SlideShare a Scribd company logo

Pump up your talent pipeline

This presentation covers: Strategies for crafting a customized talent pipeline approach Managing the current skills gap in the American workforce How ineffective applicant screening can cause you to miss out on the best professionals Where to look for top candidates and how to get them looking for you.

1 of 38
Download to read offline
•
Pump up your talent pipeline
Presented by Allison Chappelle
Director of Talent Acquisition at Adecco Group North
America
Wednesday, April 17, 2:00pm EDT
•
Adecco Staffing US is the nation’s leading provider of recruitment
and workforce solutions.
We are the pre-eminent workforce management partner for Fortune 500
companies and career advisement expert for American workers, serving
all of the key industries and professions that drive our economy forward.
Adecco has over 900 career centers and, on any given day, connects
70,000 talented workers to the best job opportunities across the country,
making us one of America’s largest employers.
Please visit us at adeccousa.com to learn more.
Have a question?
Ask us on Twitter using hashtag #AskAdecco
2
About us
•
Allison Chappelle
Director of Talent Acquistion
• More than 15 years experience in developing
and managing talent strategies for Fortune 500
companies
• Responsible for developing talent strategies aimed
at finding, developing and retaining the best
internal talent possible for Adecco Group
companies
• Global Recruiting Community leader for
Adecco Group
• Subject matter expert on global talent and
technology projects
3
About our presenter
•
• Strategies for crafting a customized talent pipeline approach
• Managing the current skills gap in the American workforce
• How ineffective applicant screening can cause you to miss out on the
best professionals
• Where to look for top candidates and how to get them looking for you
4
Today’s agenda
•
5
The talent pipeline
You can’t hire people who have what it takes
unless you first define what ‘it’ actually is,
what ‘it’ you require today, and what ‘it’ you
may require in the future.
•
66
Strategies for crafting
a customized talent
pipeline approach
Ad

Recommended

3 Sourcing Techniques You Can Use Today
3 Sourcing Techniques You Can Use Today3 Sourcing Techniques You Can Use Today
3 Sourcing Techniques You Can Use TodayRecruiting.com
 
A-Z Candidate Sourcing Guide
A-Z Candidate Sourcing GuideA-Z Candidate Sourcing Guide
A-Z Candidate Sourcing GuideClair Bush
 
Talent Management_Employee Retention_Succession Planning
Talent Management_Employee Retention_Succession PlanningTalent Management_Employee Retention_Succession Planning
Talent Management_Employee Retention_Succession PlanningCharles Cotter, PhD
 
Talent acquisition strategy
Talent acquisition strategyTalent acquisition strategy
Talent acquisition strategyRototecPvtLtd
 
Best practices in recruitment that every company should follow
Best practices in recruitment that every company should followBest practices in recruitment that every company should follow
Best practices in recruitment that every company should followKannan G S
 
Building a proactive sourcing function to fill Critical Positions
Building a proactive sourcing function to fill Critical PositionsBuilding a proactive sourcing function to fill Critical Positions
Building a proactive sourcing function to fill Critical PositionsRob McIntosh
 
Impacts of HR on Employees Turnover
Impacts of HR on Employees TurnoverImpacts of HR on Employees Turnover
Impacts of HR on Employees TurnoverMasum Hussain
 
Talent Sourcing & Digital Recruitment (José Kadlec)
Talent Sourcing & Digital Recruitment (José Kadlec)Talent Sourcing & Digital Recruitment (José Kadlec)
Talent Sourcing & Digital Recruitment (José Kadlec)José Kadlec
 

More Related Content

What's hot

Linkedin recruiter presentation
Linkedin recruiter presentationLinkedin recruiter presentation
Linkedin recruiter presentationMisty LeBlanc
 
Creating a Sourcing Function
Creating a Sourcing FunctionCreating a Sourcing Function
Creating a Sourcing Functioncjparker
 
Strategic Sourcing & Talent Pipeline - ConnectIn Milano
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoStrategic Sourcing & Talent Pipeline - ConnectIn Milano
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoLinkedIn Italia
 
Proactive talent sourcing
Proactive talent sourcingProactive talent sourcing
Proactive talent sourcingRoli Saxena
 
How to Turn Your Entire Team Into a Recruiting Machine | Webcast
How to Turn Your Entire Team Into a Recruiting Machine | WebcastHow to Turn Your Entire Team Into a Recruiting Machine | Webcast
How to Turn Your Entire Team Into a Recruiting Machine | WebcastLinkedIn Talent Solutions
 
The Talent Acquisition Value Matrix
The Talent Acquisition Value MatrixThe Talent Acquisition Value Matrix
The Talent Acquisition Value MatrixRob McIntosh
 
Sourcing talent as key recruiting differentiator part 1 A
Sourcing talent  as key recruiting differentiator part 1 A   Sourcing talent  as key recruiting differentiator part 1 A
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
 
Best Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent AcquisitionBest Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
 
Recruitment Proposal Powerpoint Presentation Slides
Recruitment Proposal Powerpoint Presentation SlidesRecruitment Proposal Powerpoint Presentation Slides
Recruitment Proposal Powerpoint Presentation SlidesSlideTeam
 
The Modern Recruiters Guide - LinkedIn
The Modern Recruiters Guide - LinkedInThe Modern Recruiters Guide - LinkedIn
The Modern Recruiters Guide - LinkedInJoseph Gonzalez
 
Recruiting on LinkedIn: Free vs. LinkedIn Recruiter
Recruiting on LinkedIn: Free vs. LinkedIn RecruiterRecruiting on LinkedIn: Free vs. LinkedIn Recruiter
Recruiting on LinkedIn: Free vs. LinkedIn RecruiterLinkedIn Talent Solutions
 
Employer Branding - The short and Sweet
Employer Branding - The short and SweetEmployer Branding - The short and Sweet
Employer Branding - The short and Sweety3k Global
 
Recruiting Process PowerPoint Presentation Slides
Recruiting Process PowerPoint Presentation SlidesRecruiting Process PowerPoint Presentation Slides
Recruiting Process PowerPoint Presentation SlidesSlideTeam
 
How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy Lever Inc.
 
Building Your Employer Brand Strategy - Stacy Parker
Building Your Employer Brand Strategy - Stacy ParkerBuilding Your Employer Brand Strategy - Stacy Parker
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
 
Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014The Talent Company
 
Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021Glenn Gutmacher
 

What's hot (20)

Linkedin recruiter presentation
Linkedin recruiter presentationLinkedin recruiter presentation
Linkedin recruiter presentation
 
Recruitment Strategy.pptx
Recruitment Strategy.pptxRecruitment Strategy.pptx
Recruitment Strategy.pptx
 
Creating a Sourcing Function
Creating a Sourcing FunctionCreating a Sourcing Function
Creating a Sourcing Function
 
Strategic Sourcing & Talent Pipeline - ConnectIn Milano
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoStrategic Sourcing & Talent Pipeline - ConnectIn Milano
Strategic Sourcing & Talent Pipeline - ConnectIn Milano
 
Proactive talent sourcing
Proactive talent sourcingProactive talent sourcing
Proactive talent sourcing
 
How to Turn Your Entire Team Into a Recruiting Machine | Webcast
How to Turn Your Entire Team Into a Recruiting Machine | WebcastHow to Turn Your Entire Team Into a Recruiting Machine | Webcast
How to Turn Your Entire Team Into a Recruiting Machine | Webcast
 
Job hunting
Job huntingJob hunting
Job hunting
 
The Talent Acquisition Value Matrix
The Talent Acquisition Value MatrixThe Talent Acquisition Value Matrix
The Talent Acquisition Value Matrix
 
Sourcing talent as key recruiting differentiator part 1 A
Sourcing talent  as key recruiting differentiator part 1 A   Sourcing talent  as key recruiting differentiator part 1 A
Sourcing talent as key recruiting differentiator part 1 A
 
Best Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent AcquisitionBest Practices in Recruiting Today - High-Impact Talent Acquisition
Best Practices in Recruiting Today - High-Impact Talent Acquisition
 
Recruitment Proposal Powerpoint Presentation Slides
Recruitment Proposal Powerpoint Presentation SlidesRecruitment Proposal Powerpoint Presentation Slides
Recruitment Proposal Powerpoint Presentation Slides
 
HR Audit in EIC
HR Audit in EIC HR Audit in EIC
HR Audit in EIC
 
The Modern Recruiters Guide - LinkedIn
The Modern Recruiters Guide - LinkedInThe Modern Recruiters Guide - LinkedIn
The Modern Recruiters Guide - LinkedIn
 
Recruiting on LinkedIn: Free vs. LinkedIn Recruiter
Recruiting on LinkedIn: Free vs. LinkedIn RecruiterRecruiting on LinkedIn: Free vs. LinkedIn Recruiter
Recruiting on LinkedIn: Free vs. LinkedIn Recruiter
 
Employer Branding - The short and Sweet
Employer Branding - The short and SweetEmployer Branding - The short and Sweet
Employer Branding - The short and Sweet
 
Recruiting Process PowerPoint Presentation Slides
Recruiting Process PowerPoint Presentation SlidesRecruiting Process PowerPoint Presentation Slides
Recruiting Process PowerPoint Presentation Slides
 
How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy How to Build a Proactive Candidate Sourcing Strategy
How to Build a Proactive Candidate Sourcing Strategy
 
