Post on 20-Aug-2015
Tim Grogan Head of Solutions, APAC
Reactive to Proactive Recruitment: Managing the Phases of Change
“The only thing that is constant is change itself”
Strategic
Talent Solutions is Enabling Organizations
People Talent
ReactiveTransactional RecruitmentHigh Cost
Quantity = Active
ProactiveSourcing & BrandingEfficient & EffectiveQuality = Passive
Emerging
Foundational
Traditional
“It’s a digital world”
“Social Proof”
Nearly 63% of consumers indicate
they are more likely to purchase
from a site if it has product ratings
and reviews. Source: Kissmetrics
“Digital Customer Experience”
“47% of workers say that a company's online reputation matters as much as the job
offer.”-Harris Interactive UK 225 human resource managers and 2,035 employed adults
How are you engaging Talent today?
Developing
Foundational
Strategic
Traditional
Bran
dJobs
Metrics
Sourcin
gPartn
ership
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Post-and-prayTargeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Defined employer brand strategy
Established metrics and benchmarks
Influential talent brand engaging employees and
candidates
Build internal capabilities to focus on passive talent
Jobs on niche boards and social platforms
Understanding of employee
value proposition
Data driven decision making
Talent Acquisition siloed from HR
Strong collaboration with Marketing, PR, Communications
Strategic business advisor to C-Suite
Engage HR counterparts and Hiring Managers
Talent Acquisition Maturity Model
Managing the phases of change
Brett Ellen, Underhill Director Recruiting Programs at Prudential Financial
Kara Yarnot, Founder & Chief Consultant at Meritage Talent Solutions
Katie Larmon, Solutions Consultant at LinkedIn
Reactive to Proactive Recruitment: Managing the Phases of Change
Developing
Foundational
Strategic
Traditional
Bran
dJobs
Metrics
Sourcin
gPartn
ership
Reactive, over-reliant on agencies
Engage with strong pipeline of leads and
‘silver medalists’
Team-wide pipelining with engaged talent
communities
Post-and-prayTargeted engagement
to attract highly qualified candidates
Talent segmentation and prioritization
Defined employer brand strategy
Established metrics and benchmarks
Influential talent brand engaging employees and
candidates
Build internal capabilities to focus on passive talent
Jobs on niche boards and social platforms
Understanding of employee
value proposition
Data driven decision making
Talent Acquisition siloed from HR
Strong collaboration with Marketing, PR, Communications
Strategic business advisor to C-Suite
Engage HR counterparts and Hiring Managers
Talent Acquisition Maturity Model
Managing the phases of change