Your Roadmap to Become a Strategic Talent Acquisition Organization | Webcast

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Your Roadmap to Become a Strategic Talent Acquisition Organization | Webcast

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In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform......

In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform your talent acquisition organization from traditional to strategic, making your team instrumental to the success of the business.

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  • 1.   Pam Hoadley   Talent Brand Consultant, LinkedIn   LinkedIn Your Roadmap to Become a Strategic Talent Acquisition Organization   Kara Yarnot   Founder & President Meritage Talent Solutions
  • 2. Nothing we do is more important than hiring and developing people. - Lawrence Bossidy, Former COO of GE
  • 3. Strategic Strategic Talent Acquisition Organization Traditional Proactive Quality focus Sourcing excellence Targeted talent brand Seat at the table
  • 4. Strategic Getting to strategic requires a journey Reactive Quantity focus High cost Active candidates Transactional Proactive Quality focus Sourcing excellence Targeted talent brand Seat at the table Traditional
  • 5. Strategic Talent Acquisition Roadmap Developing Proficient Strategic Traditional BrandJobsMetricsSourcing Reactive, limited ability to source independently In-house sourcing capabilities with proactive pipelining Team-wide pipelining with engaged talent communities Post-and-pray Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Tailored messaging for priority talent segments Established metrics and benchmarks Proactive community building and targeted content at scale Build internal capabilities to focus on passive talent Jobs on niche boards and social platforms Authentic and consistent talent brand story Data driven decision making
  • 6. Talent Flows #InTalent
  • 7. Talent Flows 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Company
  • 8. Sourcing Developing Proficient Strategic Traditional Sourcing Reactive, not sourcing In-house sourcing Team-wide pipelining Building internal sourcing Identify Talent Pools Pilot Measure
  • 9. Jobs Developing Proficient Strategic Traditional Jobs Post-and-pray Fully targeted posting Full segmentation and prioritization Jobs on targeted platforms Identify Sources Engage Pipelines
  • 10. Brand Developing Proficient Strategic Traditional Tailored messaging Communities and targeted content at scale Defined brand Brand
  • 11. Talent Brand Index #InTalent
  • 12. Talent Brand Index 264,362 Engaged 1,873,354 Reached 18% 17% 15% 14% 11% 9% Employer of choice Weaker employer brand 4/6 19% 15% 13% 12% 11% 11% US Canada Arg India France UK Easiest More difficult 23% 18% 18% 15% 13% 12% Eng Ops Mktg Media Comm Sales HR Easiest More difficult
  • 13. Brand Developing Proficient Strategic Traditional Tailored messaging Communities and targeted content at scale Defined brand Brand Build Partnerships Identify Goals Define Brand
  • 14. Metrics Developing Proficient Strategic Traditional Metrics Established metrics Data driven decisions
  • 15. Getting Started Identify Where You Are on the Roadmap Find Sponsors / Supporters Determine 2 Specific Steps You Can Take
  • 16. Questions? www.meritagetalent.com www.talentchatter.com www.linkedin.com/in/karayarnot @klyarnot Kara Yarnot Founder & President