Download - Recruitment June 2014
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Talent acquisition in the second half of 2014
by Toronto Training and HR
June 2014
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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
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Introduction
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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
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Types of candidate
• Passive• Near-active• Active
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Dimensions of a candidate
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Dimensions of a candidate
• Skills/experience• Attitude• Competency• Culture fit
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Essential factors for job success
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Essential factors for job success
• Character• Aptitude• Motivation• Personality
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Skill v attitude
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Skill v attitude
• Hiring for attitude• The test• Required skills• The reality
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Identifying candidate attitudes
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Identifying candidate attitudes
• Identify the key attitude
• Identify the differential situation; positives and negatives
• Ask the question• Leave it hanging
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Useful interviewing websites
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Useful interviewing websites
• ActiveInterview• GreenJobInterview• HireVue• InterviewStream• MontageTalent• Skype• TalentRooster• TalentVX• TeamViewer
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Websites which attract the best
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Websites which attract the best 1 of 2
• Barriers to designing better websites
GOOD WEBSITES• Authentic• Engaging• Intuitive• Options• User friendly
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Websites which attract the best 2 of 2
• Questions to ask• Measures
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Social media and talent acquisition
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Social media and talent acquisition 1 of 2
• Primary objectives• Networking• Blogs and microblogs• Events• White label• Collaborative projects
and wikis• Mobile• Influence• Chat
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Social media and talent acquisition 2 of 2
• Branding• Engagement• Traffic building• Sourcing
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Big data and talent acquisition
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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
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Referrals from existing employees
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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
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Referrals from existing employees 2 of 2
• Gamification• Measures• Automation• Mobile recruiting• Extending rewards
to non-employees
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Using head hunters
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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
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An effective talent acquisition process
• Old v new• Building the ‘right’ job• Hire to move forward• Maintain the
momentum• Bring it all together
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Developing a talent acquisition template
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Developing a talent acquisition template
• Innate behavioural preferences
• Character, aptitude and motivation factors
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Talent acquisition strategy
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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
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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
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Talent communities
• Definition• Registration
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Passion
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Passion • Energy• Why assess passion?• Self-motivation• Passion, attitude and
skill
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The power of three
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The power of three
• At least three interviews
• Interview in at least three different environments
• Involve at least three people in the process
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Biometric tests
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Biometric tests
• Physiological (static)• Behavioural (movement-
based)
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Employer branding
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Employer branding
• Develop strategy• Leverage social media
and mobile technology• Deploy
communications
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When talent acquisition goes wrong…
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When talent acquisition goes wrong…
• Effects of a bad hire• Characteristics of a
bad hire
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Conclusion, summary and questions
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Conclusion, summary and questions
ConclusionSummaryVideosQuestions