recruitment june 2014
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Talent acquisition in the second half of 2014
by Toronto Training and HR
June 2014
Page 2
CONTENTS3-4 Introduction5-6 Types of candidate7-8 Dimensions of a candidate9-10 Essential factors for job success11-12 Skill v attitude13-14 Identifying candidate attitudes15-16 Useful interviewing websites17-19 Websites which attract the best20-22 Social media and talent acquisition23-24 Big data and talent acquisition25-27 Referrals from existing employees28-29 Using head hunters30-31 An effective talent acquisition process32-33 Developing a talent acquisition template34-35 Talent acquisition strategy36-37 Benefits of talent acquisition innovation38-39 Talent communities40-41 Passion42-43 The power of three44-45 Biometric tests46-47 Employer branding48-49 When talent acquisition goes wrong50-51 Conclusion, summary and questions
Page 3
Introduction
Page 4
Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking15 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryHR support with an emphasis on reducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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Types of candidate
Page 6
Types of candidate
• Passive• Near-active• Active
Page 7
Dimensions of a candidate
Dimensions of a candidate
• Skills/experience• Attitude• Competency• Culture fit
Page 8
Page 9
Essential factors for job success
Essential factors for job success
• Character• Aptitude• Motivation• Personality
Page 10
Page 11
Skill v attitude
Skill v attitude
• Hiring for attitude• The test• Required skills• The reality
Page 12
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Identifying candidate attitudes
Identifying candidate attitudes
• Identify the key attitude
• Identify the differential situation; positives and negatives
• Ask the question• Leave it hanging
Page 14
Page 15
Useful interviewing websites
Useful interviewing websites
• ActiveInterview• GreenJobInterview• HireVue• InterviewStream• MontageTalent• Skype• TalentRooster• TalentVX• TeamViewer
Page 16
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Websites which attract the best
Websites which attract the best 1 of 2
• Barriers to designing better websites
GOOD WEBSITES• Authentic• Engaging• Intuitive• Options• User friendly
Page 18
Websites which attract the best 2 of 2
• Questions to ask• Measures
Page 19
Page 20
Social media and talent acquisition
Social media and talent acquisition 1 of 2
• Primary objectives• Networking• Blogs and microblogs• Events• White label• Collaborative projects
and wikis• Mobile• Influence• Chat
Page 21
Social media and talent acquisition 2 of 2
• Branding• Engagement• Traffic building• Sourcing
Page 22
Page 23
Big data and talent acquisition
Big data and talent acquisition
• Definition• Hallmarks of big data• Why applying big data to
talent acquisition matters• Value propositions for
talent acquisition• Sources for talent
acquisition• Applying big data to
talent acquisition• Big data doesn’t have to
be hard Page 24
Page 25
Referrals from existing employees
Referrals from existing employees 1 of 2
• Benefits• Problems• Preparing to start• SMART objectives• A branded career
site• Incentives• Questions• Launching a
program• Ongoing
engagementPage 26
Referrals from existing employees 2 of 2
• Gamification• Measures• Automation• Mobile recruiting• Extending rewards
to non-employees
Page 27
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Using head hunters
Using head hunters
• Costs• Benefits of using a
head hunter• When to use a head
hunter• A process to follow• What to look for
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An effective talent acquisition process
An effective talent acquisition process
• Old v new• Building the ‘right’ job• Hire to move forward• Maintain the
momentum• Bring it all together
Page 31
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Developing a talent acquisition template
Developing a talent acquisition template
• Innate behavioural preferences
• Character, aptitude and motivation factors
Page 33
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Talent acquisition strategy
Talent acquisition strategy
SMART OBJECTIVES• Enhancing the
candidate experience• Building a talent pool• Attracting active and
passive talent• Speeding up the
recruitment process• Improved candidate
quality• Optimize websites for
mobile applicationsPage 35
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Benefits of talent acquisition innovation
Benefits of talent acquisition innovation
• Combine branding, social media and mobile technology
• Move from a reactive to a proactive approach
• Supply a pool of candidates and engage with top talent
• Maximize relationship building
• Improve the time to fill and cost per hire measuresPage 37
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Talent communities
Talent communities
• Definition• Registration
Page 39
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Passion
Passion • Energy• Why assess passion?• Self-motivation• Passion, attitude and
skill
Page 41
Page 42
The power of three
The power of three
• At least three interviews
• Interview in at least three different environments
• Involve at least three people in the process
Page 43
Page 44
Biometric tests
Biometric tests
• Physiological (static)• Behavioural (movement-
based)
Page 45
Page 46
Employer branding
Employer branding
• Develop strategy• Leverage social media
and mobile technology• Deploy
communications
Page 47
Page 48
When talent acquisition goes wrong…
When talent acquisition goes wrong…
• Effects of a bad hire• Characteristics of a
bad hire
Page 49
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Conclusion, summary and questions
Page 51
Conclusion, summary and questions
ConclusionSummaryVideosQuestions
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