Building Your Employer Brand Strategy - Stacy Parker
Building Your Employer Brand Strategy - Stacy ParkerBuilding Your Employer Brand Strategy - Stacy Parker
Building Your Employer Brand Strategy - Stacy Parker
 
Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014Talent Acquisition Best Practices & Trends 2014
Talent Acquisition Best Practices & Trends 2014
 
Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021Competitive intelligence for sourcers gutmacher-TA Week 2021
Competitive intelligence for sourcers gutmacher-TA Week 2021
 

Viewers also liked

People, Workforce, Managing the Talent Pipeline for Global Manufacturers
People, Workforce, Managing the Talent Pipeline for Global ManufacturersPeople, Workforce, Managing the Talent Pipeline for Global Manufacturers
People, Workforce, Managing the Talent Pipeline for Global ManufacturersTom Hood, CPA,CITP,CGMA
 
Strategic Recruiting CRM for Oracle HCM
Strategic Recruiting CRM for Oracle HCMStrategic Recruiting CRM for Oracle HCM
Strategic Recruiting CRM for Oracle HCMTalemetry
 
Candidate Attraction and Job Marketing Strategies
Candidate Attraction and Job Marketing StrategiesCandidate Attraction and Job Marketing Strategies
Candidate Attraction and Job Marketing StrategiesTalemetry
 
Talemetry Source & CRM and Candidate Attraction for Taleo Business Edition
Talemetry Source & CRM and Candidate Attraction for Taleo Business EditionTalemetry Source & CRM and Candidate Attraction for Taleo Business Edition
Talemetry Source & CRM and Candidate Attraction for Taleo Business EditionTalemetry
 
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...Talemetry
 
Moving to a More Proactive Recruiting Model with Talemetry
Moving to a More Proactive Recruiting Model with TalemetryMoving to a More Proactive Recruiting Model with Talemetry
Moving to a More Proactive Recruiting Model with TalemetryTalemetry
 
Fill Current Jobs Faster By Building Talent Pipelines
Fill Current Jobs Faster By Building Talent PipelinesFill Current Jobs Faster By Building Talent Pipelines
Fill Current Jobs Faster By Building Talent PipelinesTalemetry
 
An Introduction to Strategic Talent Sourcing
An Introduction to Strategic Talent Sourcing An Introduction to Strategic Talent Sourcing
An Introduction to Strategic Talent Sourcing Matthew Best
 

Viewers also liked (8)

People, Workforce, Managing the Talent Pipeline for Global Manufacturers
People, Workforce, Managing the Talent Pipeline for Global ManufacturersPeople, Workforce, Managing the Talent Pipeline for Global Manufacturers
People, Workforce, Managing the Talent Pipeline for Global Manufacturers
 
Strategic Recruiting CRM for Oracle HCM
Strategic Recruiting CRM for Oracle HCMStrategic Recruiting CRM for Oracle HCM
Strategic Recruiting CRM for Oracle HCM
 
Candidate Attraction and Job Marketing Strategies
Candidate Attraction and Job Marketing StrategiesCandidate Attraction and Job Marketing Strategies
Candidate Attraction and Job Marketing Strategies
 
Talemetry Source & CRM and Candidate Attraction for Taleo Business Edition
Talemetry Source & CRM and Candidate Attraction for Taleo Business EditionTalemetry Source & CRM and Candidate Attraction for Taleo Business Edition
Talemetry Source & CRM and Candidate Attraction for Taleo Business Edition
 
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...
 
Moving to a More Proactive Recruiting Model with Talemetry
Moving to a More Proactive Recruiting Model with TalemetryMoving to a More Proactive Recruiting Model with Talemetry
Moving to a More Proactive Recruiting Model with Talemetry
 
Fill Current Jobs Faster By Building Talent Pipelines
Fill Current Jobs Faster By Building Talent PipelinesFill Current Jobs Faster By Building Talent Pipelines
Fill Current Jobs Faster By Building Talent Pipelines
 
An Introduction to Strategic Talent Sourcing
An Introduction to Strategic Talent Sourcing An Introduction to Strategic Talent Sourcing
An Introduction to Strategic Talent Sourcing
 

Similar to Pump up your talent pipeline

Candidates in Drivers Seat Recruiting Trends Oct 28 Final
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalCandidates in Drivers Seat Recruiting Trends Oct 28 Final
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalSteve Lowisz
 
Be the Captain of Your Career
Be the Captain of Your Career Be the Captain of Your Career
Be the Captain of Your Career Jack Molisani
 
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
 
HRPA 2016 - Recruiting In A Competitive Market
HRPA 2016 - Recruiting In A Competitive MarketHRPA 2016 - Recruiting In A Competitive Market
HRPA 2016 - Recruiting In A Competitive MarketThe Talent Company
 
Execution - The Discipline of getting things done
Execution - The Discipline of getting things doneExecution - The Discipline of getting things done
Execution - The Discipline of getting things doneSathish Kumar P
 
