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Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
Free Workshop:  Success in corporate recruitment   (2015 update)
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Free Workshop: Success in corporate recruitment (2015 update)

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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. It will help you to get an …

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. It will help you to get an excellent overview of what is required to ensure a continuous supply of well qualified candidates.

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  • 1. workshop Success in Corporate Recruitment by Alexander Crépin recruitment strategist, trainer & freelance, interim recruiter Alexander Crépin for inspiration, innovation & results Alexander Crépin AC@Recruitmentcoach.nl
  • 2. What is Corporate Recruitment about Alexander Crépin AC@Recruitmentcoach.nl
  • 3. 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
  • 4. 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
  • 5. 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
  • 6. 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
  • 7. Todays career context has changed as well (a): Traditional Career Pattern is over Life Time Employment 20th century Corporate Recruitment Birth School Profession Professional edu Working & Training Pension Life time employment Job 1 Job 2 Job 3 Job 4 Assessment & choice Alexander Crépin AC@Recruitmentcoach.nl
  • 8. Life cycle of jobs is shortening increasing labor market dynamics: jobs come & go Corporate Recruitment Todays career context has changed as well (b): Alexander Crépin AC@Recruitmentcoach.nl
  • 9. Today careers are a 4 decades journey in which people change jobs 15 or more times Corporate Recruitment Birth School Work Work Work Training Education Training Training Education PensionSabbatical Work Alexander Crépin AC@Recruitmentcoach.nl
  • 10. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 11. Contemporary Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 12. 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
  • 13. Corporate Recruitment Contemporary recruitment: o making a continuous, long-term investment o to build a high quality & flexible workforce o capable of accomplishing the organization’s mission now & in the future Alexander Crépin AC@Recruitmentcoach.nl
  • 14. versus Traditional, Reactive o 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 Today, Proactive o Business driven talent supply o Recruiting & Sourcing Specialists o Data Driven Analytic Hiring to find the best talent to search (cost) effectively to reach & engage them o Omni media, paid,owned ,earned o Job & Employer Branding o Talent Scouting is everyone’s job! Alexander Crépin AC@Recruitmentcoach.nl Corporate Recruitment
  • 15. Employer branding Job branding Target Talent Community Management Candidate Relationship Management Campus Recruitment Internship Programs Alumni Management Talent Intelligence (Re) Search Talent Engagement Talent (Pre) Selection Talent Assessment Talent On Boarding Recruitment Vendor & Partner Management Recruitment Operations Support HR alignment Business Account Management Talent Pipeline Building Corporate Recruitment Talent SearchWorkforce forecasting
  • 16. Corporate Recruitment Context - Workforce model - HR & Recruiting analytics - 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........... Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 17. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 18. Recruitment strategy Related strategies • HR, Talent & Workforce strategy • Marketing / Branding strategy • Social media strategy • Customer Service strategy • ICT / Data strategy • Operations strategy • Total Quality strategy • R&D, Innovation strategy Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 19. Corporate Recruitment Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Data & Analytics hiring Intelligence D. Professional Recruiting Capabilities E. Interesting, attractive company F. Talent Acquisition culture Alexander Crépin AC@Recruitmentcoach.nl
  • 20. 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
  • 21. 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
  • 22. Corporate Recruitment B. Professional Recruitment Process (1) • Streamlined, transparent, timely & efficient • Data Driven with human, personal touch • Offering an excellent Candidate Experience • Clear policies for all involved • Clear roles hiring managers, HR, recruitment, purchasing & external service providers • Hiring Help Desk (HHD) Candidate & Hiring managers Alexander Crépin AC@Recruitmentcoach.nl
  • 23. 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 • Governance & compliance internally & externally, globally & locally Alexander Crépin AC@Recruitmentcoach.nl
  • 24. 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
  • 25. 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
  • 26. Corporate Recruitment B. Professional Recruitment Process SupportingTools (1) : • (Digital) forms & templates • Vacancy / job publication / distribution tool(s) • Website & social media presence • Candidate pipeline / pool access • Online application, career pages • Sourcing, Talent web (social) big data search software • Dashboard for real time monitoring Alexander Crépin AC@Recruitmentcoach.nl
  • 27. Corporate Recruitment B. Professional Recruitment Process SupportingTools (2): • Online real time interview/contact scheduling • Online testing / assessment • Video conferencing (Skype, Google Hangout etc.) • Assessment (day) setup • Reference check • Real time service / Hiring Help Desk (HHD) Alexander Crépin AC@Recruitmentcoach.nl
  • 28. Questions ?
