Sourcing and Recruiting 2007

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ERE Webinar from 11/1/2007, hosted by Sally Millick

Transcript of Sourcing and Recruiting 2007

  • 1.Sourcing and Recruiting 2007 Key Issues and Lessons for Success

2. Welcome

  • Agenda
    • Introduction (10 Min.)
    • Key Issues and Lessons for Success (40 Min.)
    • Questions/Wrap-up (10 Min.)

3. Introduction: The 2007 Sourcing and Recruiting Survey

  • April, 2007. 600+ Respondents. Titles included:
    • Corporate Recruiter Corporate Sourcing Specialist
    • Staffing/Recruiting Mgmt Agency Recruiter
    • HR Generalist Executive HR/Staffing
    • Consultant
  • Key areas covered by the survey:
    • Recruiting challenges Sourcing/posting
    • Recruiting operations Diversity sourcing
    • Technology Recruitment strategy
    • Metrics

4. Why Are We Here Today?

  • Roadmap
  • Recurring Themes
  • Decision-making Framework

5. Lessons for Success

  • Investigate the marketplace
  • Workforce planning driven by business goals
  • Validate your processes and roles
  • Support processes effectively with technology
  • Move toward a strategic, proactive perspective to sourcing, and developing pipeline

6. What dynamics are driving recruiting/sourcing today?

  • Growing Expectations
    • As technology advances, so do client and candidate expectations, competition, and complexity of processes
  • Challenges to Recruiting Effectiveness
    • Broad advances in technology also create widespread challenges to recruiting effectiveness
  • The Need to Enable People
    • People, process, and technology are essential, but opportunities begin with the people part of the recruiting equation

7. Key Issues in the Recruiting Landscape

  • Marketplace for talent
  • Recruiting technologies
  • Driving the recruiting process
  • Focused sourcing

8. Key Issue #1: The Tightening Marketplace for Talent

  • Transition/evolution of skill setsin both traditional, mature industries and new technologies and industries
  • Potential retirees- a large part of the workforce is approaching retirement
  • Fewer US studentsare being trained in required fields of study
  • Candidates more selectiveabout career opportunities

9. Key Issue: The Tightening Market for Talent (Contd)

  • Work/life balanceand relocation is a driving concern of candidates
  • A need to better competefor experienced candidates is driven by presence of other companies with similar needs.
  • Demand for flexibilityis important, as qualified candidates (both skilled and non-skilled) often have more employment options to choose from

10. Key Issue: The Tightening Market for Talent Tightening Market Leads to Recruiting Challenges 11. The Tightening Market: Lessons for Success The Candidate Experience

  • Everyone is focused on the candidate experience, from job bid to on-boarding
    • Candidates are customers, and marketplace ambassadors
    • Company insight through experience
    • Buyers market
    • Silver medalists
    • Planning relationships
    • Clarity on follow up

12. Key Issue #2: Recruiting Processes and Technologies

  • Addresses organizational needs
  • Can assist in qualifying candidates

13. Key Issue: Processes & Technologies

  • Recruitment Process Outsourcing
  • Evaluating roles and tasks
  • Insight to business hiring forecast
    • 50% of companies in the survey reported that their workforce planning feeds into sourcing strategies

14. Recruiting Technology: Lessons for Success

    • ATS functionality fully utilized by staffing teams
    • Technology facilitates, not alienates!
    • Electronic signatures
    • Preferred communication mode of some workforce segments

15. Key Issue #3: Driving the Recruitment Process

  • Who owns the requisition?
  • Who owns the sourcing strategy?
  • What are common obstacles?
  • What are common goals?

16. Driving the Recruitment Process: Lessons for Success Recognize the Burden on the Recruiter 17. Driving the Recruitment Process: Lessons for Success Recognize the Burden on the Recruiter (Contd) 18. Key Issue #4: Challenges of Focused Sourcing

  • How is sourcing changing with todays talent market and technology?
  • Not about driving volume, but quality of candidate
  • Emphasis on passive candidate outreach, branding
  • Big boards work, but
  • Screening questions
  • Recruitment research
  • Database searches
  • Online social networks

19. Key Issue: Challenges of Focused Sourcing Survey Reveals Most Common Approaches to Meeting Sourcing Needs 20. Key Issue: Challenges of Focused Sourcing Survey Reveals Most Common Approaches to Meeting Sourcing Needs 21. Focused Sourcing: Lessons for Success Examine the Techniques and TechnologiesBehind Your Sourcing Effort

  • Analyze sourcing streams for posting effectiveness
  • Market to candidates, where the candidates are
  • 1:1 = #1 !
  • Source, then follow through

22. Focused Sourcing: Lessons for Success Examine the Techniques and TechnologiesBehind Your Sourcing Effort

  • Job board aggregators
  • Enhanced campus (and high school!) programs
  • Personal, professional, and online networks
  • Targeted employee referrals
  • Outreach: The best job youve never heard of!

23. Six Questions To Consider

  • Are we looking at company processesandthe subsets too?
  • Is every step required?
  • Are roles and responsibilities clear?

24. Six Questions to Consider

  • Are we consistent and compliant?
  • Are our teams doing what we think they are doing?
  • Are we easy and inspiring to work with?

25.

  • Wrap Up
  • Questions?
  • www.tng.futurestep.com
  • [email_address]

26.

  • This Webinar was
  • developed by The Newman Group
  • The Newman Group is a Futurestep company and a leading provider of talent acquisition and management consulting services to todays Fortune 500 companies.
  • visit www.tng.futurestep.com
  • [email_address]

27.

  • Questions/Comments
  • [email_address]