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A Blueprint for
Modern Talent Acquisition
Presented by:
@billboorman & @tyabernethy
Join the conversation: #tti
BOORMAN - @billboorman
● Founder of #Tru Events
● Over 30 years of experience in recruiting
● Trusted advisor for brands l...
● Reliance on data submission
● Too many applicants
● Poor candidate experience
● Poor recruiter experience
● Transactiona...
Candidates are attached to a
company as long as they want to be
(Average 7 months)
Applicants are being measured
against a job for the life of the job
The only thing you can control as a
recruiter is time to source and present
Companies have achieved the talent
tipping point
SIX PHASES OF TALENT ACQUISITION
Branding
Sourcing
Applying
Hiring/On-boarding
Assessments &
Interviewing
Candidate Screen...
SOURCING
1. Internal candidates
2. Social referrals
3. Previous employees
4. Candidates (including previous applicants)
5. New appl...
PROJECT-BASED HIRING
TODAY’S HIRING FUNNEL
1. Hiring manager introduces requisition
2. Recruiter agrees on job description & sets deadline
3. S...
These are stakeholders:
● Recruiter
● Hiring manager
● Applicant
● Candidate
PROJECT-BASED HIRING
The dynamics of hiring a...
❏ Hiring manager owned
❏ Hiring/project team
❏ Tasks
❏ Deadlines
❏ Service Level Agreement (SLA)
❏ Visible data-flow
❏ Red...
NEW RECRUITER ROLES
● Strategic & influential role
within the business
● Closely aligned with C-suite
● Less responsibility for day-to-
day hi...
● Focus on candidates versus applicants
● Candidate attraction
○ Brand advocacy, referral networks, etc.
● Internal sourci...
● Coordinates & schedules interviews
● Data entry & other administrative tasks
● Supports recruiters & sourcers
RECRUITMEN...
THE CHANGING ROLE OF THE
HIRING MANAGER
● Responsible for their own hires
● Accountable for their own hires
● Measured: Time-to-hire, retention, etc.
● Responsibl...
TECHNOLOGY YOU’LL NEED
● Consolidated data-flow & management
○ Visibility to all stakeholders
○ Includes HR system, performance
management, emplo...
● Candidates should connect, not apply
● Be real! Offer a window to your culture
● Differentiate your process at 1st touch...
Next Steps:
● Talk with Bill Boorman on a topic from the webinar
● Learn more about how TTI’s solutions align with the
con...
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A Blueprint for Modern Talent Acquisition - Webinar Slides

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These are the slides used by Bill Boorman and Ty Abernethy during their August 5th webinar on the topic of the popular white paper, A Blueprint for Modern Talent Acquisition.

