Talentjuncture ASTD Presentation
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Transcript of Talentjuncture ASTD Presentation
talentjuncture.com | [email protected] | +27 83 632 1380
ASTD 2010
Presented By: Leonie Pentz
Global Executive Search
The world is still round but the (recruitment) market is already flat...
- Hermawan Kartajaya, President of World Marketing Association
A bird’s eye view : How did the market become flat?
•Digitalization•Globalization•Futurization
...hierarchies are being flattened and value is being created less and less within vertical silos and more and more through horizontal collaboration.
--Thomas L. FriedmanAuthor of The World is Flat
Digitalization: a horizontal collaboration
Globalization: a borderless world
… The world has already attained the position of being effectively without borders.
-Kenichi Ohmae-Author of The Borderless World
Futurization : an individual focus
BEFORE: Uninformed/ Uneducated customers = Vertical Marketing
NOW:Clever customers = Horizontal marketing
How do we adapt?NEW Horizontal Market OLD Vertical Market
Communication Segmentation
Confirmation Targeting
Clarification Positioning
Codification Differentiation
Crowd Combo Marketing mix
Co-Creation Product
Value Price
How do we adapt?
NEW Horizontal Market OLD Vertical MarketCommunity Activation PlaceConversation PromotionCommercialisation SellingCharacter BrandCaring Service
Tack the sails!!
Worst recruitment mistakes
• Flat recruitment advertising• Inefficient recruitment processes• Wrong recruitment partners• Time to hire is way too long• Treating (EE) candidates as if they are stupid
Case study 1. Belden Europe
• Identified recruitment process as inefficient• Set target to reduce time to hire to 65 days
from sign-off (from 130 +days)• Chose Head Hunting company as recruitment
partner for scarce skills• Got Senior Management involved• Reduced time to hire to 83 days in six months
Case study 2: Large Tobacco co, South Africa
• Employer brand vs. Consumer Brand• Employ for attitude (future fit)and train for
skill• Engage staff• Drive recruitment policy from top down• Partner with Head Hunter• Buddy system, Coaching, Training
Recipe for success: advertising
• Print media vs on-line• Community sites • Targeted industry websites • Blogs• Selling vs engaging
Recipe for success: advertising• Employer Brand integrity (character)• Net promoters?
Recipe for success: Process
• Drive process from top• Human Resource Department vs. Hiring
Manager• First interview: Say WHAT?!• Be realistic;– Salary Surveys– Industry Research– Timeframes– EE targets
Recipe for success: The ideal Recruitment Partners
• DO not treat Executive / Scarce Skill Search Partners the same as general recruitment vendors
• Ensure your Head Hunter has a track record of success, integrity and similar values
• Allow Head Hunter access to top decision makers and any information which will affect the appointment
Recipe for success: Timelines
• Agree on timelines with HR, Hiring Managers and Head Hunter and STICK TO THEM
• Ensure all candidates are communicated with and regretted timeously and courteously
Recipe for success: Which Methodology?
• Consider EE targets, Scarce skills, Seniority
Recipe for success: Communicating in a flat market
• Candidates are informed and intelligent
Recipe for success: Communicating effectively in a flat market
• Head hunted candidates vs job seekers