  • 29. Corporate Recruitment B. Recruitment Process Steps: EPASHIER • 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 ) • Reviewing ( continuous learning & improving processes & skills ) Alexander Crépin AC@Recruitmentcoach.nl
  • 30. Corporate Recruitment Professional Recruitment Process: EPASHIER • Employer branding - Employer of choice strategy Attracting Target Talent AND Being found & “liked” by Target Talent Alexander Crépin AC@Recruitmentcoach.nl
  • 31. 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
  • 32. Corporate Recruitment E-Branding: Employer Value Proposition Alexander Crépin AC@Recruitmentcoach.nl
  • 33. 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
  • 34. Excellent candidate experience • Focus on transparent process, zero fault • Focus on communication, engaging, reaching out & ensuring no misunderstandings • Be available, approachable & responsive (HHD) • Offer user friendly “simple” systems • Use a professional selection methodology • Ensure a short time to hire • Offer excellent tailor made onboarding Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 35. Corporate Recruitment Being found • SEO, search engine optimization • Being there where your talents are, (social media) networking • Being looked for, offer what is desired • Market intelligence, ensuring opportunities to meet target talent in all stages of the labour supply chain • Excellent, engaging career (landing) page / website, ensuring top first impressions Alexander Crépin AC@Recruitmentcoach.nl
  • 36. Corporate Recruitment Professional Recruitment Process: EPASHIER • E-branding ( Employer Branding, EoC strategy) • planning ( HR workforce forecast ) Alexander Crépin AC@Recruitmentcoach.nl
  • 37. Corporate Recruitment Workforce forecasting & planning Identify probable workforce scenarios based on short, medium & long term business strategy, projects & trends in (labour) markets & technology To ensure the more accuracy in hiring o Right number of people o Right kind of people o At the Right time o At the Right place o Doing the Right things at the Right costs to hire & retain Alexander Crépin AC@Recruitmentcoach.nl
  • 38. 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 (or downsizing) V. Develop resourcing strategy (with business management) * in close collaboration with HR (data analysts) & business management Alexander Crépin AC@Recruitmentcoach.nl
  • 39. 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
  • 40. 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
  • 41. Corporate Recruitment I. Workforce configuration (c) Agile workforce model o Dynamics of todays business world o Remaining flexible when future turns out to be different than anticipated Alexander Crépin AC@Recruitmentcoach.nl
  • 42. Corporate Recruitment I. Workforce Agility Internal factors affecting planning o Sales and production forecasts o Effects of investments in technological change on task needs o Available budget o Variations in efficiency, productivity, flexibility of labour (training, development, organizational change, etc.) o Existing organisational structure, how production is organised (e.g. cells, teams, production lines) o Changes in employment practices (e.g. use of subcontractors or agency staffs, hiving-off tasks, buying in, substitution, etc.) Alexander Crépin AC@Recruitmentcoach.nl
  • 43. Corporate Recruitment I. Workforce Agility External factors affecting planning o Market demand o Labour market trends o Economic conditions (weak or strong economy & wage levels) o Social & political change (demographic factors & legislation) o Local factors (labour market, transport, quality of schools etc.) o Variations, which respond to new legislation (payroll taxes or their abolition, new health & safety requirements etc.) o Changes in Government policies (investment incentives, regional or trade grants, etc.) Alexander Crépin AC@Recruitmentcoach.nl
  • 44. Corporate Recruitment I. Workforce configuration (c) Agile workforce model • Permanent staff, employees, critical & core staff • Contingent staff & connected specialists o temporary employees o casual workers o independent contractors, freelance staff o consultants, specialists o alumni o project-based resources o all other working, value adding connected talent Alexander Crépin AC@Recruitmentcoach.nl
  • 45. The world is becoming too fast, too complex & too networked for any company to have all the answers inside …. (Yochai Benkler) Corporate Recruitment Connected specialized talent Alexander Crépin AC@Recruitmentcoach.nl
  • 46. 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
  • 47. 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
  • 48. 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
  • 49. 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
  • 50. 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
  • 51. 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
  • 52. Questions ?
