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TALENT SOURCING/RECRUITMENT

Wednesday 8th July, 2015 Facilitated By: Timothy Ngige

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SESSION ONE: TALENT CONCEPTUALIZATION

Learner Objectives

� Building your sourcing strategy and target candidate profiles

� Managing your talent pipelines � Understanding employ value proposition

and talent acquisition �  Strategic sourcing

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Opening…

�  Successful organizations, both public and private, are recognizing that the employment assessment and selection process must be viewed as part of a larger, inter-connected talent management strategy; a strategy where emphasis is not only on attracting, assessing, and hiring top talent, but also on developing and retaining excellent employees.

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Talent Management Lifecycle

Talent Acquisition/ Recruitment

Employment Assessment/

Selection

On Boarding

Training & Devpt.

Performance Management

Succession Planning

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Talent Management Lifecycle �  Single most expensive and precious asset in

most organizations is their workforce. �  Engagement & retention are a critical part of

the cycle �  Engagement & Retention of employees are

often key to delivering better organizational results

�  Goal is to create a workplace that is engaging and motivating, where candidates are eager to become members of the organization’s team and where employees want to stay, grow and contribute their knowledge, experience and expertise. 6

Why does Turnover Matter?

� Research suggests that direct replacement costs can reach as high as 50%-60% of an employee’s annual salary.

� Total costs associated with turnover can range from 90% to 200% of annual salary.

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Strategic Sourcing

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So what makes us very knowledgeable?

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Recruitment Today

� Many organizations are back to focus on growth – but smart growth

� But impacts organizations both ways!...TOP Talent Retention

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Recruitment Today

Recruitment within most organizations is: � Under funded based on expectations � Limited by Recruitment Capacity � Limited by Recruiter Capabilities � Inadequately championed at the

Executive level � Treated as an Admin Process

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Recruitment Today

The Key Challenges Continue to Remain the Same: � Finding Good Candidates � Filling Positions Quickly � Engaging hiring managers � Candidate Care

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Deeper Assessment of Candidates

Does a one hour interview provide you with a true indication of a

candidate fit?

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Deeper Assessment of Candidates

Top Influencing Factors in Hiring Candidates* 1. Candidate’s Sense of Humour – 27% 2. Involved in Community – 26% 3. Candidate who is better dressed – 22% 4. Candidate with whom the Hiring Manager has more in common with – 21% 5. Physically Fit – 13%

*survey by Harris Interactive - 2013

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Deeper Assessment of Candidates

�  Focus on Quality & Thorough Interviewing

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Deeper Assessment of Candidates

� Assume 50% of your candidates misrepresent themselves on their resume or exaggerate their experience in an interview – is your organization equipped to assess which ones?

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Deeper Assessment of Candidates

Are your Recruiters & Hiring Managers aligned with your organization’s hiring goals? ◦  Skills & Experience (usually) ◦ Organizational Fit (sometimes) ◦  Potential (rarely)

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Deeper Assessment of Candidates

� Engage & Train your Recruiters & Leaders on Effectively Assessing Candidates

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Candidate Experience

Balance between Candidate Romance and Assessment

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Candidate Experience Possible Trends: � 46% of new hires fail within 18 Months

(Leadership IQ, 2013) � 61% of new hires are unhappy because

they feel that they had been misled during the hiring process (Harris Interactive, 2013)

� 50% of Hiring Organizations or the new hires themselves regret the decisions they made. (The Recruiting Roundtable, 2013)

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The Balance between Candidate Romance and Assessment

Expectation Setting, Communication and Follow up

with Candidates are key!

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SESSION TWO: TALENT ACQUISITION

Strategic Talent Acquisition Organization

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Strategic

Traditional

Proactive Quality focus Sourcing

excellence Targeted talent brand

Seat at the table

Getting to strategic requires a journey

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Strategic Reactive Quantity

focus High cost Active candidates

Transactional

Proactive Quality focus Sourcing

excellence Targeted talent brand

Seat at the table

Traditional

Strategic Talent Acquisition Roadmap

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Developing

Strategic Proficient

Traditional

Brand

Jobs M

etrics Sourcing

Reactive, limited ability to source independently

In-house sourcing capabilities with proactive

pipelining

Team-wide pipelining with engaged talent

communities

Post-and-pray Targeted engagement

to attract highly qualified candidates

Talent segmentation and prioritization

Tailored messaging for priority talent segments

Established metrics and benchmarks

Proactive community building and targeted

content at scale

Build internal capabilities to focus on passive talent

Jobs on niche boards and social platforms

Authentic and consistent talent brand story

Data driven decision making

Talent Pipeline

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Talent Pipeline Model

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