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During first 90 days…meet all senior leadership, hiring managers, and peers. Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition. Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process. Educate leadership and hiring managers on recruiting tactics and employment branding. Be a great listener, win respect, build confidence, be proactive, and show reliability. Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future. Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc. Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead). Establish search “kickoff calls” with hiring managers. During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Talent acquisition plan
Talent acquisition plan
Meenakshi Tiwari
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
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I decided to finally put a one page simple to follow slide together on the Value Matrix for Talent Acquisition and Recruiting
The Talent Acquisition Value Matrix
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Empfohlen
During first 90 days…meet all senior leadership, hiring managers, and peers. Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition. Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process. Educate leadership and hiring managers on recruiting tactics and employment branding. Be a great listener, win respect, build confidence, be proactive, and show reliability. Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future. Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc. Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead). Establish search “kickoff calls” with hiring managers. During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Talent acquisition plan
Talent acquisition plan
Meenakshi Tiwari
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
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Recruitment Strategy
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I decided to finally put a one page simple to follow slide together on the Value Matrix for Talent Acquisition and Recruiting
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HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
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This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
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Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
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HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
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Human Resource Management Recruitment and Selection McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Im ag e cr ed it: G et ty Im ag es Learning Objectives • Discuss how to align company’s strategic direction with its HR planning. � Maintaining competitive advantage with your human resources • Describe various recruitment policies to make job vacancies more attractive. � Examine how to attract candidates � Analyze various recruitment methods to source job applicants • List various sources from which job applicants can be drawn, their advantages, disadvantages and evaluation methods. • Determine effective selection criteria for the best candidates � Steps in the selection process � The interview � Making the final decision • Explain the needs and expectation of GEN Y in the workplace. 5-2 Effectiveness + Efficiency = Successful Organizational Performance A measure of how efficiently and effectively managers are using organizational resources to satisfy customers and achieve goals. 3 Effectiveness A measure of the suitability of the goals an organization is pursuing and the degree to which they are achieved. Efficiency A measure of how productively resources (including human resources) are used to achieve a goal. Organizational Performance © Copyright McGraw-Hill. All rights reserved What is Recruitment? • The process of finding and attracting qualified candidates to apply for employment • Recruitment is the responsibility of the HR department • Recruiting new staff with the skills and abilities that your organization will need in the future is essential Source, Google image search: https://www.linkedin.com/pulse/you-making-right-recr uiter-call-nikhil-saha Recruiting Methods The key is to build your candidate pool before you need it Recruitment Sources Internal Sources faster, cheaper, can be more certainty External Sources new ideas & approaches Direct Applicants & Referrals Self-selection, low cost Newspaper Advertising - large volume, low quality recruits Electronic Recruiting Internet/Social Media Public & Private Employment Agencies - headhunters can be expensive Colleges & Universities campus placement services JOBSJO BS 5-6 Recruitment Methods • Develop and hire internally - Provide promotional opportunities for employees - boosts morale and contributions • Incentivize your employees for referrals • Have an active social media presence – post about good things happening at your company – Include a Careers page on company website – be known as a great employer • Use social media networking platforms – LinkedIn, Facebook (Food & Wine Career Industry Navigator Toronto)… – Campus recruitment - develop important relationships with schools - career fairs, develop apprenticeships and internship programs • Use a recruiting agency/”headhunter” ...
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