  • 53. Time for a break
  • 54. Corporate Recruitment Professional Recruitment Process: EPASHIER • E-branding ( Employer Branding, EoC strategy) • Planning ( HR workforce forecast ) • acquisition • intake • introduce • intelligence • identify • interact & involve • introduce • inform 7i Alexander Crépin AC@Recruitmentcoach.nl
  • 55. 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
  • 56. 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
  • 57. Corporate Recruitment Talent Acquisition Focus (example) • Permanent staff - Experienced workers - Managers / leaders • Connected specialists - Experienced freelance professionals Alexander Crépin AC@Recruitmentcoach.nl
  • 58. 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
  • 59. Corporate Recruitment intake with hiring manager(s) The right starting point is crucial!!!! • Realistic profile (internal & external benchmark + Turnover & Promotion analysis ) • No purple squirrels • No copy paste • Ensuring internal opportunity / succession first • Hire for attitude & Train for skills? • Getting Hiring Managers commitment for follow-up Alexander Crépin AC@Recruitmentcoach.nl
  • 60. 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
  • 61. Corporate Recruitment introducing opportunity (job branding) • Collect and/or analyze market data • Define target labor market segments • Define labor market differentiators • Define communication (form & channels) • Define partners, network job ambassadors • Distribute customized profile • Monitor success Alexander Crépin AC@Recruitmentcoach.nl
  • 62. Corporate Recruitment intelligence, searching, finding talent • Using the digital footprints • Internet is the best real time talent pool • Leverage deep human capital data internal & external (ATS data, resumes & detailed social media profiles) • Searching, data mining is specialist work! Alexander Crépin AC@Recruitmentcoach.nl
  • 63. Corporate Recruitment intelligence, searching, finding talent • Target talent map regardless of employment status • Define targets in market ( list & blacklist companies) • 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 & matching tools • Contact network for candidate leads Alexander Crépin AC@Recruitmentcoach.nl
  • 64. 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
  • 65. potential performance Problem Cases To Early to Judge Meeting Requirements Effective Performers Acknowledged Talent Irreplaceable Professionals High Performers High Potentials well-qualified candidates Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 66. 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 • Remember this is candidate experience start! • Only 1 chance to make good impression! Alexander Crépin AC@Recruitmentcoach.nl
  • 67. 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
  • 68. 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
  • 69. Corporate Recruitment introducing talent to hiring manager(s) • Inform hiring manager on progress • Ensure candidate timely follow-up • Check scheduled data for meeting candidates • Provide candidate summaries + resumes • Discuss candidates Alexander Crépin AC@Recruitmentcoach.nl
  • 70. Corporate Recruitment informing communicating with all involved Never forget the human factor: Communicate throughout the process for a positive, engaging experience It will make you an Employer of Choice! Transparency in recruiting team & for candidates, hiring managers & HR saves time & frustration! Alexander Crépin AC@Recruitmentcoach.nl
  • 71. Corporate Recruitment Professional Recruitment Process: EPASHIER • E-branding ( Employer Branding, EoC strategy) • planning ( HR workforce forecast ) • acquisition ( 6 i-process ) • selecting ( interviewing & assessment of candidates ) Alexander Crépin AC@Recruitmentcoach.nl
  • 72. Corporate Recruitment Selecting • Hire for short and/or long term, for attitude or skills? 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
  • 73. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 74. Corporate Recruitment Professional Recruitment Process: EPASHIER • E-branding ( Employer Branding, EoC strategy) • planning ( HR workforce forecast ) • acquisition ( 6 i-process ) • selecting ( interviewing & assessment of candidates ) • hiring ( making a suitable offer to accept ) Alexander Crépin AC@Recruitmentcoach.nl
  • 75. 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
  • 76. Corporate Recruitment Professional Recruitment Process: EPASHIER • E-branding ( Employer Branding, EoC strategy) • 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 AC@Recruitmentcoach.nl
  • 77. 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 • Monitor engagement & check progress in job (app) Recruitment metric, the percentage of hires that leave within 16 months is low Alexander Crépin AC@Recruitmentcoach.nl
  • 78. Questions ?
  • 79. Time for a short break
  • 80. Corporate Recruitment Professional Recruitment Process: EPASHIER • E-branding ( Employer Branding, EoC strategy) • 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 AC@Recruitmentcoach.nl
  • 81. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 82. 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
  • 83. 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
  • 84. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 85. 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
  • 86. 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
  • 87. Corporate Recruitment B. Recruitment Process Steps: EPASHIER • 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 ) • Reviewing ( continuous learning & improving processes & skills ) Alexander Crépin AC@Recruitmentcoach.nl
  • 88. Corporate Recruitment Reviewing recruiting process continuously - Monitor process via dashboard - Survey every vacancy - Evaluate Hiring Help Desk findings - Report periodically - Refine process per type of job, per target group, per region, per country - Explore improving balance in Strategy, Technology, Tools, People, Process & Budget Alexander Crépin AC@Recruitmentcoach.nl
  • 89. Corporate Recruitment Professional Recruitment Process • E-branding • Planning • Acquisition • Selecting • Hiring • Integrating • Engaging • Reviewing = Teamwork ! Alexander Crépin AC@Recruitmentcoach.nl
