5. It’s not just an HR thing. It’s a CEO’s major
concern.
3
6. Your reputation as an employer defines
your position in the market.
Every action taken during
the talent acquisition process has
the potential to brand 4
your company positively or
negatively
10. Start with the end in mind. Plan and act
accordingly – iterate – iterate – iterate …
5
11. Different types of vacancies / candidates
require different approaches
6
12. The future is already here.
Digital natives are already on the labour
market
7
13.
14. iWhy? – the importance of making sense
Does your current employment provide you
with a sense of “meaning” ?
(% Yes by generation, Kelly Global Workforce Index)
Gen Y Gen X Babyboom 8
YES - YES - YES -
47 49 48
NO - NO - NO -
53 51 52
20. Creating a personal story
“People will forget what you said, people will forget what you did,
but people will never forget how you made them feel” (Maya Angelou)
11
22. Goal setting: identify priorities new hires
need to accomplish – in their first 3
months, 6 months and year.
What will they be able to accomplish?
- A Job?
- A Career?
13
- A Calling?
23. What’s in it for me?
Prospective hires want to know what’s
expected + what they can expect in return
Address the personal + professional goals
14
(challenging projects, future responsibilities,..)
24. The fair deal
Transparency is essential. High value candidates
will demand your openness about your business
plans, financial stability,…
15
Do not over promise. You can never produce.
25.
26. Pay for performance culture
High performers know their worth:
in fast changing markets, highly skilled professionals
know it’s imperative to capitalize
on their career & compensation options
Link employee performance and its impact
to the organisation’s business goals 16
The outcome?
> Direct impact on ownership /engagement
28. Engage the network
Generation Y prefer network referrals as first
source of job opportunity
Invest in building engaged communities
The most succesfull tool ?
Person-to-person networking
(Right Management US: 60000 jobseekers:
3 years: personal networking: 41%,
18
jobboards 25%)
The informal network is also a first selection tool
29. Engage technology
… but business will always be about people
… and it’s working both ways
(deep search engine, mobile recruiting,
crowd sourcing…)
19