Talent Acquisition

The Customer Perspective

25 February 2016

Global Workforce Demographics 2030 Report: Boston Consulting Group

By the year 2030, in the 15 leading industrial nations of the world, there is the real danger of a demographic “perfect storm”.

It will be caused by:

• Baby boomer retirement

• Generation x, y and the “millennials” leaving corporate life or not joining in the first place

• Disruptive technology

• Inability of companies to keep their workforces suitably educated

• Poor Diversity and Inclusion strategies

• A breakdown of the historical employer/employee psychological contract.

2

Labour Supply 2030

Talent Acquisition Assignment

A talent acquisition assignment should be defined as being from the point that the assignment is formally authorised to one year after the successful candidate has been in the company.

Peter Wright

February 2016

Talent Acquisition Process

• Identification and authorisation of vacancy

• Who is going to oversee the process

• Identification of those to be involved in the process

• Means of going to market

• Initial impact

• Interview/selection process

• Offer letter -> start date stage

• First 90 days – including induction

• Remainder of first year in the company

5

Three Main Tools Available to You

• Employer Brand

• Employee Value Proposition

• Employee Engagement Process

6

Employer Brand

• It is a tough market and it is going to get tougher.

• Your brand must say something about your company that is distinctive and separates you from others.

• Your points of differentiation have to be current, relevant and capable of being delivered.

7

A Global Branding Strategy?

8

What makes an Employee Value Proposition?

Espoused Organizational

Values

Tangible

Organizational

Intangible

Individual

The Job• Degree of autonomy• Level of authority• Formal recognition• Personal Development• Work/ life balance

The Package• Pay & Benefits• Role Definition• Job Content• Nature of work Organizational Processes

• Informal/ formal• Physical environment• Career opportunities• Social events• Training

Profile• Growth•Financials•Reputation• Product/ service brand•Major successes• History• Size

Working Experience• Role Clarity•Perceived worth• Relationship with manager•Respect for colleagues• Ability to be oneself• Diversity

Social Systems• Friendships• Informal recognition

Conviction• Belief in purpose• Making a difference• Confidence in organization

Leadership Style• Respected Behaviours•Politics

9

Blueprint – EVP Development snapshot

10

Most Like Us

(Authentic/Credible)

✔ ✖ ?

Professional

Socially Responsible

Stability

Flexibility

Effective

Communication

Friendly & Supportive

Colleagues

Honesty

Career Opportunity

Challenge

Fulfillment

High Calibre People

Personal Development

Respect

Not Sure (At Our Best /

Momentum Builders

✔ ✖ ?

Technical Experience

Global Mobility

Networked

Fairness (to people)

Scope for Personal

Initiative

Work Life Balance

Collaboration

Fun

Meritocracy

Customer Focus

Growth Focus

Not Like Us (Wishful

Thinking?)

✔ ✖ ?

Learning Culture

Accountability

Diversity

Dynamism

Bravery

Fast Pace

Openness

Simple

The current working experience

Talent Acquisition Process - Challenges

• Poorly conceived role or assignment – 40% of all executive search assignments are cancelled by the company.

• External agency used to help company and starts contacting people when they have insufficient answers.

• The process takes 180 days when it could be done in half that time.

• The “Predictors” used have not been structured appropriately.

• Companies “drop the ball” at job offer stage.

• “Induction” should take a year – candidates are not successfully handed over.

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MEN WANTEDMen wanted for hazardous journey,

small wages, bitter cold, long months

of complete darkness, constant danger,

safe return doubtful, honour and

recognition in case of success….

Advertisement placed by Sir Ernest Shackleton,1906 prior to his South Pole expedition

•

Accuracy of Predictors

1.0

0.9

0.8

0.7

0.6

0.5

0.4

0.3

0.2

0.1

0

-0.1

Perfect prediction

Assessment centers (promotion)

Ability testsWork sample tests

‘Situational’ interviews/criteria-based interviewsAssessment centers (performance)Bio-data, personality tests

InterviewsReferences

AstrologyGraphologyChance Prediction

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Channels to the candidate to promote your Talent brand

47% 49%

61%

76%

0%

10%

20%

30%

40%

50%

60%

70%

80%

General SocialMedia

Word of Mouth Social ProfessionalNetworks

Company Website

16 Source: LinkedIn Global Talent Report, 2015

“Customer Interaction”

• Every time you contact someone on behalf of your company one of 3 things will happen:

– the customer will be delighted

– the customer will feel indifferent about the experience

– the customer will be upset

Only one of those outcomes is a good one for your company.

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