Technology & Recruitment – An Effective Partnership ? Nikki Brain, Client Solutions Director, Managed Services, Ignata
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Technology & Recruitment – An Effective Partnership ? Nikki Brain, Client Solutions Director, Managed Services, Ignata
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Technology & Recruitment – An Effective Partnership ? Nikki Brain, Client Solutions Director, Managed Services, Ignata
- 1. Technology & Recruitment, Effective Partnership? Nikki Brain (FIRP)
- 2. Recruitment Technology Recruitment & Technology – working in partnership. Current…….
- 3. Business Issues / Challenges? Future Proof (Strategic) Market Position (Leader) Increase Productivity Improve Business Performance Staff Attrition Talent Management High Potentials Future Leaders Brand Perception
- 4. Industry Trends for 2017 More Diverse Candidates Soft Skills Assessment Innovative Interview & Selection Tools Finding Talent will be Easier, Acquiring will be harder Improve selling capability of Job Descriptions Applications & Mobile Communication Talent Branding Digital Marketing (Consumer & Candidate) Referrals
- 5. New / Updated Technology Diversity Talent Pool Management 3rd Party Websites / Job Boards Referrals Social Professional Networks Recruitment Trends Talent Attraction Top 3 - 2017
- 6. 5 Generations in Workplace Traditionalists Baby Boomers Generation X Generation Y MILLENNIALS Generation Z 1946 1964 1976 1997
- 7. Traditionalists Baby Boomers Generation X Generation Y MILLENIALS Generation Z Hardwork Formal Letter Face to Face Job is for Life Loyalty Telephone Face to Face Telephone Organisational Led Loyal to Profession Email & Text Email & Text Work life Balance Innovation & Change Text & Social Media Online & Mobile Work with, not for Self Reliance & Activity Orientation Mobile & Handheld Career Multitaskers Face Time 5 Generations in Workplace
- 8. Applicant Screening Video Online Testing Blind Selection Candidate Journey Engaged Application Management Branding Ambassadors Interactive Referrals New / Upgraded Technology
- 9. Diversity Generations Existing Groups Blind Hiring New Groups
- 10. Talent Pool Management Previous Applications Industry Media Exit Alumni Networking Social Networking Referrals
- 11. Acquisition (Digital) Website Internet Social networks Mobile Video E-news / updates Job board Engagement Passive Active Pre hire Assessment & Selection Hire -Yes or No ? On-boarding Opportunities Promotion Career Development Leadership development Manager Relationships Exit Re-hire Employee Value Proposition Talent Brand Communicate your message Acquisition (Traditional) Adverts Posters Brochures Careers fairs On-boarding packs Training packs Employee handbooks Performance appraisal What matters to your employees Strategy Policies and Processes External Factors Talent Branding
- 12. New / Updated Technology Diversity Talent Pool Management 3rd Party Websites / Job Boards Referrals Social Professional Networks Recruitment Trends Talent Attraction Top 3 - 2017 WE ALL HAVE ACCESS TO THE SAME PEOPLE
- 14. Recruitment TechnologyMarketing An effective Recruitment Strategy will require Recruitment, Technology & Marketing – as one. Today, Tomorrow…….
- 15. CURRENT FUTURE Tactical Reactive Technology EVP Recruiter Strategic Proactive Talent Engagement Talent Brand True Partner Your Recruitment Plan ?
Editor's Notes
- Business issues Talent Branding What is Employer Value Proposition (EVP) Talent Brand VS. EVP Talent Acquisition Keeping Employees Engaged Technologies & Techniques Working Together Example Q&A
- Business issues Talent Branding What is Employer Value Proposition (EVP) Talent Brand VS. EVP Talent Acquisition Keeping Employees Engaged Technologies & Techniques Working Together Example Q&A
- Business issues Talent Branding What is Employer Value Proposition (EVP) Talent Brand VS. EVP Talent Acquisition Keeping Employees Engaged Technologies & Techniques Working Together Example Q&A
- A good Talent Brand contains elements that appeal to different groups of current and potential employees from different cultures, age groups and functions. The most successful EVPs are derived from combining needs of key segments of the workforce to form a universal Talent Brand, which is then communicated through the best channel for each segment. This is essential in tight recruitment markets, where competition for the best talent is fierce. A segmented approach can help your company to stand out in a crowded market and provide compelling reasons to join your organisation.