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Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
Recruiting the Top Talent Hidden in EVERY Generation
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Recruiting the Top Talent Hidden in EVERY Generation

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Presentation delivered by Peter Weddle of WEDDLE's on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.

Presentation delivered by Peter Weddle of WEDDLE's on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.

Published in: Technology, Business
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  • Two cohorts: one obvious; one not so obvious. People in non-clinical positions who were happy to work in healthcare during the recession, but can now look elsewhere as the economy recovers Finance, IT, clerical, food service, housekeeping
  • The most extraordinary processes have a vision that draws top talent to them and seduces them with the reality of that vision. Best practices tailored to who you are and what you stand for as an organization For example, if a defining attribute is innovation, then your corporate Career site might have a blog moderated by an employee that discusses innovative techniques in the field
  • Transcript

    • 1. Recruiting the Top Talent WEDDLE’s Peter Weddle WEDDLE’s LLC [email_address] 203.964.1888 Hidden in EVERY Generation
    • 2. The War for Talent
      • Rare skill holders
        • Certain IT professionals
        • Machinists
        • Engineers
        • Nurses
      •  Deter a performance deficit
      • Rare performers
        • McKinsey & Co. Report
        • “ A” level talent
        • The missing cohort
      •  Gain a performance edge
      The Conventional View
    • 3. An Economic Singularity The Globalization of Genius
    • 4. The New “Normal” A/B Talent C Old Definition of Victory A fair Share of the Best Talent New Definition of Victory An Unfair Share of the Best Talent
    • 5. The Conventional Strategy Focus on Different Work Values
    • 6. The Non-Generational Strategy Best Talent = Career Activists Focus on Shared Aspirational Values
    • 7. Career Activists
      • Individuals who:
      • See themselves not as a free agent, but as a “freed agent”
        • A different view of the work-life balance
        • Never look for a job
      • See themselves not as a worker, but as a “person of talent”
        • A different view of talent
        • Always look for support
        • Keenly aware of their value
    • 8. How Do You Recruit Them?
      • Target their shared aspirational values
        • They never look for a job
          • Recruitment advertising that uses an electronic sales brochure
        • They care about organizational support
          • A corporate career site that attracts 100% of your target demographic
        • They expect to be respected
          • A recruiting process that optimizes the candidate experience
    • 9. An Aspirational Ad
      • An Electronic Sales Brochure
        • A title that sizzles
          • L-S-S
        • A structure that captures them
          • S-ABC-S
        • Content that inspires them
          • WIIFT
        • A format that works on the Web
          • Headlines & bullets
    • 10. An Aspirational Career Site
      •  Personalization
        • Channels/villages
      •  Content
        • Tailored to career fields & advancement
      •  Social networking
        • Company-community
    • 11. An Aspirational Process Sourcing the Candidate Evaluating the Candidate Selling the Candidate 3 integrated processes covering 16 touch points that influence 1 hire
      • e-Brand statement
      • Advertising venue selection
      • Non-advertising sourcing
      • Brand and Job advertising
      • Application method/feedback
      • Career site design/mgmt
      • Pre-qualifying screen(s)
      • Assessment test(s)
      • Interview logistics
      • Interviews
      • Feedback/status information
      • Background checks
      • Relationship building
      • Offer communication
      • Post offer communication
      • Reinforcement
      INTEREST EDUCATION ENGAGEMENT  great An expectation that comes true
    • 12. WEDDLE’s (www.weddles.com)
      • Publishing
        • WEDDLE’s 2011/12 Guide to Employment Web Sites
        • WEDDLE’s Guide to Association Web Sites
        • Work Strong: Your Personal Career Fitness System
        • Recognizing Richard Rabbit: A Fable for Seekers
        • The Career Activist Republic
        • A Multitude of Hope (spring 2012)
      • Research
      • Consulting
      • Training
      WEDDLE’s “ When in doubt, consider WEDDLE’s … an industry standard.” HRWIRE
      • Sign up for my newsletters
      • Recruiting
      • Job Search
      • Career Activism
      Amazon

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