% 5. Physically Fit – 13% *survey by Harris Interactive - 2013
  23. Deeper Assessment of Candidates Focus on Quality & Thorough Interviewing
  24. Deeper Assessment of Candidates Assume 50% of your candidates misrepresent themselves on their resume or exaggerate their experience in an interview – is your organization equipped to assess which ones?
  25. Deeper Assessment of Candidates Are your Recruiters & Hiring Managers aligned with your organization’s hiring goals? • Skills & Experience (usually) • Organizational Fit (sometimes) • Potential (rarely)
  26. Deeper Assessment of Candidates Engage & Train your Recruiters & Leaders on Effectively Assessing Candidates
  27. Candidate Experience The Balance between Candidate Romance and Assessment
  28. The Balance between Candidate Romance and Assessment 46% of new hires fail within 18 months* *Leadership IQ 2013
  29. The Balance between Candidate Romance and Assessment 61% of new hires are unhappy because they feel that they had been misled during the hiring process* *Harris Interactive 2013
  30. The Balance between Candidate Romance and Assessment 50% of Hiring Organizations or the new hires themselves regret the decisions they made* *The Recruiting Roundtable 2013
  31. The Balance between Candidate Romance and Assessment Expectation Setting, Communication and Follow up with Candidates are key!
  32. Talent Calibration Assess your Internal Talent versus Top External Talent to Hire the Best overall – don’t be afraid to compare
  33. Talent Calibration Where does your internal talent compare? “Who the right person is can greatly depend on the moment. Someone who has performed an exemplary job leading one leg of that journey may not be ideally suited for the next.” - Meg Whitman HP CEO
  34. Recruiters now need to be Talent Advisors Recruiters must no longer be Recruitment Coordinators & Administrators
  35. Recruiters now need to be Talent Advisors Must be the Trusted Advisors & Partners to the Business – not just a simple title change!
  36. Recruiters now need to be Talent Advisors Recruiters must become a Talent Influencer for your organization
  37. “Big Data” within Talent Acquisition
  38. Best Practices Recruitment Model
  39. Best Practices Boomerang Hiring makes up 10% of their hires each year
  40. Best Practices - Interviewing Uses panels of varied employees to handle the interviewing & selection process – 4 interview maximum. (no direct hiring managers or peers to remove the subjectivity)
  41. Best Practices - Mobile 63% of people search for jobs on their smartphone
  42. Best Practices - LinkedIn
  43. Contact US For further information or assistance contact: Simon Parkin The Talent Company Ltd. (905) 475-8562