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Hello
What you are about to see here is a brief insight and overview of who I am in regard to corporate
talent acquisition.
It is a mixed bag, containing snippets of insight and information into who I am and what I know andmy abilities in hiring the best people for open roles.
Introduction
Talent Acquisition (TA) in todays world is complex and multifaceted. It is about whether someone has what it takes
to fill a role from a skills/background/ability perspective. Additional and often the differentiator is personal
engagement and passion ensuring not just a fit, but a valuable short mid and long term asset enabling
company/organisation to evolve and reach the next level. Best in class TA is about solving business challenges fromstrategic planning through to operational delivery, utilising the vast range of ever evolving tools, channels and
solutions available, be it to external or internal communities. With increasing channels and tools available TA hold
more opportunities today than ever before. For me that start with the framework of Recruitment 3.0, business
understanding/interpretation of requirements, knowledge of best and most efficient solutions of needs, paired with
my own quest for excellence and personal engagement/passion for all matters TA. Extensive background/abilities in
all above, learnt from the best within global leading brand companies across various locations and roles spanning
sales, marketing, R&D, engineering, development, support, finance, corporate functions and graduate/interns give
me a substantial range of abilities, solutions and insight.
Achieved results
Since having started working in an in-house/corporate capacity in 2007 I have:
Operated roles covering; sales, marketing, R&D, engineering, development, support, finance, corporate functions
and graduate/interns. Roles have been anything from senior/management/region/country level through to graduate
Within these 70% of all candidates placed are still either in the roles hired for and/or within the companies hired for.Approximately 30% of these candidates hired have been internally promoted since hired.
Jacob S. Madsen Corporate Talent Acquisition, a brief overview
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My objective with the following pages is to provide a brief insight into what I know,
from an overview perspective, yet as an introduction to a much deeper and wider
world of myself and my abilities.
For some areas these are directly own tried, tested and proven plug & play
solutions/templates, for other subjects they are of a more generic nature or refer to an
overall knowledge and insight.
As this presentation is public , there are areas where I may not wish to give away too
much information, however where I do hold substantial data /information and insight
to back it up, available upon request.
This presentation is an extract of one given on the subjects:
How has (corporate)recruitment techniques evolved in the lastrecent years
What does the future of (corporate) recruitment look like
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Corporate Recruitment / Talent Acquisition
Time to hire Cost per hire Quality per hire
Since 2007 and to date undergone a complete transformation
Gone from Web 2.0 to Recruitment 5.0
Enabled and changed the recruiting function from being reactive to pro active
Terms, names, products and solutions never heard about before emerged and become
main stream.
Moved from a try and see to now tried and tested with tangible data and results to
back up use, relevance and methodology.
Moved from being static to ever evolving and continuous better and more efficient
solutions.
Becoming as much about a mind-set about how and where to communicate and via
which channels.
Become a question of survival of fittest meaning those that understand, adopt and
utilise opportunities also those with biggest chance of success.
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Corporate Talent Acquisition, Structure and Processes, Strategy to Execution
Talent Acquisition Strategy
Pre-qualification
Headcount hire approval
Identification of need for person resource
New hire, replacement/backfill
External
Best possible talent, that will be a role/job match and asset through background, skill,capability, engagement and passion
Start/on-boarding
R e c r u i t m e n t P o l i c y
Talent Pool (database)
Talent Request Brief Hiring Mngr meeting Publishable Job description Candidate QuestionnaireFaster and more
accurate hire
HRBP
Compensation
Internal
Direct
Shortlist Interview(s)/assessment Offer References, background check
Hiring Mngr.,Team, HRBP, (management)
Compensation
Social Media
Communities
Linkedin, Linkedin groups
Facebook
YouTube, Twitter
Other
Specialist sites/places
Job posting(s)
Own website career page
Linkedin, Facebook
Employee Linkedin update
Job board(s)
CommunitiesIndirect
Research firms/partners
Agencies
Jobboard databases
Own in-house recruiters
External (headhunters)Move/promotion
Referral
Intranet
Internal advertising
Social Media message push publishing
Or sourced via existing
Sourcing methodologies
Cost
Search & Selection
Terms & Conditions
Preferred Supplier List
Service Level Agreement(s)
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Structure, processes
Strategic to operational
Reporting
-Status update , Work In Progress (WIP)
-Weekly reporting (Traffic Light Report )
Analysis of all measureable data/activities.
Efficiency and Effectiveness
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Systems
Applicant Tracking System -Candidate application tool
Repository/database of candidates
Process management tool
Content
-The structure/format used
-The message that is wished to be conveyed
-The perception we wish someone to have
-The feel for what we are saying
-Story telling-Authenticity
-The channels we use
- Every employee is a potential publisher
- 3 Cs , -Connect, Converse, Convert
Employer of choice,
Branding , EVP
-Who we are
-What we stand for
-Why working here
-What do we offer-What it will mean for your career
http://www.google.co.uk/url?sa=i&rct=j&q=&source=images&cd=&docid=W3xVbKofT-jq5M&tbnid=3CXPW7EFvAofcM:&ved=0CAUQjRw&url=https://www.facebook.com/GreatPlacetoWork&ei=HJK1Ub5uqa7RBd_fgPAL&bvm=bv.47534661,d.d2k&psig=AFQjCNE_UzcYR9VgvXs9m_LloVWPzKulxg&ust=1370940088694718 -
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Corporate Talent Acquisition, Securing best possible delivery
Candidate Shortlist
Identification of need for person resource
New hire, replacement/backfill
Best possible talent, that will be a role/job match and asset through background, skill, capability, engagement and passion
Candidate Long List
Talent Request Brief,
(contract of delivery)
Hiring Manager
( job/intake briefing) meetingPublishable Job description
Candidate Questionnaire ,
ensuring skills match and
suitability
Shortlist presented
to client hiring
manager
Client
Interview(s)/assessment and
selection
Offer References, background check
Decision on channels/media, methodologies, content of messaging, resources, delivery format etc.
