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Free Recruiting Workshop - What professional corporate recruitment is about by Alexander Crepin
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Free Recruiting Workshop - What professional corporate recruitment is about by Alexander Crepin

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Corporate recruiting has changed and has become a core business activity. This 4 hour workshop provides an overview of what contemporary corporate recruitment is about.

Corporate recruiting has changed and has become a core business activity. This 4 hour workshop provides an overview of what contemporary corporate recruitment is about.

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Free Recruiting Workshop - What professional corporate recruitment is about by Alexander Crepin Free Recruiting Workshop - What professional corporate recruitment is about by Alexander Crepin Presentation Transcript

  • workshop Corporate Recruitment explained by Alexander Crépin recruitment strategist, trainer & freelance, interim recruiter Alexander Crépin for inspiration, innovation & results Alexander Crépin AC@Recruitmentcoach.nl
  • What is Corporate Recruitment about Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Traditional recruitment: HR to get talent inside the company as quickly & cost-effectively as possible to fill permanent employment vacancies Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Todays business context has changed (1): Change is the new normal Fragmenting (global) markets with increasingly dynamic product life cycles The accelerated pace of business is forcing companies to consequently evolve their business models, strategies & key initiatives Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Todays business context has changed (2): Change is the new normal Scalability, agility & alignment have become major competitive issues to look after The process of anticipating changing circumstances is perpetual. To be able to anticipate talent needs, optimize a talented workforce, is key to business success Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Todays business context has changed (3): Change is the new normal Scalability, agility & alignment have become major competitive issues to look after. Today, success requires the ability to have: on demand, timely qualified talent supply! the right type of workers, doing the right work at the right time at the right cost Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Todays career context has changed as well (a): Traditional Career Pattern is over Life Time Employment 20th century Birth School Profession Professional edu Working & Training Pension Assessment & choice Life time employment Alexander Crépin AC@Recruitmentcoach.nl Job 1 Job 2 Job 3 Job 4
  • Corporate Recruitment Todays career context has changed as well (b): Life cycle of jobs is shortening increasing labor market dynamics: jobs come & go Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Today careers are a 4 decades journey in which people change jobs 15 or more times Work Training Education Birth Work School Work Alexander Crépin AC@Recruitmentcoach.nl Sabbatical Work Training Pension Training Education
  • Corporate Recruitment Today careers, required mind set • Career paths less linear • Careers less organizational, more employers • Future employability less certain • Blended careers, permanent & contingent periods • End of job, exit = new phase in talent relationship • “Returning” to previous employers becoming “normal” being employed several times, but not sequentially Alexander Crépin AC@Recruitmentcoach.nl
  • Contemporary Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Contemporary recruitment: Recruiting specialists driving positive business outcomes by ensuring timely external supply of well-qualified talent (attitude, skills & experience) the right type of workers, doing the right work at the right time at the right cost Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Traditional, Reactive Vacancy driven o HR, generalist o Use the job description o Advertising paper, internet o Printed, paid media o Create a new brochure o Sit back and wait o Alexander Crépin AC@Recruitmentcoach.nl versus Today, Proactive Business driven talent supply o Recruiter, specialist o Where to find the best talent? o How to search (cost) effectively? o How to reach & engage them? o Omni media, paid, owned , earned o How convince to apply & accept? o Recruiting is everyone’s job! o
  • Corporate Recruitment Workforce forecasting Talent Search Employer branding Talent Pipeline Building Job branding Campus Recruitment Internship Programs Alumni Management Talent (Pre) Selection Talent On Boarding Talent Assessment HR alignment Talent Intelligence (Re) Search Target Talent Community Management Candidate Relationship Management Business Account Management Recruitment Vendor & Partner Management Recruitment Operations Support Talent Engagement
  • Corporate Recruitment Corporate Recruitment Context - Workforce model - Type / level of hires - Employee turnover - Vacancies volume ( forecast / outlook) - Timing, when to hire? - Location(s) - Employment market situation - Quality & quantity of talent pipeline - Engagement & selection skills of hiring managers - Talent scouting culture, in-company referrals - Employer EOC position, quality of HR - Pay, compensation & benefits - Recruitment partners........... Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Recruitment strategy Sub strategies Operations strategy Execution of processes, goals, metrics Service / Account strategy Towards hiring managers, HR & candidates Workforce strategy Workforce (segmentation) Sourcing strategy How to source, which tools to use Partner strategy Outsourcing & recruiting agencies Selection strategy Which selection method, criteria & tools Cost strategy Allocation, whose budget & internal pricing Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Recruitment strategy Related strategies • • • • • • • • HR, Talent & Workforce strategy Marketing / Branding strategy Social media strategy Customer Service strategy ICT strategy Operations strategy Total Quality strategy R&D, Innovation strategy Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Professional Recruiting Capabilities D. Interesting, attractive company Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment A. Talent management strategy (1) • Alignment of Business Strategy, Culture & Talent • Critical skill sets & experience defined (profiling) • Competitive pay & benefits • Ambitious & transparent performance standards • Shared development responsibility of company & individual (associated) talent Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment A. Talent management strategy (2) • Workforce (segmentation) model • Internal & external mobility, + retention • life-time employment and/or life-time talent relation • Time & budget for Talent Management • Diversity & opportunity driven • Talent scouting culture, everybody always on the lookout for talent Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment B. Professional Recruitment Process (1) • Streamlined, transparent, timely & efficient • Offering an excellent Candidate Experience • Clear policies for all involved • Clear roles hiring managers, HR, recruitment, purchasing & external service providers • Candidate + hiring managers support (desk) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment B. Professional Recruitment Process (2) • Integrated (cloud) recruiting technology platform • Real-time monitoring of recruiting process status • Authentic Co-branding with marketing • Employees & Stakeholders referral optimization • Annual review of entire recruitment process, metric driven Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment B. Professional Recruitment Process Resources available (1): • Recruiting process maps, workflows • (Digital) recruiting policies & checklists • (Digital) forms & templates • (Digital) candidate information, employer branding brochures, PPT´s, video etc. • Referral recruitment policy & process map • E-learning, interview / selection training Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment B. Professional Recruitment Process Resources available (2): • Library of (behaviorally-based) interview questions • Interview (evaluation) guide • Onboarding guide • Recruiting partners list & pricing & service metrics • Social media networks Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment B. Professional Recruitment Process Supporting Tools (1) : • (Digital) forms & templates • Vacancy / job publication / distribution tool(s) • Website & social media presence • Candidate pipeline / pool access • Online job search & application • Sourcing, Talent web (social) big data search software Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment B. Professional Recruitment Process Supporting Tools (2): • Online real time interview/contact scheduling • Online testing / assessment • Video conferencing (Skype, Google Hangout etc.) • Assessment (day) setup • Reference check • Real time service / help desk Alexander Crépin AC@Recruitmentcoach.nl
  • Questions ?
  • Corporate Recruitment B. Recruitment Process Steps: EPASHIE • • • • • • • E-branding ( Employer Branding, Employer of Choice strategy) Planning ( HR workforce forecast ) Acquisition ( 7 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 AC@Recruitmentcoach.nl
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • Employer branding - Employer of choice strategy Attracting Target Talent AND Being found & “liked” by Target Talent Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment E-Branding: Building positive awareness, company image & reputation Answers: Why to work for you? Attracting by showing, telling & sharing: • • • • what you do (strategy) how you do it (values) why you do what you do (believes) what you have to offer (Employment Value Position) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment E-Branding: to differentiate • conducting a competitive labour market analysis, gathering competitive intelligence • countering competitor’s moves, whenever improving their recruiting approach Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Excellent candidate experience • Focus on transparent process, zero fault • Focus on communication, engaging, reaching • • • • • out & ensuring no misunderstandings Be available, approachable & responsive Offer user friendly “simple” systems Use a professional selection methodology Ensure a short time to hire Offer excellent tailor made onboarding Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Being found • SEO, search engine optimization • Being there where your talents are, (social media) networking • Being looked for, offer what is desired • Big Data intelligence, ensuring opportunities to meet target talent in all stages of the labour supply chain Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • E-branding • planning ( Employer Branding, EoC strategy) ( HR workforce forecast ) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Workforce forecasting & planning Identify probable workforce scenarios based on short, medium & long term business strategy, projects & trends in (labour) markets & technology Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Workforce planning* I. Define workforce configuration (competencies, skills, diversity, experience, type of contract/working relationship) II. Define workforce requirements (headcount) III. Analyze internal & external talent supply IV. Define (annual) recruitment need V. Develop resourcing strategy (with business management) * in close collaboration with HR & business management Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment I. Workforce configuration (a) Identify • critical & core types of talent (profiling personas) • the more supportive, “do-er” types of talent • connected specialized talent Understanding their added value, unique differences & labour market position to ensure that the