Best Practices and New Innovations for Sourcing       and Screening Potential New Hires      Speaker:     Jack Coapman    ...
•  Q&A   –  Click on the Q&A icon      on your floating toolbar      in the bottom right      corner.   –  Type in your qu...
Tools You Can Use•  Polling  –  Polling question will     appear in the     “Polling” panel.  –  Select your     response ...
Frequently Asked Questions1. Will I receive a copy of the slides after the webinar?                                 YES2. ...
Best Practices and New Innovations for Sourcing       and Screening Potential New Hires                        Kellye Whit...
Best Practices and New Innovations for Sourcing       and Screening Potential New Hires                      Jack Coapman ...
Best Practices & NewInnovations forSourcing &Screening PotentialNew HiresJack W. CoapmanADP
About Jack Coapman§  20 years retail technology    focused      –  TEC, GTE, Triversity§  10 years HR technology      – ...
Discussion Guide§  The Business of Talent in the    NFL§  Fundamental Changes in Talent    Acquisition§  Best Practices...
Polling Question #1Approximately how many employees are in yourorganization worldwide?§  1-999§  1000-4999§  5000-9999§...
Polling Question #2Describe Your Current Function?§  Sourcing§  Recruiting§  HR (Non-Recruiting)§  IT§  Risk Manageme...
Business Objectives in the NFL     §  2 Conferences     §  8 Divisions     §  32 Teams                                 ...
Talent Management in the NFL                                                                                         §  A...
Talent Management in the NFL14   © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
Talent Management in the NFL            §  How do I match up against the competition?            §  What is my game plan...
Talent Management in the NFL                                                                               Ready Talent   ...
What Can We Learn From The NFL?     §  The power of a single,                                                            ...
Polling Question #3Where does sourcing & screening rank in terms of keybusiness priorities?§  Top – In the top 1/3 of bus...
Fundamental Changes § Economic Conditions § Do More With Less § Alignment of Talent                                    ...
The Talent Pipeline Has Shifted                THEN                                                          NOW          ...
Improve The Quality of Your Talent Pipeline § Marketing § Sourcing § Relationship Building21   © Copyright 2011 ADP, In...
Strengthen Your Marketing Presence§  What’s your ‘employment    brand’ – message and    value proposition?§  Where does ...
Expand Your Sourcing Efforts §  Leverage proven search     tools to optimize your     recruitment marketing     initiativ...
Focus on Relationship Building                                                                                   Successio...
Innovative Technologies§  Survey Tools to determine candidate and employee    value propositions§  Social software expan...
Integrate “Quality of Hire Tools” Throughout the Process § Identify and Assess § Integrate § Improve On-Boarding26   © ...
Identify Competencies and Assess     2011 SHL Business Outcomes Report     speaks to how high scoring store     managers d...
Identify Competencies and Assess§  What does success    look like and how can    we predict it?       –  Skills       –  ...
Integrate Complex Screening & Compliance Tasks       2011 ADP Screening Index Report,       46% of candidates processed th...
Integrate Complex Screening & Compliance Tasks § Background    screening § Skills and/or    Behaviors § Electronic I-9 ...
Improve Quality of On-Boarding Experience2010 Aberdeen Report “Onboarding:First Line Of Engagement”, formal on-boarding pr...
Improve Quality of On-Boarding Experience §  More than just     completion     of “HR” forms §  Will be more     importa...
Innovative Technologies§  Competency Models & Assessment tools assist in    predicting quality of hire§  Reference Check...
Keys to Success§  Identify key positions and define what success    criteria§  Proactively engage talent outside your   ...
For more information:www.ADP.com/talent_management35   © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
Questions?36   © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
Thank You37   © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
Join Our Next TM Webinar    From Orientation to On-Boarding:   Transforming the New Hire Process          Tuesday, Nov. 15...
