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The Top 10 things…
THAT TALENT ACQUISITION LEADERS SHOULD THINK
ABOUT INCORPORATING INTO THEIR 2014 STRATEGY.
Presented by…
KRIS COX

MORGAN HOOGVELT

TALENT & HR MANAGER - FEDITC

PRINCIPAL – MORGAN HUMAN CAPITAL MGT
#10. Leverage Relationships

Solution: You don’t know it all.
#9. Resources
Do I have the proper resources in place to meet staffing and recruiting requirements?
Do I have budget for a...
Am I keeping up with and providing my team proper ongoing
training and education?
Is my team developing their skills or ar...
Do my recruiters have a “game plan” for each open position?

#7. Game
Plan

Do I know what a recruiting plan is?

Solution...
#6. Accolades
Does upper leadership and management know who I am? Do they know who my team is?
Is leadership and managemen...
#5. Reporting
Should I be providing my supervisor, stake holders, etc. reports?
Do I provide reporting to those only who a...
#4. Communication
Do I/my team use email or social media too much?
Do we meet regularly?
Should I be reporting even if I a...
#3. Your Culture Brand
#2. Get The Right People on the
Bus
Do I have the right team or team members in place to execute our goals?
Are my recruit...
#1. Self Evaluation
Am I leading by example?
Does my boss and staff trust and listen/follow me?
Am I providing my team the...
Thank You
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The top 10

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  • You don’t know it all. Partner with and utilize the partnerships and relationships you have in place to gain research, market knowledge, techniques, tips for success, etc. Partners can be those such as:HR Technology provider | Search Partners RPO Provider | Job Board VendorsSocial Media PlatformsKris to tell story of her OFCCP requirements and talk to AJ
  • Resources are a huge part of talent acquisition. However, recruiting can also be done with a minimal investment. Items to consider for a limited budget: ATS, culture brand, job postings, referral programs, training.
  • Lots of is training available today: webinars (ERE), conferences, local professional chapters (HRCI credits), business partners, experts, leaders in other companies, former mentors, etc. Recruiter training – listen in on interviews, review plans, let them hear you, offer solutions and advice, etc. Resources are at your fingertips, lots of resources out there. A tool called GOOGLE. Two sides of the coin, training for yourself and for your team.
  • Design and implement a consistent recruiting plan every time a new requisition or position is opened. Recruiters will stay consistent, use the correct tools, feel organized and keep better track of candidates, etc.Sample: 1. Open req in ATS 2. Post throughout distribution network 3. Search ATS 4. Inform fellow team members 4. Call local headhunter 5. Begin actively recruiting
  • Ensure you are marketing and broadcasting your team, who they are, how they can help and what they have accomplished. Keep track of time/money cost savings and ensure leadership and business partners are aware. Ensure you are promoting the achievements of your people and that they are recognized. Kris to tell the story of the “Kids Stolen Trophies”
  • Proactive reporting can help your cause and mission. Whether stakeholders ask for it or not, provide it to them. Keep it at a high level – where are we, what are we doing, what opportunities do we have, important metrics, etc. Know your audience, one thing to say it but another thing to show the numbers and tell the story. Its not about having more reporting – its about having good reports.Data drives decisions – from the data you will pull what is working, where its working.
  • Over-communicating is generally a good thing. Ensure you are keeping your team in the know as appropriate, schedule regular team meetings and one on ones. Manage communication down, up and to your clients. Reporting – telling people what you do and progress helps, cant hurt you if you are advising and consulting with them; builds trust at the end of the day.
  • A great brand can be very powerful. Make it true, honest, powerful and creative. Again, it can be accomplished at low budget and still be very powerful. Be engaging and make conversation – you will be surprised what benefits a great engaging brand can reap.
  • Know what you got – know who your QB is, who the rockstars are, who the weak ones may be. What are the requirements of each job – do the people match up and will they get me to where we need to go and be at end of year. Ensure you have a clear plan on where you are going and what needs to be accomplished. Then evaluate 2013 performance and identify weaknesses or challenges through your team. Match strengths and weaknesses and assign recruiters as appropriate. Gain feedback from candidates and/or external partners. This may entail hiring higher performing recruiters.
  • provide yourself a real time, no kidding self evaluation and ask yourself if you are providing the proper leadership, training, resources, information, etc., to your team and supervisor. Schedule one on ones and ask – “What can I do for you, what can I do better, where do I need to improve?”
  • Transcript of "The top 10"

    1. 1. The Top 10 things… THAT TALENT ACQUISITION LEADERS SHOULD THINK ABOUT INCORPORATING INTO THEIR 2014 STRATEGY.
    2. 2. Presented by… KRIS COX MORGAN HOOGVELT TALENT & HR MANAGER - FEDITC PRINCIPAL – MORGAN HUMAN CAPITAL MGT
    3. 3. #10. Leverage Relationships Solution: You don’t know it all.
    4. 4. #9. Resources Do I have the proper resources in place to meet staffing and recruiting requirements? Do I have budget for additional resources? What is working – what can we invest more in? Solution: Use what is in your toolbox and then some…
    5. 5. Am I keeping up with and providing my team proper ongoing training and education? Is my team developing their skills or are they feeling flat and repetitive? #8. Training Solution: Sweat during peace – so you don’t bleed during war.
    6. 6. Do my recruiters have a “game plan” for each open position? #7. Game Plan Do I know what a recruiting plan is? Solution: Pilots don’t fly…sailors don’t sail…with out a plan.
    7. 7. #6. Accolades Does upper leadership and management know who I am? Do they know who my team is? Is leadership and management aware of our accomplishments? Are business stake holders aware of our team and what we do and what we have accomplished? Solution: Give praise where praise is due.
    8. 8. #5. Reporting Should I be providing my supervisor, stake holders, etc. reports? Do I provide reporting to those only who ask for it? When should I provide a report? Solution: Data drives decisions.
    9. 9. #4. Communication Do I/my team use email or social media too much? Do we meet regularly? Should I be reporting even if I am not asked for it? Solution: Over-communicating is generally a good thing.
    10. 10. #3. Your Culture Brand
    11. 11. #2. Get The Right People on the Bus Do I have the right team or team members in place to execute our goals? Are my recruiters good and high performing? Solution: Start with the end in mind.
    12. 12. #1. Self Evaluation Am I leading by example? Does my boss and staff trust and listen/follow me? Am I providing my team the proper leadership, management, tools, training and coaching? Solution: Self evaluation – be honest with yourself!
    13. 13. Thank You
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