The Keys to Building a Talent Acquisition Function
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Social media has changed the recruiting landscape and understanding how to utilize the right technology and tools for your company as well as ensuring your Talent Acquisition team can keep pace and adapt to how candidates are looking for jobs -
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The Keys to Building a Talent Acquisition Function
- 2. Focus Areas • People – Shifting resources to enable talent communities and social media focus – Developing TA Partners – The Power of the Millennial Generation • Process – It’s all about the Candidate Experience – Moving from Transaction to Engagement – The new Recruiting Lifecycle • Technology – Branding and Social Media are Key Drivers • Our Changing Role as Talent Acquisition Leaders
- 3. Social Media has Transformed Recruiting From Transaction Based to Engagement Driven
- 4. Talent Acquisition 3.0 The Changing Landscape Global Talent War • Surplus of Jobs • Shortage of Talent Dynamic Shift in Candidate Attraction • • • • From Transaction driven (Email, Phone, Job Boards) to Social Engagement Candidate has more control and choices than ever Everyone is a passive candidate Building Talent Communities is more important than Candidate Pipelines Talent Acquisition = HR Sales, Marketing, PR • You and Your Team Own Employment Branding • Promote Conversations and Engagement with Everyone • Relationships Trump Transactions
- 7. People
- 11. The Engaged Recruiter is adept at: PR and Messaging Sales and Marketing Communication and Presentation Skills Recruiting
- 12. The Engaged Recruiter focuses on: Promoting Your Employer Brand and Value Proposition Personal Branding Talent Relationship Management Creating Engagement with Talent Communities
- 13. Millennials are Changing How We Work Invest in Them!!
- 14. Why Is This Important? • Millennials will be 75% of U.S. Workforce by 2025 • Millennials = 52% of U.S. Population • Millennials (aka: Post 80’s) = 50% of China’s Current Workforce • 40% of Fortune 500 Co.’s Will Retire Within Next 10 Years • Millennials will move into Leadership Roles Sooner & Younger…globally! • Millennials will dictate how HR Technology evolves
- 15. Process
- 17. The Candidate Experience – “Old School” Look at Website See Ad Apply Wait. And Wait. And Wait
- 18. The Job Seeker Has More Control Than Ever!! 2/6/2014
- 20. Fishing is a Team Sport Training Candidate Experience Events • Behavioral Interviewing • Candidate Appreciation Training for All Employees • Candidate Assessment • Social Media Recruiting • Candidate Affinity – No Candidate Left Behind! • Survey Data to Improve Experience • Global Talent Mobility and Workforce Planning • Integrated Talent Management Lifecycle • Employee Referral Programs • University Relations • Diversity and Inclusion • Veterans • Women in Technology • Open House • Meetups • Crowd Sourcing • Webinars
- 21. Technology
- 22. Talent Mgt. • CRM – Candidate Relationship Management • Talent Marketing Platform • Social Performance Metrics Attraction Engagement • Social Collaboration • Talent Networks • Video Job Descriptions • SEO • Employee Referral Loyalty Programs • Employer Value Proposition and Employment Brand • TA Branding • BU/Team/Manager Branding • Leader Blogs • Groups
- 23. The Recruiting Engine Candidate Relationship Management Data Analytics Search Engine Social Media Optimization Marketing Platform Talent Management Platform (ATS)
- 25. Talent Acquisition Leader 3.0 25
- 26. Leaders Entrepreneurial Customer Focused Influencers Our Role as TA Leaders Set Vision and Direction Collaborators Change Agents
- 27. You are your company’s Chief HR Branding Officer
- 28. Getting From 2.0 to 3.0 Define Optimal Future State Assess Current Operations Identify and Prioritize Gaps Build the Plan Implement the Plan
- 29. Talent Acquisition 3.0’s Evolving Capabilities Moving Your Company from Transaction to Engagement 12 Months • Transaction focused Recruiters • Reliance on Job Boards • Lack of Pipeline • No Sourcing Strategy • Limited Talent Management Capabilities • Little to no Social Recruiting Capabilities • Transaction focused Today • Hire Strong TA Partners • Tight alignment with FA/HRBP • Create Recruiting Champions within BUs • Drive Process Improvements • Metrics and Reporting • Design Attraction Strategy • Leverage Social Media • Drive Employee Engagement • Linked Employer Value Proposition, Employer Brand and Talent Acquisition Strategy • Integrated Social Media Recruiting Strategy With Focused Talent Communities • Strong Workforce Planning Strategy • Meaningful TA Metrics – customer sat driven • Engagement Focused Future 2/6/2014
- 30. Do You Want to Take Direction or Set Direction?
- 31. Thank You
- 32. Resources • http://www.ere.net/2011/06/14/a-vision-for-the-future-ofrecruitment-recruitment-3-0/ • http://markwadsley.blogspot.com/2012/04/talentacquisition-30.html • http://www.forbes.com/sites/kevinkruse/2012/10/16/quot es-on-leadership/ • http://www.ere.net/2013/03/26/need-a-person-to-runyour-recruiting-department-hire-an-entrepreneurialmanager/ • http://www.recruitingblogs.com/profiles/blogs/thecandidate-experience-are-companies-listening-infographic • http://insidetmt.com/insidetmt-blog/item/recruitmentmarketing-platform-category.html
Editor's Notes
- Old school – post ad, view website, apply, wait…and wait…
- You don’t believe me?Think about it – all you had before was your resume – we spent the time and effort to find nice bonded paper Now you have multiple avenues of instant access – but how do you maximize that?
- Talent Acquisition 3.0 – see something interesting, look at FB for culture, blogs to learn more, glassdoor to see reviews, LinkedIn to check out hiring manager, etc