U N D E R S T A N D I N G I N S I G H TA P P R E C I A T I O N
Business, market(s), competitors, geographies/cultural, sector, department, etc. SWOT
Applicant and/or sourced candidate management structure, management, selection/qualification, marketing (EVP)
Further qualification, selection, evaluation of candidates (telephone, video, face 2 face)
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How have (corporate) recruitment techniques evolved in recent years
1. Tools, Channels,
Solutions
2. Methodologies,
approaches, mind-set
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Recruiter BarTalentBin
Google+Air
Path To
FireFish
Triangulate
ZaoStartWire
SortBox
Resumator
i-tweet-live
Smarterer
Twitter
YouTube
FaceBook
LinkedIn Instagram
Vimeo
FourSquare
Tumblr
Tools, Channels, SolutionsM
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K
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F
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How have (corporate) recruitment techniques evolved in recent years
Tools Channels Solutions that truly
make a difference/enable answers and
resolve challenges - available upon
request
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How have (corporate) recruitment techniques evolved in recent years
Methodologies, approaches, mind-set
More books, more articles, more blogs, more R&D, more access to information
and how to and best in class than ever, in short there is now an answer toevery aspect imaginable within corporate talent acquisition/recruitment:
-www.ere.net Global forum for all matters relating to recruitment
-Lou Adler
-Kevin Wheeler accountable for near 60-70% global thought leadership-Dr. John Sullivan in respect to best in class talent acquisition/recruitment
As stipulated in Recruitment 3.0 by Matthew Jeffery, corporate recruitment
now an all encompassing and holistic approach, that is forever evolvingrather than static and only relating to the HR and recruitment function
Good and effective recruitment is about a mind-set that start at the senior
management level and involves everybody
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2007 2008 2009 2010 2011 2012 2013
Development, Tools,
Channels Solutions
Time
How have (corporate) recruitment techniques evolved in recent years
Never before in the last 5 years as
many and as wide a range of tools,
channels and solutions , and more
coming , being better, more efficient
and effective than seen before.
2014
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What does the future of (corporate) recruitment look like?
It all depends:
-Level of position/role-Market/competition (supply and demand of
position/role)
-Expectation of position/role
-Location of role
-Tools, channels, solutions available
Core:
Identification
Connection,
engagement
Hiring
Tools, Channels, Solutions:
As per role
As per marketAs per target audience
Methodology of
engagement:
The 3 Cs:
ConnectionConversation
Conversion
-Branding
-EVP (Employee
Value Proposition)
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Many answers and options available in respect to this question, all depending on who you
ask.
For certain overall trends that will form the future and become main topics such as:
Data: Data will together with culture be where future battles over competition for talent will be fought,
and won or lost. Examples are starting to emerge as to what data collection, data insight, data
understanding (predictive data analysis) can yield of results and the opportunities are immense.
Mobile: Mobile access will explode in the coming 2-3 years. Not being mobile enabled will no longer be
an option 189 million users of Facebook purely make access via their mobile. 67% of jobseekers askedin a survey said that they searched for jobs on their mobile
Artificial Intelligence: This will play a bigger part in the coming years and already some recruitmentthought leaders claim it will threaten the role of corporate recruiters (taking over many functions)
Gamification: Already being used in various forms and at different stages, it will be the subject of the
future that will become more and more widespread. GCHQ, RMS, Mariott Hotels, Unilever, Maersk Oil
That said with still huge areas that leave room for improvement in getting the basics right, as well as
within exploring and utilising existing tools, channels and solutions so much that could and should be
done, that would make a significant change and improvement.
The foundation for how to identify, how to engage and how to hire best possible talent remain the
same as pre 2007, only the tools, channels and solutions to do so are new and enable a different, afaster, a more accurate and a more engaged form of communication
What does the future of (corporate) recruitment look like?
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What does the future of (corporate) recruitment look like?
So what does the future hold in respect to
finding best of the best ?Macro environment, convergence of technologies/same need will mean that competition for talent
will grow significantly in coming years true survival of the fittest
Best talent have in the past, and will continue to, having pick of who they wish to work for
Attraction and being seen (visibility) as employer of choice will be key/essential to win this race
perception = reality for candidates The web is your brand
Engagement and getting to speak to the right people (and continue doing so) will be essential.Ongoing conversation will ensure best chances of success candidate experience
Referral and utilising existing network will form a very substantial part of solutions
every employee is a publisher (Microsoft have overall 35-45% of their hires through referrals)
Smart utilsation of available and future tools will enable identification and engagement
social stalking
Good and highly skilled people are rarely on the market why they will need to be found and
identified talent mapping (graduate programmes, internships/apprenticeships)
Talent communities and the ability to engage and utilise them will become key
Solutions do not come from singular sources and channels, but through the use
and the combination of a multitude of elements, (channels, solutions,engagements, branding etc.)
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Jacobs own philosophy:
In order to achieve success in hiring the best possible people, it is a bit
like a symphony orchestra:
Each element (activity, function, member) play their role andimportance
Skill is to make it hang together, know when, where and how each
element to be used, relevant - making it all forming a coherent and
successful holistic outcome;
Corporate Recruitment, survival of the holistically fittest
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What you have seen here is a snippet of the
knowledge/insight/abilities I hold,what lies beneath is how to make use and meaning of it all.
If you want to know more, have found any of this of interest and think
I can offer you/your company/organisation anything then please makecontact:
mailto:[email protected]:[email protected]