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Long term focus
Requires forecasting needs for the future
Putting recruiting strategies in place that are
always working for you , whether you are actively
hiring or not
Evolve over time
Increase in value over time
Requires Planning
Strategic Recruiting
Marketing: Position your product
Develop an Employer Brand – the process of building your external image as an excellent place to work
Sales: CRM tools and principles to reach out to applicants and prospects to
create a pipeline: building and maintaining relationships, proactive sourcing of prospects
Supply Chain Management Strategic partnerships with suppliers, distributors, and
customers, creating communication channels for critical information and operational improvements; searching for new supply points
Customer Service The candidate experience
Operations Speed is essential, execution must be flawless
Toto, we aren’t in Kansas anymore!
ATS gives you quantitative data describing your
current workforce:
Schools
Competitors
Adjacent industries
Professional organizations
What common threads eg: sports? Job titles?
These are your supply points
Understanding Your Labor Market
What percentage of last decade’s graduates from Community College X did you hire. What percentage of which majors? Are they going to continue to deliver that level of supply over the next five years?
What percentage of your engineers come from competitors? What percentage come from colleges? Will both sources continue to be viable over the next five years?
Where do your program managers come from? What’s happening in those institutions?
Where do your technicians come from? What’s happening in those worlds?
Supply Point Assessment
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