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