Building Effective Recruitment & Talent Strategies

Who is this Giles O’Halloran …

As a table gain consensus on:• My Educational Background?• My Work?• My Chosen Sport?• My Favourite Team?• Anything else … ?

Foundations:

The Recruitment Process Exercise

You need to build from a Foundation …

• An effective Recruitment Framework• Legal and ethical framework• An effective + engaged team• Effective communication• Understanding expectations• Trained assessors and interviewers

What is ….

What is Strategy..?• 3 possibilities from a plethora:

• “A plan of action designed to achieve a long term aim or overall aim.”

• “The direction or scope of an organisation over the long term: which achieves advantage for the organisation through its configuration of resources within a challenging environment, to meet the needs of the markets and to fulfil stakeholder expectations.”

• “A high level plan to achieve one or more goals under conditions of uncertainty.”

• Next question - What is the Business Strategy? What is Talent? Define & Align

Source: SlideShare

Where does Strategy sit?

McKinsey’s 7 S Model – Strategic Value + Context

Source – Strategic Management Insight

Strategic HR Management Model

Source: Differencebetween.com

Source - MyAssignmentHelp

Strategic Human Capital Planning

Strategic Integration – Vertical + Horizontal

Business Strategy

Business Objectives

HR Strategy

Relations Reward L&DResourcing

Vertical Integration

Horizontal Integration

Finance SalesOperations

Source: CIPD

Effective Recruitment – Context - defined by …

• Right People• Right Competencies • Right Place• Right Time

• Will vs Skill• Experience vs End Result• Now vs Future

• Cost Effective + Efficient

So where is the Organisation…… And where is it going?

Key Consideration

‘...The future is already here, it’s not very evenly distributed...’- William Gibson, 1993

• Different Sectors• Different Timelines• Different Channels• Different People

Another Change Curve “The Diffusion of Innovation”

Rogers, 1962

• POLITICAL• ECONOMIC• SOCIAL• TECHNOLOGICAL• LEGAL• ENVIRONMENTAL• ETHICAL

PESTLEE Analysis (External Scanning)

SWOT Analysis – (Internal & External)

• Strengths• Weaknesses• Opportunities• Threats

Source: Canvanizer

Source - MindTools

Other Options: Porter’s 5 Forces

Group Discussion:

• Choose an organisation from those around the table

• Share your Recruitment/Talent situation

• Conduct a PESTLEE and SWOT Analysis

Recap

What have we learned and what do we need to consider ..?

So what now/next –What/How/When?

Plan what might happen - Scenario Planning

Source - MBASkool

Plan the journey - Roadmapping

Source - AcqNotes

Plan Objectives + Outcomes - SMARTER

Source: Google

Measure the Outcome – ROI + ROE

• ROI – Return on Investment:• Measure the inputs versus outcomes – cost vs. revenue• Cost Benefit Analysis• Level of Profit – Productivity – Engagement etc.

• ROE – Return on Expectations:• Change behaviours• Invisible benefits• Reducing cost

• Measures & Metrics = Analytics

Phillips Model – ROI from the ROI Institute

What we can measure = The Tip of the iceberg

RECRUITMENT FEESADVERISTING FEESJOB POSTING COSTSHIRING PROCESS TIMECONVERSION RATES

WRITING BUSINESS CASESWRITING JOB DESCRIPTJONWRITING PERSON SPECJOB AD CREATIONJOB POSTING SOCIAL MEDIATELEPHONE INTERVIEWIING TIMEMANAGEMENT INTERVIEWING TIMECANDIDATE ASSESSMENTCANDIDATE SELECTIONFEEDBACK TIMEOFFER NEGOTIATIONOFFER PACK GENERATIONONBOARDING COSTSINDUCTION COSTSPROBATION PERIOD COSTS

Actions to think about now + going forward = ACTION PLANNING

• Employer Brand• Platforms/Applications• Access to Talent• Compelling Storytelling• Campaign Management• Sourcing Options/Blend• Capacity + Capability• Meeting/exceeding

expectations

• Meaningful Content• Budgets & Spend• Mobile Compatibility• Data = insights + analytics• Candidate Experience• Candidate Engagement• Effective Marketing Material• Easy Access + Process

KISS …?

Strategic Resourcing

Social NetworksPrivate

Networks

Alumni

Work Brokerages

Employees

Micro-WorkersFreelancers

Temps

FTCsFTE

Contractors

Business Networks

PartnersSuppliers

Volunteers

Organisation Profiles

Slide no: 32

Future Recruitment

Social

Human

Mobile Technology

Evolving

Slide no: 33

Exercise – Creating the Strategy

My Strategy …

Lessons Learned & Wash Up

What have you learned …? Met Expectations…? Food for Thought…?Let’s prepare some actions and commit to them

Giles O’Halloran• Email: go2gilesohalloran@gmail.com• Twitter: @GilesOHalloran• LinkedIn: Look me up!