A Blueprint for Modern Talent Acquisition - Webinar Slides

  1. 1. A Blueprint for Modern Talent Acquisition Presented by: @billboorman & @tyabernethy Join the conversation: #tti
  2. 2. BOORMAN - @billboorman ● Founder of #Tru Events ● Over 30 years of experience in recruiting ● Trusted advisor for brands like Hard Rock Café, Oracle & the BBC ● Lead Advisor at Take the Interview ABERNETHY - @tyabernethy ● Co-Founder & COO at Take the Interview ● Over 10 years of recruiting experience ● Oversees Customer Success at TTI
  3. 3. ● Reliance on data submission ● Too many applicants ● Poor candidate experience ● Poor recruiter experience ● Transactional process ● Reactive hiring ● The “digital media mafia” gone mad ● Disjointed data and technology PROBLEMS IN THE HIRING PROCESS
  4. 4. Candidates are attached to a company as long as they want to be (Average 7 months)
  5. 5. Applicants are being measured against a job for the life of the job
  6. 6. The only thing you can control as a recruiter is time to source and present
  7. 7. Companies have achieved the talent tipping point
  8. 8. SIX PHASES OF TALENT ACQUISITION Branding Sourcing Applying Hiring/On-boarding Assessments & Interviewing Candidate Screening
  9. 9. SOURCING
  10. 10. 1. Internal candidates 2. Social referrals 3. Previous employees 4. Candidates (including previous applicants) 5. New applicants (as a last step) TOP SOURCES OF HIRE
  11. 11. PROJECT-BASED HIRING
  12. 12. TODAY’S HIRING FUNNEL 1. Hiring manager introduces requisition 2. Recruiter agrees on job description & sets deadline 3. Sourcer identifies potential applicants 4. Recruiter screens list of applicants 5. Hiring manager selects shortlist 6. Recruitment admin coordinates interviews 7. Hiring manager conducts final interviews & extends offer 8. HR coordinates offer letter & on-boarding details
  13. 13. These are stakeholders: ● Recruiter ● Hiring manager ● Applicant ● Candidate PROJECT-BASED HIRING The dynamics of hiring are much the same as managing a project: There are tasks: ● Sourcing/branding ● Applying ● Long listing ● Assessing/background checks ● Scheduling ● Screening ● Short listing ● Interviewing ● Delivering Feedback ● Offering/declining ● Onboarding There are resources needed: ● Tests and assessments ● Interview media ● Template communications ● Timeline diary and stakeholder diaries
  14. 14. ❏ Hiring manager owned ❏ Hiring/project team ❏ Tasks ❏ Deadlines ❏ Service Level Agreement (SLA) ❏ Visible data-flow ❏ Red and yellow flags ❏ Applicant-driven ❏ Automated admin & screening CHECKLIST FOR GETTING STARTED
  15. 15. NEW RECRUITER ROLES
  16. 16. ● Strategic & influential role within the business ● Closely aligned with C-suite ● Less responsibility for day-to- day hiring ● Employee branding focused ● Leverages technology to automate administrative tasks ● Global focus THE SUPER RECRUITER
  17. 17. ● Focus on candidates versus applicants ● Candidate attraction ○ Brand advocacy, referral networks, etc. ● Internal sourcing & mobility ○ Including workforce planning ● Candidate sourcing via talent mapping ● Project managing jobs from deployment to completion ● Communication with candidates ● Maintenance of talent community ○ Advocates & referrers SOURCER/CANDIDATE MANAGER
  18. 18. ● Coordinates & schedules interviews ● Data entry & other administrative tasks ● Supports recruiters & sourcers RECRUITMENT ADMINISTRATOR The role of the Administrator is quickly becoming obsolete. Many talent acquisition teams have already eliminated this role by leveraging solutions that streamline and automate interviewing and scheduling activities.
  19. 19. THE CHANGING ROLE OF THE HIRING MANAGER
  20. 20. ● Responsible for their own hires ● Accountable for their own hires ● Measured: Time-to-hire, retention, etc. ● Responsible for feedback ● Evaluated for candidate experience ● Trained on how to properly interview ● Pay for talent acquisition’s time THE HIRING MANAGER’S ROLE
  21. 21. TECHNOLOGY YOU’LL NEED
  22. 22. ● Consolidated data-flow & management ○ Visibility to all stakeholders ○ Includes HR system, performance management, employees, CRM, ATS ● Video Interviewing and other selection/assessment tools ● Candidate deployed hiring funnel ● Feedback and analytics at every stage TECHNOLOGY Video screening offers a more in-depth and often more convenient alternative to phone interview. The real benefit of using video for screening in place of the telephone interview is logistics because the candidate records their response in their own time and the results can be shared instantly or compared, without the need to coordinate time with the hiring manager.
  23. 23. ● Candidates should connect, not apply ● Be real! Offer a window to your culture ● Differentiate your process at 1st touchpoint ● Provide visibility into your hiring process ● Tailored correspondence & content ● Two-way communication throughout ● Optimized for mobile THE CANDIDATE-CENTRIC PROCESS
  24. 24. Next Steps: ● Talk with Bill Boorman on a topic from the webinar ● Learn more about how TTI’s solutions align with the content from the webinar THIS IS WHERE THE CONVERSATION BEGINS... Contact us to get set up!

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