  • 90. Corporate Recruitment Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Data / Analytics for hiring Intelligence D. Professional Recruiting Capabilities E. Interesting, attractive company F. Talent Acquisition culture Alexander Crépin AC@Recruitmentcoach.nl
  • 91. Corporate Recruitment C. Data Driven Hiring Knowing before doing, from reactive to pro- active smart recruiting o Using HRIS / ATS data (history) o Using internet / social media real time data o Quality of data, Smart data o Analyzing tools & technologies (robust, scalable & capable of being deployed quickly) o Making a journey from reporting, mining & analyzing, simulating & predicting to optimizing, top class Alexander Crépin AC@Recruitmentcoach.nl
  • 92. Corporate Recruitment C. Data Driven Hiring o HR Workforce forecasting, succession planning o Data mining internally for search & selection profile o Data mining externally, searching & matching talent o Data for Market mapping & Talent Mapping o Data for interviewing & selection o Data to e-verify o Data for onboarding monitoring o Process data transparency, monitoring & reviewing o Dialogue for fact driven, human focus, top class hiring Alexander Crépin AC@Recruitmentcoach.nl
  • 93. Corporate Recruitment Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Data & Analytics for hiring Intelligence D. Professional Recruiting Capabilities E. Interesting, attractive company F. Talent Acquisition culture Alexander Crépin AC@Recruitmentcoach.nl
  • 94. Corporate Recruitment D. Professional Recruiting Capabilities • Hiring managers - profiling - selling - assessing, interviewing - selecting - engaging - forecasting • HR business partners - profiling - forecasting - assessing, interviewing - selecting - coaching - monitoring Alexander Crépin AC@Recruitmentcoach.nl
  • 95. Corporate Recruitment D. Professional Recruiting Capabilities • Recruiters - planning & organizing - project management - analyzing - screening & assessing - searching - branding - engaging & selling - networking - communicating - helping, servicing, informing - cross-functional collaboration • Sourcing specialists - complex search - algorithm development - analyzing Big Data - reporting - screening - candidate qualification / matching - networking - phone search / screen / sell Alexander Crépin AC@Recruitmentcoach.nl
  • 96. 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
  • 97. 21st century all-in-1 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 98. 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
  • 99. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 100. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 101. Corporate Recruitment Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Data / Analytics for hiring Intelligence D. Professional Recruiting Capabilities E. Interesting, attractive company F. Talent Acquisition culture Alexander Crépin AC@Recruitmentcoach.nl
  • 102. 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
  • 103. 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
  • 104. Corporate Recruitment D. Attractive company 1. Interesting products, markets 2. Interesting employer 3. Challenging future 4. Interesting jobs, career options Alexander Crépin AC@Recruitmentcoach.nl
  • 105. 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 career- enhancing 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 106. 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 Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 107. 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) Corporate Recruitment Alexander Crépin AC@Recruitmentcoach.nl
  • 108. 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
  • 109. 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
  • 110. Corporate Recruitment Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Data / Analytics for hiring Intelligence D. Professional Recruiting Capabilities E. Interesting, attractive company F. Talent Acquisition culture Alexander Crépin AC@Recruitmentcoach.nl
  • 111. Corporate Recruitment F. Talent Acquisition culture o War for Talent awareness o Engaging Talent is top of mind o Everybody brand ambassador o Clear Brand, storytelling easy o Internal careers, succession top priority o Referrals preferred external hiring channel o Assessment by management + teams o Recruiting success is shared Alexander Crépin AC@Recruitmentcoach.nl
  • 112. Corporate Recruitment Now have a look at your own recruitment strategy & operations What would your SWOT look like? Alexander Crépin AC@Recruitmentcoach.nl
  • 113. Corporate Recruitment SWOT is always subjective! So What is your starting point? o Your present idea of what recruitment is about o The views presented in this workshop Alexander Crépin AC@Recruitmentcoach.nl
  • 114. Corporate Recruitment Recruiting Success enablers A. Talent Management Strategy B. Professional Recruitment Process C. Data / Analytics for hiring Intelligence D. Professional Recruiting Capabilities E. Interesting, attractive company F. Talent Acquisition culture Alexander Crépin AC@Recruitmentcoach.nl
  • 115. B. Recruitment Process Steps: EPASHIER • 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 ) • Reviewing ( continuous learning & improving processes & skills )
  • 116. Recruiting SWOT Strengths What internal factors contribute to areas of recruiting where your company does better than the competition when finding & attracting candidates. These are areas where you have competitive advantage Weaknesses What internal factors preclude the organisation from doing better than your competition when it comes to finding & attracting candidates? These are the barriers that get in the way of obtaining competitive advantage Opportunities What favourable situations are present externally today, or in the future, that if acted on would aid you in competing for talent? Threats What external factors forces could inhibit your organisation’s ability to gain competitive advantage in the talent marketplace now or in the future?
  • 117. SWOT example
  • 118. Questions ?
  • 119. 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
  • 120. Always remember It’s is about People & Trust! Alexander Crépin Alexander Crépin AC@Recruitmentcoach.nl Corporate Recruitment
  • 121. Success!
  • 122. Thank You Thank you
  • 123. Also on by Alexander Alexander Crépin AC@Recruitmentcoach.nl
  • 124. 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
  • 125. End!

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