Employment Value Proposition fits Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment I. Workforce configuration (b) Identify • Starters managerial • Starters professional • Starters operational • Experienced workers • Managers / leaders • Executives Ensuring diversity & demographic balance Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment I. Workforce configuration (c) Agile workforce model • Permanent staff, employees, critical & core staff • Contingent staff & connected specialists o o o o o o o temporary employees casual workers independent contractors, freelance staff consultants, specialists alumni project-based resources all other working, value adding connected talent Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Connected specialized talent The world is becoming too fast, too complex & too networked for any company to have all the answers inside …. (Yochai Benkler) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Contingent worker arrangements driven by talent supply flexibility, workforce scalability: – Seasonal / periodic fluctuations or demands – Filling of temporary vacancies – Specific tasks of limited duration – Flexibility working arrangement needs of talent + – Perceived cost savings – Reduction in obligations Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment II. Workforce requirements permanent & contingent staff Qualitative forecasting Identify future & present needs: Skills, Competencies , Know how, Experience Critical & Core talent (permanent staff profiling) Quantitative forecasting How many of each type of talent (profiles, permanent + contingent staff) where & when at what cost? Internal & external labor market analysis How will talent supply & demand develop, where is the “war for talent” Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment III. Analyze internal & external talent supply Anticipating workforce mobility/turn over: Planned The needs for new personnel arising from planned changes in organization & retirement Predictable Those movements in personnel, which can be predicted on basis of strategy & ambition, plans & (labour) market trends Unexpected Resignation, deaths, accidents, illness, customer problems give rise to unexpected needs Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment III. Analyze internal & external talent supply Labor market intelligence How to get greater visibility & insight where to find target critical & core talent? • • • • • • • • Internet search techniques Social media networks Market intelligence companies Employee networks Professional associations & networks University Alumni Competitors Etc. Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment IV. Defining (annual) recruitment need • Permanent, critical & core staff Starters managerial, professional, operational - Experienced workers - Managers / leaders • Contingent, flex staff What to start doing proactively ? Who does take care of supply permanent and/or contingent staff? Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Traditional corporate recruiting focus: permanent critical & core workers Contemporary recruiting focus: more integrated, priority is on demand, timely top talent supply, type of labour contract less important Alexander Crépin AC@Recruitmentcoach.nl
  • Questions ?
  • Time for a break
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • • E-branding Planning ( Employer Branding, EoC strategy) ( HR workforce forecast ) • acquisition • • • • • • • intake introduce intelligence identify interact & involve introduce inform Alexander Crépin AC@Recruitmentcoach.nl 7 i
  • Corporate Recruitment Talent Acquisition Challenge: Getting 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 opportunity Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Talent Acquisition Strategy • Permanent and/or contingent staff • Vacancies driven • Filling the Talent Pipeline • In-house and/or by using specialized partners Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Talent Acquisition Focus (example) • Permanent staff - Experienced workers - Managers / leaders • Connected specialists - Experienced freelance professionals Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Acquisition = 7-i ( integrated 6 steps + 1 process) • intake with hiring manager(s) • introducing & branding job opportunity • intelligence, searching, finding target talent, in- & outside • identifying, sourcing, qualifying, screening talent • interacting & involving talent • introducing talent to hiring manager(s) + • informing transparency & reporting throughout process Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment intake with hiring manager(s) • • • • • • • • Vacancy / job & candidate profile(s) + comp & ben. Priority / urgency Who to target: who are the best & brightest candidates Readymade hiring from labour market possible or is investment in training & development required? Actual external market situation (talent shortage Y/N) Actual internal & external talent pipeline check Planned action & timing, lock key dates in calendars Budget Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment introducing & branding job opportunity • • • • • • Define target labor market segments Define labor market differentiators Define communication (channels) Define partners, network job ambassadors Distribute customized profile Monitor success Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment intelligence, searching, finding talent • Target talent regardless of employment status • Define target labor market segments & companies • Leverage deep human capital data (internet, ATS data, resumes & detailed social media profiles) • Create queries, critical candidate qualification variables • Text data mining, deriving high-quality info from text • Search, research, test & refine search queries • Use purpose-built sourcing tools • Contact network for candidate leads Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment intelligence, searching, finding talent • Reactive, vacancy driven • Pro-active, filling the talent pipeline Workforce forecast based Getting to know the well-qualified, target talent early on, when you don’t need them yet! Make long list Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment potential well-qualified candidates High Potentials Acknowledged Talent High Performers To Early to Judge Problem Cases Alexander Crépin AC@Recruitmentcoach.nl Effective Performers Irreplaceable Professionals Meeting Requirements performance
  • Corporate Recruitment identifying, sourcing, pre-screening • Check candidate information by contacting the candidate by e-mail, phone, chat etc. • Get additional information on education, experience, etc. • Turn long list into short list Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment identifying, sourcing, qualifying talent Analyse long list short list: • not qualified • not qualified for X but may be for Y • not qualified yet, but interesting in future • qualified to introduce to hiring manager Each type to be addressed engagingly for an excellent candidate experience reputation Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment interacting & involving talent • • • • • Listening to, exploring candidate´s position Matching candidate ambitions & qualifications & company career options `Selling` the company & the job, engage & offer a realistic challenging career perspective Answering questions about profile & process Make candidate summary Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment introducing talent to hiring manager(s) • • • • Inform hiring manager on progress Check scheduled data for meeting candidates Provide candidate summaries + resumes Discuss candidates Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment informing communicating with all involved Never forget the human factor: Communicate throughout the process Be transparent in recruiting team & for candidates, hiring managers & HR It saves time & frustration! It will make the company an Employer of Choice! Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • • • E-branding planning acquisition • selecting ( Employer Branding, EoC strategy) ( HR workforce forecast ) ( 6 i-process ) ( interviewing & assessment of candidates ) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Selecting • Is this the person that will get the job done? • Will this person be able to add value in the long term? • Is this talent aligned with culture & business goals? 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 process Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Selecting: Quality of hire indicators: • • • • • • • • • Employee attrition Performance ratings Hiring manager opinion about employee performance Deemed “promotable” to a higher level job Rate of promotion 360 degree feedback results Recognition received Productivity development Absenteeism Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • • • • E-branding planning acquisition selecting • hiring ( Employer Branding, EoC strategy) ( HR workforce forecast ) ( 6 i-process ) ( interviewing & assessment of candidates ) ( making a suitable offer to accept ) Alexander Crépin AC@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 process Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • • • • • E-branding planning acquisition selecting hiring ( Employer Branding, EoC strategy) ( HR workforce forecast ) ( 6 i-process ) ( interviewing & assessment of candidates ) ( making a suitable offer to accept ) • Integrating ( on boarding, getting started in a structured manner ) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Integrating talent in the organisation • • • • On boarding, getting started Ensure a program, mentor & HR coach 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 low Alexander Crépin AC@Recruitmentcoach.nl
  • Questions ?
  • Time for a short break
  • Corporate Recruitment Professional Recruitment Process: EPASHIE • • • • • • E-branding planning acquisition selecting hiring integrating • engaging ( Employer Branding, EoC strategy) ( HR workforce forecast ) ( 6 i-process ) ( interviewing & assessment of candidates ) ( making a suitable offer to accept ) ( on boarding, getting started ) ( alumni relations, life time talent relationship building ) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Engagement of qualified Talent is a bottom line issue Ensuring instant access to qualified talent for on demand, timely talent supply Enabling scalability, agility & alignment of business operations Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Engaging talent Building Life Time Talent Relationships! • Alumni • Target qualified talents, connected specialists Building a qualified Talent Pipeline Ensuring continuous supply of qualified talent! Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Life Time Talent Relationships are replacing Life Time Employment Being engaged & connected = win - win: - timely labor supply for employers & - timely employment for workers! Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Talent Pipeline A Talent network of Connected Talents pre-screened, qualified candidates, immediately to contact, to communicate with regarding all kind of upcoming permanent or temporary career / work opportunities Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment All pre-qualified are Talent Pipeline input! • • • not qualified for X but may be for Y not qualified yet, but interesting in future qualified to introduce to hiring manager Each type to be addressed engagingly for an excellent candidate experience & willingness to become a member of the company talent network (the talent pipeline) ! Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Talent engagement & Company Website Corporate career site as talent network / community platform Alternatives: Social networks like Linkedin & Facebook Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Professional Recruitment Process • • • • • • • E-branding Planning Acquisition Selecting Hiring Integrating Engaging Alexander Crépin AC@Recruitmentcoach.nl = Teamwork !
