Half day open training event held in Toronto

1. Talent acquisition in the second half
of 2014
by Toronto Training and HR
June 2014

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

3. Page 3
Introduction

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

5. Page 5
Types of candidate

6. Types of
candidate
• Passive
• Near-active
• Active
Page 6

7. Page 7
Dimensions of a candidate

8. Dimensions of
a candidate
• Skills/experience
• Attitude
• Competency
• Culture fit
Page 8

9. Page 9
Essential factors for job
success

10. Essential
factors for job
success
• Character
• Aptitude
• Motivation
• Personality
Page 10

11. Page 11
Skill v attitude

12. Skill v attitude
• Hiring for attitude
• The test
• Required skills
• The reality
Page 12

13. Page 13
Identifying candidate
attitudes

14. Identifying
candidate
attitudes
• Identify the key attitude
• Identify the differential
situation; positives and
negatives
• Ask the question
• Leave it hanging
Page 14

15. Page 15
Useful interviewing
websites

16. Useful
interviewing
websites
• ActiveInterview
• GreenJobInterview
• HireVue
• InterviewStream
• MontageTalent
• Skype
• TalentRooster
• TalentVX
• TeamViewer
Page 16

17. Page 17
Websites which attract the
best

18. Websites
which attract
the best 1 of 2
• Barriers to designing better
websites
GOOD WEBSITES
• Authentic
• Engaging
• Intuitive
• Options
• User friendly
Page 18

19. Websites
which attract
the best 2 of 2
• Questions to ask
• Measures
Page 19

20. Page 20
Social media and talent
acquisition

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

22. Social media
and talent
acquisition
2 of 2
• Branding
• Engagement
• Traffic building
• Sourcing
Page 22

23. Page 23
Big data and talent
acquisition

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

25. Page 25
Referrals from existing
employees

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

28. Page 28
Using head hunters

29. Using head
hunters
• Costs
• Benefits of using a head
hunter
• When to use a head
hunter
• A process to follow
• What to look for
Page 29

30. Page 30
An effective talent
acquisition process

31. An effective
talent
acquisition
process
• Old v new
• Building the ‘right’ job
• Hire to move forward
• Maintain the momentum
• Bring it all together
Page 31

32. Page 32
Developing a talent
acquisition template

33. Developing a
talent
acquisition
template
• Innate behavioural
preferences
• Character, aptitude and
motivation factors
Page 33

34. Page 34
Talent acquisition strategy

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

36. Page 36
Benefits of talent
acquisition innovation

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

38. Page 38
Talent communities

39. Talent
communities
• Definition
• Registration
Page 39

40. Page 40
Passion

41. Passion • Energy
• Why assess passion?
• Self-motivation
• Passion, attitude and skill
Page 41

42. Page 42
The power of three

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

44. Page 44
Biometric tests

45. Biometric
tests
• Physiological (static)
• Behavioural (movement-
based)
Page 45

46. Page 46
Employer branding

47. Employer
branding
• Develop strategy
• Leverage social media
and mobile technology
• Deploy communications
Page 47

48. Page 48
When talent acquisition
goes wrong…

49. When talent
acquisition
goes wrong…
• Effects of a bad hire
• Characteristics of a bad
hire
Page 49

50. Page 50
Conclusion, summary and
questions

51. Page 51
Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions