Talent Acquisition Guidebook

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Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.

You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.

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Talent Acquisition Guidebook

  1. 1. [STRATEGIC] TALENT ACQUISITION TIED TO YOUR BOTTOM LINE Candidates RIGHT for the JOB and RIGHT for your BUSINESS 1 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  2. 2. How do you identify and engage candidates who’ll continue to augment your business? 2 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  3. 3. Think Beyond the Job— THINK STRATEGICALLY 3 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  4. 4. To create a new, more strategic paradigm, you’ll need employees who can: • Fill broader capability gaps • Get up-to-speed quicker • Learn, develop, and advance faster • Fit within your company culture 4 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  5. 5. To Find and Retain These Employees, Get More Strategic with Your: • • • • Competency Management Pre-employment Testing Interviewing Onboarding 5 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  6. 6. #1 [Strategic] Competency Management 6 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  7. 7. #1 [Strategic] Competency Management Know what is needed to succeed • Define ideal candidates with the future in mind. • Look beyond technical skills and knowledge; define a set of competencies that complement and drive your company’s unique cultural values. • Ensure a legally defensible selection system right from the start. 7 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  8. 8. #2 [Strategic] Pre-employment Testing 8 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  9. 9. #2 [Strategic] Pre-employment Testing Put candidates to the TEST… • Administer a series of tests for an accurate prediction of behavior and non-technical competencies. • Improve efficiency with high-volume screening. • Target organizational fit. 9 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  10. 10. #3 [Strategic] Interviewing 10 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  11. 11. #3 [Strategic] Interviewing Take the GUESSWORK OUT 56% of managers FOLLOW THEIR GUT • Make hiring decisions based on relevant job criteria, not instinct. BUT… • Structure interviews for competencybased data collection. • Patrol websites such as Glassdoor.com to learn what candidates and employees are saying about your interview process. 50% of hiring decisions DON’T WORK OUT! 11 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  12. 12. #4 [Strategic] Onboarding 12 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  13. 13. #4 [Strategic] Onboarding One-size-fits-all Training 24% of hiring managers USE HIRING PROCESS DATA to inform new hires’ development 13 Won’t Fit or Stick • Personalize each development plan to align with employees’ career and succession planning. • Equip managers with the coaching skills needed to guide employees’ smooth and successful transitions. © Development Dimensions International, Inc., MMXIII. All rights reserved.
  14. 14. LET’S RECAP! 14 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  15. 15. You can find and retain employees by: • Defining the candidate for the FUTURE of your business. • Choosing assessments that accurately PREDICT behavior. • Trusting your instincts, but decide with DATA. • PERSONALIZING onboarding for maximum engagement, abbreviated ramp-up, and accelerated productivity. 15 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  16. 16. KEEP IN MIND… Best-in-class talent acquisition separates the well-performing from the best-performing companies. Talent acquisition functions—especially recruiting— drive revenue growth and contribute more to ROI. Fortune’s 100 Best Companies to Work For outperformed the S&P 500 8 out of 10 Years Sources: 2012 BCG/WFPMA proprietary Web survey and analysis. 16 © Development Dimensions International, Inc., MMXIII. All rights reserved.
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