10 Tips to Transition from Reactive to Proactive Recruitment | Talent Connect Sydney 2014


Published on

The journey of moving from reactive to proactive recruitment doesn’t happen overnight. Learn from the experts in the talent acquisition industry on how to engage your team and help your company maximize ROI for their LinkedIn investment.

Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn

Published in: Business, Technology
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

10 Tips to Transition from Reactive to Proactive Recruitment | Talent Connect Sydney 2014

  1. 1. Nayomi Alexander Strategic Recruitment Product Consultant 10 Tips to Transition from Reactive to Proactive Recruitment Claire Weekes Recruitment Product Consultant Nick Hutchinson National Resources & Talent Manager, McConnell Dowell
  2. 2. Putting this into practice Nick Hutchinson National Resources & Talent Manager McConnell Dowell
  3. 3. Becoming a Talent Advisor  What does it mean to be proactive?  What are the benefits?  Why does this matter?
  4. 4. 1. Identify your destination  Why are you making this transition?  How will you know you’ve arrived? Talent Advisor who builds relationships, expertise, and provides strategic advice on talent. Reactive to job requisitions, supply talent, facilitator of hiring process.
  5. 5. 2. Develop a change management approach Awareness Desire Knowledge Ability Reinforcement Successful change Adkar, 2006 Time  Moving to a proactive sourcing function is complex and takes time
  6. 6. 3. Review your internal capability  Structure  Internal support  Executive buy-in and understanding
  7. 7. 4. Create a plan of action  Provide roadmap and clear communication of benefits  Broader team collaboration  Can we involve Marketing or Employer Branding?
  8. 8. 5. Establish your credibility  Develop a ‘brand ambassador mindset’ throughout the organisation  Enhance team profiles – coach Hiring Managers and Executives  Put the candidate experience at the forefront
  9. 9. 6. Develop your own network  Build and maintain relationships  Develop a wider profile - consider publishing original content, active group participation and external speaking opportunities
  10. 10. 7. Leverage your assets  Hiring Managers, employees, company followers, employee referral programs Hiring Manager s Talent Leads Followers Employees 17,865
  11. 11. 8. Leverage LinkedIn Recruiter!  Technology as an enabler for the shift to proactive recruitment  Carve out time to invest in search  Use the Talent Pipeline functionality to track essential data
  12. 12. 9. Cultivate your leads and talent pools  Constantly engage – share new opportunities, company & industry news  Establish relationships and keep them warm - InMails and Follower updates
  13. 13. 10. Review, Reflect, Adapt, Report success stories