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Best Practices and New Innovations for Sourcing and Screening Potential New Hires

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In this session, Jack Coapman, a Vice President at ADP specifically focused on talent acquisition, will present a thorough overview of best practices and new innovations in talent sourcing and screening. By explaining the various strategies, tools and resources available to employers today, attendees will come away better equipped to devise and deploy a more thorough, efficient hiring process, and in turn, help advance their organization’s goals. Mr. Coapman will explain how organizations can best align their strategies for acquiring and screening talent, take steps to streamline the entire hiring process and minimize process redundancies. He also will review best practices in pre-employment screening and highlight the many advantages to implementing a thorough screening process in order to effectively mitigate potential risks and liabilities.

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Best Practices and New Innovations for Sourcing and Screening Potential New Hires

  1. 1. Best Practices and New Innovations for Sourcing and Screening Potential New Hires Speaker: Jack Coapman Vice President ADP Moderator: Kellye Whitney Managing Editor Talent Management magazine #TMwebinar
  2. 2. •  Q&A –  Click on the Q&A icon on your floating toolbar in the bottom right corner. –  Type in your question in the space at the bottom. –  Click on “Send.” #TMwebinar
  3. 3. Tools You Can Use•  Polling –  Polling question will appear in the “Polling” panel. –  Select your response and click on “Submit.” #TMwebinar
  4. 4. Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES2. Will I receive a copy of the recording after the webinar? YES Please allow up to 2 business days to receive these materials. #TMwebinar
  5. 5. Best Practices and New Innovations for Sourcing and Screening Potential New Hires Kellye Whitney Managing Editor Talent Management magazine #TMwebinar
  6. 6. Best Practices and New Innovations for Sourcing and Screening Potential New Hires Jack Coapman Vice President ADP #TMwebinar
  7. 7. Best Practices & NewInnovations forSourcing &Screening PotentialNew HiresJack W. CoapmanADP
  8. 8. About Jack Coapman§  20 years retail technology focused –  TEC, GTE, Triversity§  10 years HR technology –  VirtualEdge, ADP§  Sales, marketing, business development§  Motorcycling, cooking, college basketball, and the NY Giants!
  9. 9. Discussion Guide§  The Business of Talent in the NFL§  Fundamental Changes in Talent Acquisition§  Best Practices and Technologies§  Questions & Answers9 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  10. 10. Polling Question #1Approximately how many employees are in yourorganization worldwide?§  1-999§  1000-4999§  5000-9999§  10000-19999§  Greater Than 20000 10 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  11. 11. Polling Question #2Describe Your Current Function?§  Sourcing§  Recruiting§  HR (Non-Recruiting)§  IT§  Risk Management§  Other - Manager 11 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  12. 12. Business Objectives in the NFL §  2 Conferences §  8 Divisions §  32 Teams 1 §  250+ Games Goal §  200+ Coaches §  1000+ Players12 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  13. 13. Talent Management in the NFL §  Alignment HIGH §  Cultural Fit §  Past ExperiencePOTENTIAL MEDIUM §  Compensation §  Stage in Career LOW §  Coachable LOW MEDIUM HIGH §  Availability PERFORMANCE13 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  14. 14. Talent Management in the NFL14 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  15. 15. Talent Management in the NFL §  How do I match up against the competition? §  What is my game plan this week? §  What are the key positions? §  How strong are my “A” players? §  How ready are my “B” players? §  How will this change next week? Next month? Next Year?15 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  16. 16. Talent Management in the NFL Ready Talent Demonstrated abilities and ready to play -my team, their team Emerging Talent Demonstrated abilities in other venues and desire to play -NCAA, practice squads Developing Talent Potential long term abilities -NCAA, high school16 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  17. 17. What Can We Learn From The NFL? §  The power of a single, Goal Alignment understood goal §  Know your team, today Workforce Planning and tomorrow §  Talent must be ready at Succession Management all times §  Recruiting is an on-going Sourcing/Screening effort17 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  18. 18. Polling Question #3Where does sourcing & screening rank in terms of keybusiness priorities?§  Top – In the top 1/3 of business priorities§  Middle – In the middle 1/3 of business priorities§  Bottom – In the bottom 1/3 of business priorities§  Not Sure 18 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  19. 