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TALENT SOURCING/RECRUITMENT
Wednesday 8th July, 2015 Facilitated By: Timothy Ngige
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SESSION ONE: TALENT CONCEPTUALIZATION
Learner Objectives
� Building your sourcing strategy and target candidate profiles
� Managing your talent pipelines � Understanding employ value proposition
and talent acquisition � Strategic sourcing
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Opening…
� Successful organizations, both public and private, are recognizing that the employment assessment and selection process must be viewed as part of a larger, inter-connected talent management strategy; a strategy where emphasis is not only on attracting, assessing, and hiring top talent, but also on developing and retaining excellent employees.
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Talent Management Lifecycle
Talent Acquisition/ Recruitment
Employment Assessment/
Selection
On Boarding
Training & Devpt.
Performance Management
Succession Planning
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Talent Management Lifecycle � Single most expensive and precious asset in
most organizations is their workforce. � Engagement & retention are a critical part of
the cycle � Engagement & Retention of employees are
often key to delivering better organizational results
� Goal is to create a workplace that is engaging and motivating, where candidates are eager to become members of the organization’s team and where employees want to stay, grow and contribute their knowledge, experience and expertise. 6
Why does Turnover Matter?
� Research suggests that direct replacement costs can reach as high as 50%-60% of an employee’s annual salary.
� Total costs associated with turnover can range from 90% to 200% of annual salary.
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Strategic Sourcing
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So what makes us very knowledgeable?
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Recruitment Today
� Many organizations are back to focus on growth – but smart growth
� But impacts organizations both ways!...TOP Talent Retention
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Recruitment Today
Recruitment within most organizations is: � Under funded based on expectations � Limited by Recruitment Capacity � Limited by Recruiter Capabilities � Inadequately championed at the
Executive level � Treated as an Admin Process
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Recruitment Today
The Key Challenges Continue to Remain the Same: � Finding Good Candidates � Filling Positions Quickly � Engaging hiring managers � Candidate Care
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Deeper Assessment of Candidates
Does a one hour interview provide you with a true indication of a
candidate fit?
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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
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Deeper Assessment of Candidates
� Focus on Quality & Thorough Interviewing
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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?
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Deeper Assessment of Candidates
Are your Recruiters & Hiring Managers aligned with your organization’s hiring goals? ◦ Skills & Experience (usually) ◦ Organizational Fit (sometimes) ◦ Potential (rarely)
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Deeper Assessment of Candidates
� Engage & Train your Recruiters & Leaders on Effectively Assessing Candidates
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Candidate Experience
Balance between Candidate Romance and Assessment
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Candidate Experience Possible Trends: � 46% of new hires fail within 18 Months
(Leadership IQ, 2013) � 61% of new hires are unhappy because
they feel that they had been misled during the hiring process (Harris Interactive, 2013)
� 50% of Hiring Organizations or the new hires themselves regret the decisions they made. (The Recruiting Roundtable, 2013)
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The Balance between Candidate Romance and Assessment
Expectation Setting, Communication and Follow up
with Candidates are key!
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SESSION TWO: TALENT ACQUISITION
Strategic Talent Acquisition Organization
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Strategic
Traditional
Proactive Quality focus Sourcing
excellence Targeted talent brand
Seat at the table
Getting to strategic requires a journey
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Strategic Reactive Quantity
focus High cost Active candidates
Transactional
Proactive Quality focus Sourcing
excellence Targeted talent brand
Seat at the table
Traditional
Strategic Talent Acquisition Roadmap
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Developing
Strategic Proficient
Traditional
Brand
Jobs M
etrics Sourcing
Reactive, limited ability to source independently
In-house sourcing capabilities with proactive
pipelining
Team-wide pipelining with engaged talent
communities
Post-and-pray Targeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Tailored messaging for priority talent segments
Established metrics and benchmarks
Proactive community building and targeted
content at scale
Build internal capabilities to focus on passive talent
Jobs on niche boards and social platforms
Authentic and consistent talent brand story
Data driven decision making
Talent Pipeline
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Talent Pipeline Model
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