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If you’re responsible for enterprise-wide recruitment strategy development — this session’s for you. We’ll talk about: • How and who to involve from senior leadership to make talent-planning part of the overall strategy process and plan • Setting and managing expectations of the talent acquisition function as part of your company’s strategic plan • Developing a “strategy of planning and execution” within the talent acquisition team • Playing the role of intermediary with and between talent-acquisition leaders and business leaders • Making sure managers and company leaders understand their role in talent selection • Leadership capabilities necessary to develop to be a successful talent-acquisition leader for your organization • How (and what) to measure and how to report your results This session will include research, business case examples, interaction with participants, and templates to use in putting processes in place in your workplace.
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L A U R I E B Y R N E , V P T A L E N T M A N A G E M E N T C A T A M A R A N
TALENT ACQUISITION STRATEGY
DEVELOPMENT
CORPORATE STRATEGY DRIVES TALENT STRATEGY
Corporate Strategy
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• Talent Management Process
Alignment• Communication
Executive Alignment and Agreement Occurs at Each Step of the Process
T4 External Branding
& Go to Market
CORPORATE STRATEGY DRIVES TALENT STRATEGY
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• TM Process Alignment• Communication Executive Alignment and Agreement Occurs at
Each Step of the Process
T4 External Branding
& Go to Market
Corporate Strategy
VERY DIFFERENT LANDSCAPES
• Company A • Company B
Company A Company B
Revenue/year 9 Billion 19 Billion
Countries 65 3
Employees 22,000 4000
Revenue Growth %
2011/2012
4.2 102
Margin 60% 7%
OUR BUSINESS ASPIRATIONS DRIVE OUR ORGANIZATIONAL & TALENT
STRATEGY
Milestone #6
Milestone #3
Milestone
#4
Milestone #1
Milestone #5
Milestone #2
CORPORATE STRATEGY DRIVES TALENT STRATEGY
Corporate Strategy
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• TM Process Alignment• Communication Executive Alignment and Agreement Occurs at
Each Step of the Process
T4 External Branding
& Go to Market
8
FIVE PHASES OF ORGANIZATIONAL GROWTH
• Factors influencing the progression through the phases include:
• Company Age – older companies progress through more
phases
• Company Size - problems and solutions tend to change
markedly as the number of employees and sales volume
increase.
• Industry Growth Rate - the speed at which an organization
experiences phases of evolution and revolution is closely
related to the market environment of its industry.
Larry E. Greiner - Harvard Business Review 1972
9
FIVE PHASES OF ORGANIZATIONAL GROWTH
• Factors influencing the progression through the phases include:
• Company Age – older companies progress through more
phases
• Company Size - problems and solutions tend to change
markedly as the number of employees and sales volume
increase.
• Industry Growth Rate - the speed at which an organization
experiences phases of evolution and revolution is closely
related to the market environment of its industry.
Larry E. Greiner - Harvard Business Review 1972
10 Larry E. Greiner - Harvard Business Review 1972
Evolutionary
Phase
Revolutionary Phase
Phase 1 Phase 2 Phase 3 Phase 4 Phase 5
Growth through
Direction
Growth through
Delegation
Growth through
Coordination
Growth through
Collaboration
Leadership
Crisis
Autonomy
Crisis
Control
Crisis
Bureaucrac
y
Crisis
Unknown
Crisis
Organizational Age
Org
an
iza
tio
na
l Siz
e
Growth
through
Creativity
ORGANIZATIONAL & TALENT SCORECARD TO TRACK OUR PROGRESS AND BENCHMARK TO
BEST PRACTICES
2012 External
Metric YE Q1 Q2 Q3 Q4 Benchmark Status
Employee Engagement 4.26
High Potential Engagement 4.26
Employee Turnover 15.0%
- Voluntary % 10.5%
- Involuntary % 4.5%
High Potential Turnover 5%
Internal Fill Rate 30%
Ready Now Backfills - VP+ 75%
Ready Now Backfills - Critical Roles 75%
VP+ Diversity - Women 25%
VP+ Diversity - Minority 6%
Revenue per Employee $2,086,672*
EBITDA per Employee $125,983*
HR Cost per Employee $2,256
Employee Referral Fill Rate 45%
Cost per Hire $2,180
Quality of Hire
2013
CORPORATE STRATEGY DRIVES TALENT STRATEGY
Corporate Strategy
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• TM Process Alignment• Communication Executive Alignment and Agreement Occurs at
Each Step of the Process
T4 External Branding
& Go to Market
SUCCESS PROFILES ARE INTEGRATED INTO ALL OUR
TALENT MANAGEMENT ACTIVITIES
Selection
Process
Ongoing Coaching
& Feedback
Rewards &
Recognition
Performance
Management
“On Boarding”
& Orientation
Work
Assignments
Talent Reviews
& Succession
Planning
Development
Planning
25
Personal
Attributes
Knowledge &
Experiences
Competencies
CORPORATE STRATEGY DRIVES TALENT STRATEGY
Corporate Strategy
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• TM Process Alignment• Communication Executive Alignment and Agreement Occurs at
Each Step of the Process
T4 External Branding
& Go to Market
TALENT ACQUISITION TEAM
1. Do we have the right Structure
2. Do we have the right Process
3. Do we have the right People
• Selection
• Development
• Talent Advisors
• Engagement
• Company and Industry Knowledge
• Internal Network/Team
4. Do we have the appropriate Resources
CORPORATE STRATEGY DRIVES TALENT STRATEGY
Corporate Strategy
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• TM Process Alignment• Communication Executive Alignment and Agreement Occurs at
Each Step of the Process
T4 External Branding
& Go to Market
INTERNAL ADOPTION AND TRAINING
• Mission
• Engagement
• Accurate Employment Brand
• Trained Hiring Teams/Tools and Support
• Cohesive and Validated Assessment Process
• Communication
• Celebration
• Reward and Recognition
• Value placed on Talent and Candidates
CORPORATE STRATEGY DRIVES TALENT STRATEGY
Corporate Strategy
CurrentState
Assessments• Succession• Metrics• Goal Identification
Talent Acquisition ProcessesTA Team TrainingRecruiter vs. Talent Advisors
• Employment/Employer Brand• Selection
Key Transition Points& Development Focus
T1
T2T
TalentManagement
Practices
T3
TA Processes/Alignment &
Training
Internal Adoption/Training
• Success Profiles• TM Process Alignment• Communication Executive Alignment and Agreement Occurs at
Each Step of the Process
T4 External Branding
& Go to Market
![Jafer Talent Acquisition Talent Retention[1]](https://img.pdfslide.us/doc/110x75/577d2acc1a28ab4e1eaa2032/jafer-talent-acquisition-talent-retention1.jpg)
