Recruitment June 2014

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Half day open training event held in Toronto

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Recruitment June 2014

  1. 1. Talent acquisition in the second half of 2014 by Toronto Training and HR June 2014
  2. 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. 3. Page 3 Introduction
  4. 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. 5. Page 5 Types of candidate
  6. 6. Types of candidate • Passive • Near-active • Active Page 6
  7. 7. Page 7 Dimensions of a candidate
  8. 8. Dimensions of a candidate • Skills/experience • Attitude • Competency • Culture fit Page 8
  9. 9. Page 9 Essential factors for job success
  10. 10. Essential factors for job success • Character • Aptitude • Motivation • Personality Page 10
  11. 11. Page 11 Skill v attitude
  12. 12. Skill v attitude • Hiring for attitude • The test • Required skills • The reality Page 12
  13. 13. Page 13 Identifying candidate attitudes
  14. 14. Identifying candidate attitudes • Identify the key attitude • Identify the differential situation; positives and negatives • Ask the question • Leave it hanging Page 14
  15. 15. Page 15 Useful interviewing websites
  16. 16. Useful interviewing websites • ActiveInterview • GreenJobInterview • HireVue • InterviewStream • MontageTalent • Skype • TalentRooster • TalentVX • TeamViewer Page 16
  17. 17. Page 17 Websites which attract the best
  18. 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. 19. Websites which attract the best 2 of 2 • Questions to ask • Measures Page 19
  20. 20. Page 20 Social media and talent acquisition
  21. 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. 22. Social media and talent acquisition 2 of 2 • Branding • Engagement • Traffic building • Sourcing Page 22
  23. 23. Page 23 Big data and talent acquisition
  24. 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. 25. Page 25 Referrals from existing employees
  26. 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. 27. Referrals from existing employees 2 of 2 • Gamification • Measures • Automation • Mobile recruiting • Extending rewards to non-employees Page 27
  28. 28. Page 28 Using head hunters
  29. 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. 30. Page 30 An effective talent acquisition process
  31. 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. 32. Page 32 Developing a talent acquisition template
  33. 33. Developing a talent acquisition template • Innate behavioural preferences • Character, aptitude and motivation factors Page 33
  34. 34. Page 34 Talent acquisition strategy
  35. 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. 36. Page 36 Benefits of talent acquisition innovation
  37. 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. 38. Page 38 Talent communities
  39. 39. Talent communities • Definition • Registration Page 39
  40. 40. Page 40 Passion
  41. 41. Passion • Energy • Why assess passion? • Self-motivation • Passion, attitude and skill Page 41
  42. 42. Page 42 The power of three
  43. 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. 44. Page 44 Biometric tests
  45. 45. Biometric tests • Physiological (static) • Behavioural (movement- based) Page 45
  46. 46. Page 46 Employer branding
  47. 47. Employer branding • Develop strategy • Leverage social media and mobile technology • Deploy communications Page 47
  48. 48. Page 48 When talent acquisition goes wrong…
  49. 49. When talent acquisition goes wrong… • Effects of a bad hire • Characteristics of a bad hire Page 49
  50. 50. Page 50 Conclusion, summary and questions
  51. 51. Page 51 Conclusion, summary and questions Conclusion Summary Videos Questions

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