Out Talent Your Competition; Building High Impact Talent Pools
 

Out Talent Your Competition; Building High Impact Talent Pools

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On December 15, 2009 Dimitri Boylan, Founder and CEO of Avature (tweet @avaturecrm), Trevor Vas, Managing Director of Human Capital Management Solutions (tweet @trevorpvas), and Susan Burns, Chief ...

On December 15, 2009 Dimitri Boylan, Founder and CEO of Avature (tweet @avaturecrm), Trevor Vas, Managing Director of Human Capital Management Solutions (tweet @trevorpvas), and Susan Burns, Chief Talent Officer of Talent Synchronicity (tweet @talentsynch), gave this presentation on building talent pools that align with the strategic business objectives of the organization and move the recruiting function towards proactive from reactive. You can also view the webinar recording here http://ow.ly/Mubd

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Out Talent Your Competition; Building High Impact Talent Pools Out Talent Your Competition; Building High Impact Talent Pools Presentation Transcript

  • Out-Talent Your Competition
    Designing high performance talent-pooling solutions
  • Things you should know….
    Submit questions during the presentation
    Slides will be available after the webinar
    We’re recording today’s discussion
  • Join the conversation -
    Dimitri Boylan
    CEO, Avature
    Trevor Vas
    Executive Director, HCMS
    Susan Burns
    Chief Talent Strategist, Talent Synchronicity
  • Agenda
    Talent Pools Vs Active Requisition hiring
    Building the Compelling Case - define, align and deliver
    Developing a Solution and Path to Success - what’s your ROI & personal equity factor
  • How do you define talent pools and how
    does recruiting for them differ from
    recruiting for open roles?
  • What is a Talent Pool?
  • What are the main obstacles a recruiting
    team could anticipate if they decide to
    pursue a talent pooling strategy?
  • Obstacles Are Simply Opportunities
    Defining the business problem & gaining insight into future capability
    Engaging hiring managers
    Managing expectations between recruiters and sourcers
    Structuring the talent function - dedicated recruiters / sourcers with right skills and mindset
    Access to the right technology
  • Gaining Executive Buy In for the Talent Pool
    Develop metrics to monitor your Talent Pool’s efficiency and effectiveness
    Develop a comprehensive business case that clearly outlines the recruitment cost savings from having a talent pool
    Encourage senior stakeholder sponsorship and participation to ensure talent pool success
  • What is the core value derived from building
    talent pools - for the individual and the
    company?
  • Talent : Business Strategy Alignment
    Tie talent insight to business strategy - know what it takes for the organization to win
    Help the organization mitigate risk - future projects
    Improve resource allocation
    Gain competitive insight
    Incorporate external succession planning
    From intangible to tangible
    Enhance your credibility and build personal equity!
  • Are talent pools appropriate for all types
    of roles?
    What approach should be taken to
    identify the types or groups of roles that
    would deliver the highest return from
    talent pooling?
  • 4
    2
    3
    1
    All Roles Are Not Created Equal. So, why take the same approach?
    Insidejob®
  • If I’m building a talent pool am I also
    building a talent community?
    What specific actions would differentiate
    the company’s employment brand and
    build a more engaged talent community?
  • Developing CRM Tactics
    What does the
    community value?
    What is your level of
    commitment?
    • Relevancy
    • Consistency
    • Personalization
    Know your audience
  • Talent Pooling & the Social Web
    Note: this is a mockup for illustration purposes
  • Methodology Overview
    5
    Recruit & Place
    Recruit or export the data to your RTS
    4
    3
    CRM & Workflow
    Builder
    Manage relationship with candidates and clients. Using email, sms enabled by workflow management.
    Create bespoke client applications
    2
    Profile and Segment
    Use tags, custom fields, workflows, notes to build a complete profile
    1
    Engage
    Email or SMS directly from the Avature System, in bulk or one-off
    Source & Attract
    Social Networks, Blogs, Job Boards, Directories, OpenWeb, Micro-sites, bulk data upload
    Reporting & Metrics
    Dashboard style reporting with metrics driven around pipelines, segmentation, and CRM activity
  • Q & A
    If you’d like a copy of today’s presentation send an email to Mike Johnson.
    All attendees will receive a link to the recording once its posted online.
    Mike Johnson
    Mike@avature.net
    503.334.0834
    www.avature.net