  • Corporate Recruitment Success enablers A. Talent Management Vision B. Professional Recruitment Process C. Professional Recruiting Capabilities D. Interesting, attractive company Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment C. Professional Recruiting Capabilities • Hiring managers - profiling - assessing, interviewing - engaging - selling - selecting - forecasting • HR business partners - profiling - assessing, interviewing - coaching Alexander Crépin AC@Recruitmentcoach.nl - forecasting - selecting - monitoring
  • Corporate Recruitment C. Professional Recruiting Capabilities • Recruiters - planning & organizing - project management - analyzing - screening & assessing - searching - analyzing - branding - engaging & selling - cross-functional collaboration - networking - communicating - helping, servicing, informing • Sourcing specialists - searching online - analyzing Big Data - networking Alexander Crépin AC@Recruitmentcoach.nl - phone searching - screening - reporting
  • Corporate Recruitment Recruitment areas of expertise : • • • • • • • • • Process management - demand & supply, candidate journey Project management - planning of timely supply HR - workforce planning, profiling, pay levels ICT / Big Data - data crunching, talent market intelligence Marketing - branding, DM, engaging, CRM Sales - selling organization & job, career option Psychology - (pre-) selecting, interviewing Customer Service - hiring manager & talent, service orientation Vendor Management - recruiting, sourcing & assessment agencies Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment 21st century recruiter profile: - (Marketing) Communication savvy Creative, open to try Excellent online networking Search Systems savvy Data analysis expert Social Media savvy Community expert Service orientation Engaging trust agent Ambassador Team player Long term focus Alexander Crépin AC@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 AC@Recruitmentcoach.nl
  • Corporate Recruitment Recruiters add value by structurally improving companies - agility - competitive talent advantage by offering opportunities to talents - to build valuable lasting relationships - to work & to earn a living Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Recruiting metric challenges • • • • • • • • • • • • Time to Hire Candidate Experience Hiring Manager Satisfaction Amount of contacts to make hire decision Quality of Hire Promotions of new hires in first 24 months (In)Voluntary turnover in first 16 months Employee referral output Cost per Hire / Recruiting ROI Employer Branding Target EOC score Employee morale Business results Powered by technology & top specialists Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Success enablers A. Talent Management Vision B. Professional Recruitment Process C. Professional Recruiting Capabilities D. Interesting, attractive company Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment D. Attractive company Company image & reputation nr 1 reason to accept job offer! The job comes 2nd & the manager 3rd. Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Employer Brand a collection of perceptions as a “great place to work” in the mind of (target) talent & employees Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment D. Attractive company 1. 2. 3. 4. Interesting products, markets Interesting employer Challenging future Interesting jobs, career options Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Employer Attractiveness Dimensions Interest Value: The extent to which there is attraction because of the excitement & creativity of the work environment Social Value: Attraction based on a collegial work environment with an inspiring constructive team atmosphere Economic Value: Attraction based on salary & benefits Development Value: Based on recognition of work and careerenhancing opportunities Application Value: The employee’s ability to apply what they have learned to teach others and interact with stakeholders in a way that is positive and humanitarian Source: Ewing and Hah Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Employer branding Sharing with target groups, internally & externally, the Employer Value Proposition, a clear view of what makes the company “different” & desirable as an Employer of Choice Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Employer Branding: Bringing the good (company) news o by the right person(s) o in the right tone of voice o by the right channels o in the right frequency o to the right talent (groups) Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Becoming an Employer of Choice (1) • Authentic & consistent positioning of company • Offering an excellent candidate experience • Being there where your talents are • Participating & engaging with target communities • Listening & Learning what do target talent care about? Alexander Crépin AC@Recruitmentcoach.nl
  • Corporate Recruitment Becoming an Employer of Choice (2) • Helping & Sharing show care by what you do for them • Ensuring HR business alignment, be transparent, flexible & fair • Involving stakeholders & ensure their commitment to be employer ambassadors, engaging talent to work for you Alexander Crépin AC@Recruitmentcoach.nl
  • Questions ?
  • Corporate Recruitment Corporate recruitment a core business activity because success starts with timely recruiting the right people who will help you to meet or surpass customer expectations Alexander Crépin Recruitmentcoach.nl
  • Corporate Recruitment Always remember It’s is about People & Trust! Alexander Crépin Alexander Crépin AC@Recruitmentcoach.nl
  • Success!
  • Thank you Thank You
  • Also on Alexander Crépin AC@Recruitmentcoach.nl by Alexander
  • Looking for corporate recruitment success? Looking for a recruitment trainer or coach? Contact Alexander Crépin I help you to succeed Alexander Crépin AC@Recruitmentcoach.nl
  • End!