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So you want to become a corporate recruiter
 

So you want to become a corporate recruiter

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Recruitment, introduction to corporate recruiter job

Recruitment, introduction to corporate recruiter job

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    So you want to become a corporate recruiter So you want to become a corporate recruiter Presentation Transcript

    • So you want to become a Corporate Recruiter …..Professional outlook by Alexander Crépin, recruitment strategist, trainer & interim manager inspiration, innovation & results
    • So you want to become a Corporate Recruiter ….. Great!Alexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiterAlexander Crépin Recruitmentcoach.nl
    • WhyAlexander Crépin Recruitmentcoach.nl exciting times to become a recruiter
    • Why exciting times to become a recruiter 1: Dynamics of the 21st century labor market 2: On demand talent supply strategic importance 3: Social Media & Broadband opened the global labor marketAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter 1: 21st century labor market Dynamics Recruitment challengeAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter: why? Traditional Career Pattern is over Life Time Employment 20th centuryAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter 21st century Talent is less loyal & more mobile • Top Talent is more demanding, looking for continuous challenge & work life balance • happy to switch companies after few years to move for the best opportunity • geographically mobile • more visible online • competitors are getting smarter in mapping out talent pools, attracting staff away • changing demographics require tailor made employer & job brandingAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter why? 2: Talent Supply on demand more than ever a strategic factor in company successAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter On demand: Speed is essential • the right people at • the right moment at • the right place to meet or surpass customer demandsAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter why? 3: Social Media & Broadband has turned the Recruiting world on its headAlexander Crépin Recruitmentcoach.nl
    • Exciting times to become a recruiter Social Media & Broadband Internet “Opened” the local AND global labor market for TALENTS and COMPANIESAlexander Crépin Recruitmentcoach.nl
    • Why to become a 21st century recruiter? because Corporate recruitment now a true profession of strategic importance with direct impact on company success!Alexander Crépin Recruitmentcoach.nl
    • Corporate recruiter challenging professionAlexander Crépin Recruitmentcoach.nl
    • What will you be doing in recruitmentAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment “Raison d’être”, goal Ensure continuous availability of talent to fulfil the promise to customersAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • Planning ( HR workforce forecast ) • Acquisition ( 6 steps i-process ) • Selecting ( interviewing & assessment of candidates ) • Hiring ( making a suitable offer to accept ) • Integrating ( on boarding, getting started ) • Engaging ( alumni relations, life time talent relationship building )Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • planning ( HR workforce forecast )Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Workforce planning Make predictions of future talent needs Qualitative forecasting Skills Competencies Know how Experience Quantitative forecasting How many of each type of talent, where and when at what cost?Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Labour mobility: Planned The needs for new personnel arising from planned changes in organization & retirement Anticipated Those movements in personnel, which can be predicted on the basis of strategy & ambition, plans & by studying trends in internal and external environment Unexpected Resignation, deaths, accidents, illness, customer problems give rise to unexpected needsAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • planning ( HR workforce forecast ) • acquisition • intake • • • • • introduce intelligence identify interact & involve introduce 6 iAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Talent Acquisition challenge: Get the best possible talent interested to work for you Passive candidates not looking for a new job opportunity + Active candidates looking for a new job opportunityAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Acquisition = 6-i ( integrated 6 steps process) • intake with jobholder(s) • introducing & branding company & job opportunities • intelligence, searching, finding target talent • identifying, pre-selecting talent • interacting & involving talent • introducing talent on demand to jobholdersAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • planning ( HR workforce forecast ) • acquisition ( 6 i-process ) • selecting ( interviewing & assessment of candidates )Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Selecting • Is this the person that will get the job done? How to know this? • Assessment (Interviewing, testing, probation period, ……..) • Recommendations, reference checks Who decides? • Jobholder? HR? Team? Board? External specialist? Recruiter ensures a professional selection processAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • planning ( HR workforce forecast ) • acquisition ( 6 i-process ) • selecting ( interviewing & assessment of candidates ) • hiring ( making a suitable offer to accept )Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Hiring process • Making a suitable offer • Making the offer in time • Ensure pay level is realistic, market competitive • Ensure bandwidth for negotiations • Selling the offer • Check acceptance level Recruiter ensures a professional closure processAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • planning ( HR workforce forecast ) • acquisition ( 6 i-process ) • selecting ( interviewing & assessment of candidates ) • hiring ( making a suitable offer to accept ) • Integrating ( on boarding, getting started in a structured manner )Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Integrating talent in the organisation • On boarding, getting started • Ensuring that expectations are being monitored • Ensuring that talent won’t be disappointed Recruitment metric, the percentage of hires that leave within 16 months is lowAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Professional Recruitment Process: PASHIE • planning ( HR workforce forecast ) • acquisition ( 6 i-process ) • selecting ( interviewing & assessment of candidates ) • hiring ( making a suitable offer to accept ) • integrating ( on boarding, getting started ) • engaging ( alumni relations, life time talent relationship building )Alexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment Engaging talent Building lasting talent relationships! • Alumni • Target talents Ensuring a qualified talent pipeline Ensuring continuous availability of talent!Alexander Crépin Recruitmentcoach.nl
    • Recruitment in the 21st century Life Time Talent Relationships Company recruitmentAlexander Crépin Recruitmentcoach.nl
    • Talent Relationship based Recruitment building engaged talent communities, talent pipelines, telling success stories, listening, discussing and fostering an emotional attachment with (potential) new talent to ensure that the right person at the right time is at the right place!Alexander Crépin Recruitmentcoach.nl
    • 21st century recruiter profile: - Marketing communication savvy - Excellent online networking - Community expert - Ambassador - Engaging trust agent - Service orientation - Team player - Social Media savvy - Search Systems savvy - Creative, open to try - Long term focusAlexander Crépin Recruitmentcoach.nl
    • Corporate Recruitment requires expertise of: • Process management - matching talent demand & supply • HR - workforce planning, profiling, pay levels • Marketing - branding, DM, engaging, CRM - research, market intelligence • Psychology - (pre-) selecting, interviewing • Sales - selling organization & job • Communicating - managing expectations • Customer Service - jobholder & talentAlexander Crépin Recruitmentcoach.nl
    • A happy corporate recruiter Knows what makes candidates happy Shares with the jobholder how to get happy candidates Finds candidates who are happy in their jobs Shows them a different perspective, makes them feel not so happy Offers them a great opportunity that will make them happy again Makes the jobholder feel happy Everybody happy!Alexander Crépin Recruitmentcoach.nl
    • Starting as a corporate recruiter good choice for a challenging future because success starts with recruiting the right peopleAlexander Crépin Recruitmentcoach.nl
    • Also on by AlexanderAlexander Crépin Recruitmentcoach.nl
    • Starting in corporate recruitment? Looking for a recruitment trainer or coach? Contact Alexander Crépin I help you to succeedAlexander Crépin Recruitmentcoach.nl
    • End!Alexander Crépin Recruitmentcoach.nl