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Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

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Page 1: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Attracting and retaining talent

Elanie Kruger, Head of Talent Acquisition

Nick Thomson, Solutions Development Director

Page 2: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

The talent crisis

“ Any organisation has to become as efficient and effective as possible, and can do so by using, not wasting - talent more effectively,…”

“Instead of the war for talent, I would call today’s challenge, the waste of talent”

Dr John Sullivan

Page 3: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Why is there a crisis?

• The supply of talent is changing

– Ageing population

• The changing mindset

– Loyalty has been redefined

Page 4: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

What UK research shows? • By the age of 25, most people can expect to experience 4 different jobs

compared to 2, 20 years ago• 20% of the workforce are working mothers and 80% of growth in the

workforce till 2010 is anticipated to be women• 10% reduction in workforce aged 20-40 by 2010• Growing tendency to shift from time spent at work to quality of

contribution made whilst at work• International competition for labour due to global shortages • Increased focus on individual needs reflective of an increasingly diverse

workforce • 25% of employees leave within twelve months • The attitudes and behaviour of senior management as well as their

capabilities and knowledge are key enablers in 70% of any change/re-organisation process.

Page 5: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Taking the lead

• We have to acquire and retain top talent quickly and cost effectively

Page 6: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Our approach to talent management

We believe that our focus in terms of talent management should not be limited to attracting and engaging talented people to join our organisation but to harness internal talent at all levels rigorously developing and deploying employees to ensure enhanced capability, minimised vulnerabilities and improved business performance.

Page 7: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

How do we manage talent?

Build & develop,engage andleverage existing employees

Attract the required capabilities and cultural fit

Retain high-performing, high-engaging employees

Capability gap

Page 8: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

How do we manage talent?

Build & develop,engage andleverage existing employees

Attract the required capabilities and cultural fit

Retain high-performing, high-engaging employees

Capability gap

Engagement

Page 9: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

What is Engagement?

Engagement

Want to do it…

Can do… Know what to do…

BuildLeverage

Page 10: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

How do we manage talent?Most critical needs Current work situation

The role

Manager actions

The work environment

Organisation characteristics

FIT

What I want out of a job…

The relationship I desire with my manager…

The work situation I prefer…

The type of organisation I want to be part of…

Attitude

tothe Job

Att

itude

ab

out

the

busi

ness

Page 11: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Frightening facts

• 40% of recruitment decisions are actually made on the basis of appearance alone

• Research shows that every manager or professional who resigns costs a company up to 18 month’s salary

Page 12: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Past experience/acquired competence

Talent Management

• How we want you to behave?

The competencies you should have for a role?

The potential employee

What we value?

Your potential/ability? (past experience/performance)

Ceridian standards

Job profile

Individual

profile

Talent Acquisition

Potential development

Personal attributes/natural competence

Past achievements/adapted competence

Page 13: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Talent Management

• How we want you to behave?

The competencies you should have for a role?

The potential employee

What we value?

Your potential/ability? (past experience/performance)

Ceridian standards

Job profile

Individual

profile

Want to do it (engagement)

Can doKnow what to do

Page 14: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Talent build, leveraging and engagement

• How we want you to behave?

The competencies you should have for a role?

Ceridian

expectations

Succession planning

Career

planning

Individual expectations

The employee

What we value?

Your potential/ability? (past experience/performance)

Your Ceridian contribution (i.e. your value add in terms of behaviour (conduct) and goal attainment

Ceridian standards

Job profile

Individual

profile

Development & growth

Page 15: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Taking the lead – the latest trends

• Is your resourcing strategy linked to your business strategy?

• Are you flexible in your approach? Potential, migrant workers, reward

• Do you make use of prioritisation? High impact, mission critical positions

• Do you optimise your competency framework?

• Do you make use of different assessment methodologies?

• Do you measure quality of hire?

• Do you know the needs of your employees?

• Does your recruitment technology enhance your processes?

Page 16: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

The talent acquisition maxim

“Let technology aid differentiation, not drive it.”

Page 17: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Taking the lead

Taleo Research 2007 0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1998 1999 2000 2001 2002 2003

No corporatewebsite

No corporate careerwebsite

Corporate careerwebsite

Page 18: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Recruitment agencies

Paper-based advertising/events

Online attraction strategy

Reputation management

ERP*

Talent bank

First choice

Last choice

High cost

Low cost

*Employer referral scheme

Traditional recruitment model

Page 19: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

ERP*

Reputation management

Online attraction strategy

Paper-based advertising/events

Talent bank

Recruitment agencies

First choice

Last choice

Low cost

High cost

*Employer referral scheme

Professional recruitment model

Page 20: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

The technologyDeveloping a collaborative hub around which all recruitment activity can flow.

Recruitment manager

Career site 1Graduates

Career site 2General

Agency 1Agency 1

Agency 2Agency 2

Agency 3Agency 3

Job board 1Job board 1

Job board 2Job board 2

Job board 3Job board 3

Offline mediaBanner Adverts

Page 21: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Source: 2006 Recruiting Metrics and Performance Benchmark Report

Room for improvement?

Interview experience16%

Job description19%

Orientation2%

Scheduling interviews

5%Offer5%

Pre-employment7%

Communication & follow up

46%

Page 22: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Communication & follow Up (46%)Aim • Develop informative, content rich career sites

• Personalised content for each candidate

• Each and every candidate communicated with

• Visibility to the process. Where am I? What happens next?

• Engage as efficiently with agencies as you do candidates

Technology • Easily content manage career site

• Mail merge communication templates

• Automated rejection process

• Email, documents & SMS

• Integrated email engine

• Record of every communication sent and received

• Online agency management

Process • Advice and support in developing career site content.

• Incorporate branding message into every email sent

• Send email and SMS concurrently

Page 23: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Job description (19%)

Aim • Attractive, informative and concise

• Limit adverts to a maximum of 5000 characters

• Drive the audience to view job descriptions

• Remember who you are competing against

Technology • Build a bank of position templates

• Ability to provide a job specification download

• Monitor web viewing statistics

• Distribution of job description to all recruitment sources.

Process • Advice on writing copy for adverts

• Advice on wording of competencies

• Who should freehand and who should not?

Page 24: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

Interview experience & scheduling (21%)

Aim • Ensure all candidates are informed

• Assess all candidates against appropriate criteria

• Drive assessment online to ensure quality

Technology • Record all interview events, attendees and outcomes

• Production of communications (Email, Doc, SMS)

• Online Interview Booking (Due Summer ’07)

• Bespoke application form questions

• Integrated online psychometric testing

Process • Advice on the management of interview events

• Advice on application of competency based interviewing

• Send text messages to all attendees prior to event

Page 25: Attracting and retaining talent Elanie Kruger, Head of Talent Acquisition Nick Thomson, Solutions Development Director

CERIDIAN Exchange Tower 2 Harbour Exchange Square London E14 9GE Tel: 0800 733 337 Fax: 020 7335 3636 Web: www.ceridian.co.uk Email: [email protected]

© 2007 Ceridian Corporation. All rights reserved.