2. CONTENTS
3-4 Introduction
5-6 Types of candidate
7-8 Dimensions of a candidate
9-10 Essential factors for job success
11-12 Skill v attitude
13-14 Identifying candidate attitudes
15-16 Useful interviewing websites
17-19 Websites which attract the best
20-22 Social media and talent acquisition
23-24 Big data and talent acquisition
25-27 Referrals from existing employees
28-29 Using head hunters
30-31 An effective talent acquisition process
32-33 Developing a talent acquisition template
34-35 Talent acquisition strategy
36-37 Benefits of talent acquisition innovation
38-39 Talent communities
40-41 Passion
42-43 The power of three
44-45 Biometric tests
46-47 Employer branding
48-49 When talent acquisition goes wrong
50-51 Conclusion, summary and questions
Page 2
4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
18. Websites
which attract
the best 1 of 2
• Barriers to designing better
websites
GOOD WEBSITES
• Authentic
• Engaging
• Intuitive
• Options
• User friendly
Page 18
21. Social media
and talent
acquisition
1 of 2
• Primary objectives
• Networking
• Blogs and microblogs
• Events
• White label
• Collaborative projects and
wikis
• Mobile
• Influence
• Chat
Page 21
24. Big data and
talent
acquisition
• Definition
• Hallmarks of big data
• Why applying big data to
talent acquisition matters
• Value propositions for talent
acquisition
• Sources for talent acquisition
• Applying big data to talent
acquisition
• Big data doesn’t have to be
hard
Page 24
26. Referrals from
existing
employees 1 of 2
• Benefits
• Problems
• Preparing to start
• SMART objectives
• A branded career site
• Incentives
• Questions
• Launching a program
• Ongoing engagement
Page 26
27. Referrals from
existing
employees 2 of 2
• Gamification
• Measures
• Automation
• Mobile recruiting
• Extending rewards to
non-employees
Page 27
35. Talent
acquisition
strategy
SMART OBJECTIVES
• Enhancing the candidate
experience
• Building a talent pool
• Attracting active and
passive talent
• Speeding up the
recruitment process
• Improved candidate quality
• Optimize websites for
mobile applications
Page 35
37. Benefits of
talent
acquisition
innovation
• Combine branding, social
media and mobile
technology
• Move from a reactive to a
proactive approach
• Supply a pool of candidates
and engage with top talent
• Maximize relationship
building
• Improve the time to fill and
cost per hire measures
Page 37
43. The power of
three
• At least three interviews
• Interview in at least three
different environments
• Involve at least three
people in the process
Page 43