Talent Acquisition Plan


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Sample Talent Acquisition Plan

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Talent Acquisition Plan

  1. 1. TALENT ACQUISITION PLAN Created By: Dave Anderson 07/2009
  2. 2. RELATIONSHIP BUILDING <ul><li>During first 90 days…meet all senior leadership, hiring managers, and peers. </li></ul><ul><li>Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition. </li></ul><ul><li>Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process. </li></ul><ul><li>Educate leadership and hiring managers on recruiting tactics and employment branding. </li></ul><ul><li>Be a great listener, win respect, build confidence, be proactive, and show reliability. </li></ul>
  3. 3. RECRUITING/HIRING PROCESS <ul><li>Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future. </li></ul><ul><li>Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc. </li></ul><ul><li>Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead). </li></ul><ul><li>Establish search “kickoff calls” with hiring managers. </li></ul><ul><li>During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process. </li></ul>
  4. 4. CANDIDATE INTERVIEWS <ul><li>Explore the possibilities of incorporating “live video interviews” into the hiring process. This practice could lead to a reduction in cost per hire, time to fill, a recruiting advantage/differentiator, and an increase in the candidate pool. </li></ul><ul><li>Two potential vendors could be HireVue or LiveHire. </li></ul>
  5. 5. APPLICANT TRACKING SYSTEM <ul><li>During first 90 days…continue moving forward with solidifying a vendor to provide an internet based ATS to the organization. </li></ul>
  6. 6. RECRUITING METRICS <ul><li>Develop a core group of metrics based upon specific measurables. Confirm the ATS has the ability to generate the desired reports. Recommendations would include, but are not limited to the following: </li></ul><ul><ul><ul><ul><ul><li>Time to Fill </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Cost Per Hire </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Candidate Source </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Quality of Hire </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Lag Time </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>College Recruiting </li></ul></ul></ul></ul></ul>
  7. 7. TRADITIONAL SOURCING STRATEGIES <ul><li>Careerbuilder/Monster – Job postings and resume database mining. </li></ul><ul><li>Newspaper Ads </li></ul><ul><li>Cold Calling/Networking </li></ul><ul><li>Alumni Association Networking </li></ul><ul><li>Employee Referral Program – Needs to be enticing to employees. </li></ul><ul><li>College Recruiting – Need to leverage current relationships & continue building new. </li></ul><ul><li>Internet Job Postings – Post to niche sites based upon discipline/specialty. </li></ul><ul><li>Research/Name Generation – Can be extremely cost effective if done properly. </li></ul><ul><li> </li></ul>
  8. 8. SOCIAL NETWORKING & NON-TRADITIONAL STRATEGIES <ul><li>LinkedIn -Use for active & passive job seekers and also great for research. </li></ul><ul><li>Facebook - Use for passive job seekers. Create a “Facebook page” w/link to company career page. </li></ul><ul><li>Twitter - Create a “tiny url” people can access. Provide updates on company & positions. </li></ul><ul><li>YouTube - Could create a “YouTube Channel” w/links to company website and employee videos. </li></ul><ul><li>MySpace - Similar to Facebook, but an additional site to leverage. More personal info about people. </li></ul><ul><li>Friendster - Similar to Facebook, but an additional site to leverage. More personal info about people. </li></ul><ul><li>Tagged - Similar to Facebook, but additional site to leverage. </li></ul><ul><li>Ning -Ability to build own social network. Great for passive candidates & building relationships. </li></ul><ul><li>AffintyCircles - Social networking for member-based online communities, such as alumni associations. </li></ul><ul><li>AddToAny Button – Adds link to company career page and creates link to yahoo, google, msn, etc. </li></ul>
  9. 9. QUESTIONS <ul><li>???? </li></ul>