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10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
10 Ways To Recalibrate Your Recruiting Process And Technology
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10 Ways To Recalibrate Your Recruiting Process And Technology

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ERE Webinar from 12/15/2010, presented by Elaine Orler.

ERE Webinar from 12/15/2010, presented by Elaine Orler.

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  1. 10 Ways To Recalibrate  Your Recrui4ng Process  And Technology  Presented by  Elaine Orler  Talent Func4on Group, LLC Hosted by: ERE Sponsored by: Talent Technology 
  2. Talent Func4on Group  Talent Func4on is a consultancy whose mission is to  facilitate the evolu4on of the corporate staffing func4on.  Talent Func4on helps staffing leaders and solu4on providers to deliver results for their clients. Talent Func4on combines project‐based consul4ng with execu4ve coaching services to address the people, prac4ces, and soJware that  make up the Talent Acquisi4on func4on.  A  B  Transac4onal  Measurement  Regional TA  Global TA  Applicant Centric  Direct Sourcing  Recrui4ng Manager  Talent Leader 
  3. Polling Ques4on One   Which organiza4onal model best describes your  recrui4ng func4on: A. Centralized ‐ recrui4ng resources and budgets report into  recrui4ng leadership  B. Decentralized ‐ recrui4ng resources and budgets report  into divisional leadership  C. Generalist ‐ recrui4ng and budgets are a subset of the  broader HR role/responsibili4es  D. Outsourced ‐ recrui4ng resources are provided by a third  party organiza4on  E.  Combina4on of two or more of the above  F. None of the above 
  4. Agenda Across 3.  to remove unreasonable elements from  to undergo a change in form, 4.  appearance, or character  to combine elements into a single or 6.  unified en4ty 7.  to form a mental image of  the act of making a catalog or detailed 9.  lis4ng  to associate or mingle sociably with 10.  others Down  to be in agreement in ac4on, sense, or 1.  feeling  to break down into basic parts; dissect; 2.  dismantle  to make as effec4ve, perfect, or useful as 5.  possible 8.  to become normal; resume a normal state 
  5. 1. Harmonize  to be in agreement in ac4on, sense, or feeling  Ac4on   Exercise –Big Picture    Recruiter Workload    Survey internal customers on  Sense  the overall recrui4ng  performance for 2010    Business Impression    Survey external customers on  Feeling  the overall experience in 2010    Candidate Experience   Exercise – Tac4cal    Review and update recruiter  job 4tles, descrip4ons 
  6. 2. Deconstruct  to break down into basic parts; dissect; dismantle   Evaluate the parts as individual parts   Turn the evalua4on sideways   Exercise:    Answer this ques4on:    What can we do to guarantee no one will  ever return a call, show up for an interview  or accept our offer?    Measure that outcome against the  ac4vi4es that are done today.    Iden4fy cri4cal ‘part’ failures and order  new ones 
  7. Polling Ques4on Two Are you feeling the pull to increase recrui4ng in 2011? A. Yes ‐ we are ramping up quickly B. Yes ‐ we are just star4ng to consider it  C. No ‐ were s4ll on the fence looking for signs to ramp  up  D. No ‐ weve never slowed down ‐ were recrui4ng like  crazy  E. Dont know either way 
  8. 3. Ra4onalize  to remove unreasonable elements from   Recrui4ng leaders need to always be prepared to present  a solid business case for what you need.   Exercise    Summarize what Recrui4ng is measured by – by the business    Redefine what Recrui4ng should be measured by in 2011 
  9. 4. Transform  to undergo a change in form, appearance, or character   Unless we shiJ with the ini4a4ve of ‘Talent as a  Compe44ve Advantage’, we risk being reduced to  administra4ve support.   Exercise:    Where are you today? Where does your organiza4on  need to be?     Today     Tomorrow  Tactical Strategic Line Knowledge Line Expertise Business Partner Coach Administer Influencer Recruiter Talent Consultant
  10. 5. Op4mize  to make as effec4ve, perfect, or useful as possible    Exercise:    Invite an ergonomics specialist to  visit and make recommenda4ons  on the recruiter/recrui4ng  coordinator’s workspace    Computer environment    Desk    Screen    Review the desktop op4ons for  main applica4ons    Font size    Naviga4on preferences    Archive historic emails/folders/ files from 2009 
  11. 6. Synthesize  to combine elements into a single or unified en4ty   What work is redundant that could be eliminated if  there were an integra4on?  Job Pos4ng  Mobile  Career Portal  Workforce  Succession  CRM  Planning  Planning  Perform.  Video  ATS  Mgmt  Interview  Internal  Learning  Mobility  Mgmt  On‐boarding  Comp  HRMS  Benefits  Payroll 
  12. 7. Visualize  to form a mental image of   Exercise:    Graphically represent Recrui4ng in 2011    Write a Press Release for 2011 
  13. 8. Normalize  to become normal; resume a normal state  • Descrip4on  What is the  • Value Proposi4on  Project?  • Stakeholders  • Audience Impact  What is the  • Increase/Decrease  Value?  • Return on Investment  • Opera4onal Changes  What is the  • Resource Alignment  Effort?  • Financial Investment Pace cars, or safety cars, are used in professional race car event. They set a certain speed for cars behind to follow.  
  14. 9. Inventory  the act of making a catalog or detailed lis4ng   People    Role Defini4on    Support Defini4on    Customer Defini4on   Technology    Infrastructure    SaaS    Mobility    Applica4ons   Services    Consul4ng    Contrac4ng    Outsourced   Exercise    Layer the inventory lists over each other and isolate  redundancies and gaps 
  15. Polling Ques4on Three What keeps you up at night related to recrui4ng in 2011?  A.  We need to increase our efforts without increasing our  budget. B.  We have a great team, but lack the right technology to  deliver. C.  We have good infrastructure, but the team is stretched  beyond capacity. D.  We need to rebuild everything, and trying to figure out  where to start. E.   Everything is great, but were always open to more  ideas. 
  16. 10. Socialize  to associate or mingle sociably with others   Open Ques4ons/Answers  Elaine Orler  Web: www.talennunc4on.com  Email: Elaine.orler@talennunc4on.com  Twiper: elaineorler 

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