19. Fundamental Changes § Economic Conditions § Do More With Less § Alignment of Talent REACTIVE § Workforce Demographics § Regulatory PROACTIVE Compliance19 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  20. 20. The Talent Pipeline Has Shifted THEN NOW More Candidates More Filters More Stringent Processes Fewer Hires20 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  21. 21. Improve The Quality of Your Talent Pipeline § Marketing § Sourcing § Relationship Building21 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  22. 22. Strengthen Your Marketing Presence§  What’s your ‘employment brand’ – message and value proposition?§  Where does your target audience hang out?§  How do you stack up against your competitors?§  What vehicles will you use?22 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  23. 23. Expand Your Sourcing Efforts §  Leverage proven search tools to optimize your recruitment marketing initiatives §  Capitalize on social networks to increase brand awareness and optimize employee referrals §  Embed social tools into career center23 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  24. 24. Focus on Relationship Building Succession Planning Tools §  Internal §  Drive engagement §  Develop talent §  External §  Keep aware §  Push message Passive Candidate Relationship Management and value proposition §  Get candidate community ready for new opportunities24 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  25. 25. Innovative Technologies§  Survey Tools to determine candidate and employee value propositions§  Social software expands your community of interest virally (passive candidates, alumni, referrals)§  Search Engine Optimization & Job Board Distribution tools enable you to be found§  Candidate Relationship Management tools support the dialogue you want to have with your target candidate audience§  Mobile Technology is rapidly becoming the “communication” norm
  26. 26. Integrate “Quality of Hire Tools” Throughout the Process § Identify and Assess § Integrate § Improve On-Boarding26 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  27. 27. Identify Competencies and Assess 2011 SHL Business Outcomes Report speaks to how high scoring store managers drive $60 million more in sales or how contact center agents in healthcare sector make 17% fewer errors and are far more efficient.27 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  28. 28. Identify Competencies and Assess§  What does success look like and how can we predict it? –  Skills –  Behaviors –  Behavioral interviewing –  Reference Checking28 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  29. 29. Integrate Complex Screening & Compliance Tasks 2011 ADP Screening Index Report, 46% of candidates processed through reference checking came back with information indifference; 36% had at least 1 driving violation; and 45% had a record on their credit29 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  30. 30. Integrate Complex Screening & Compliance Tasks § Background screening § Skills and/or Behaviors § Electronic I-9 /E-Verify § Employment Tax Credits § Reference Checking30 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  31. 31. Improve Quality of On-Boarding Experience2010 Aberdeen Report “Onboarding:First Line Of Engagement”, formal on-boarding process drives greater results,including high engagement scores,ability to attain first performancemilestone on-time and receivesexceeds expectations.
  32. 32. Improve Quality of On-Boarding Experience §  More than just completion of “HR” forms §  Will be more important as “war for talent” gets more serious §  Connect to “like” employees §  Measurement tools32 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  33. 33. Innovative Technologies§  Competency Models & Assessment tools assist in predicting quality of hire§  Reference Checking tools leveraging “crowdsourcing” practices provide greater insight into candidate quality§  Integration of the screening tools assure compliance and security of your workforce§  On-Boarding bridge the recruiting and hiring processes
  34. 34. Keys to Success§  Identify key positions and define what success criteria§  Proactively engage talent outside your organization-continuous effort§  Evaluate tools that drive quality of hire metrics§  Integration disparate tools-technology and process§  Extend recruiting through on-boarding§  Seek opportunities to educate your company on “talented” practices
  35. 35. For more information:www.ADP.com/talent_management35 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  36. 36. Questions?36 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  37. 37. Thank You37 © Copyright 2011 ADP, Inc. Proprietary and Confidential Information
  38. 38. Join Our Next TM Webinar From Orientation to On-Boarding: Transforming the New Hire Process Tuesday, Nov. 15, 2011 • TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/eventsJoin the Talent Management magazine Network http://network.talentmgt.com/ #TMwebinar
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