Recruitment articles and posts
Recruitment articles and postsRecruitment articles and posts
Recruitment articles and postssainaAfroz
 
Classic bold block presentation
Classic bold block presentationClassic bold block presentation
Classic bold block presentationsainaAfroz
 
Sutherland admin call 10.6.15 - Effective Database
Sutherland admin call 10.6.15 - Effective DatabaseSutherland admin call 10.6.15 - Effective Database
Sutherland admin call 10.6.15 - Effective DatabaseEvelinda_Cruz
 
13 Part 5 And Chapter 13 Pp336-369.Pdf
13 Part 5 And Chapter 13 Pp336-369.Pdf13 Part 5 And Chapter 13 Pp336-369.Pdf
13 Part 5 And Chapter 13 Pp336-369.PdfAllison Thompson
 
ABC Presents: Recruiting and Retaining Top Talent
ABC Presents: Recruiting and Retaining Top TalentABC Presents: Recruiting and Retaining Top Talent
ABC Presents: Recruiting and Retaining Top TalentSkoda Minotti
 
Global Talent Shortages and How HR Will Evolve to Manage Them
Global Talent Shortages and How HR Will Evolve to Manage Them Global Talent Shortages and How HR Will Evolve to Manage Them
Global Talent Shortages and How HR Will Evolve to Manage Them The HR Observer
 
Master Class for Leaders: 7 Secrets to Interview Candidates Like a Boss
Master Class for Leaders: 7 Secrets to Interview Candidates Like a BossMaster Class for Leaders: 7 Secrets to Interview Candidates Like a Boss
Master Class for Leaders: 7 Secrets to Interview Candidates Like a BossLinkedIn Talent Solutions
 
Designing a Recruiting Strategy for Hiring Designers
Designing a Recruiting Strategy for Hiring DesignersDesigning a Recruiting Strategy for Hiring Designers
Designing a Recruiting Strategy for Hiring DesignersChris Avore
 
How to prepare for the Non Executive Director Interview
How to prepare for the Non Executive Director Interview   How to prepare for the Non Executive Director Interview
How to prepare for the Non Executive Director Interview Richard Davies
 
Perfect Storm Eliant Roundtable4
Perfect Storm Eliant Roundtable4Perfect Storm Eliant Roundtable4
Perfect Storm Eliant Roundtable4bcarpitella
 
11 Habits of Highly Effective Tech Recruiters
11 Habits of Highly Effective Tech Recruiters11 Habits of Highly Effective Tech Recruiters
11 Habits of Highly Effective Tech RecruitersRecruitingDaily.com LLC
 

Similar to Pump up your talent pipeline (20)

Candidates in Drivers Seat Recruiting Trends Oct 28 Final
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalCandidates in Drivers Seat Recruiting Trends Oct 28 Final
Candidates in Drivers Seat Recruiting Trends Oct 28 Final
 
Be the Captain of Your Career
Be the Captain of Your Career Be the Captain of Your Career
Be the Captain of Your Career
 
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
 
HRPA 2016 - Recruiting In A Competitive Market
HRPA 2016 - Recruiting In A Competitive MarketHRPA 2016 - Recruiting In A Competitive Market
HRPA 2016 - Recruiting In A Competitive Market
 
Execution - The Discipline of getting things done
Execution - The Discipline of getting things doneExecution - The Discipline of getting things done
Execution - The Discipline of getting things done
 
Recruitment articles and posts
Recruitment articles and postsRecruitment articles and posts
Recruitment articles and posts
 
Classic bold block presentation
Classic bold block presentationClassic bold block presentation
Classic bold block presentation
 
Sutherland admin call 10.6.15 - Effective Database
Sutherland admin call 10.6.15 - Effective DatabaseSutherland admin call 10.6.15 - Effective Database
Sutherland admin call 10.6.15 - Effective Database
 
13 Part 5 And Chapter 13 Pp336-369.Pdf
13 Part 5 And Chapter 13 Pp336-369.Pdf13 Part 5 And Chapter 13 Pp336-369.Pdf
13 Part 5 And Chapter 13 Pp336-369.Pdf
 
ABC Presents: Recruiting and Retaining Top Talent
ABC Presents: Recruiting and Retaining Top TalentABC Presents: Recruiting and Retaining Top Talent
ABC Presents: Recruiting and Retaining Top Talent
 
Global Talent Shortages and How HR Will Evolve to Manage Them
Global Talent Shortages and How HR Will Evolve to Manage Them Global Talent Shortages and How HR Will Evolve to Manage Them
Global Talent Shortages and How HR Will Evolve to Manage Them
 
Master Class for Leaders: 7 Secrets to Interview Candidates Like a Boss
Master Class for Leaders: 7 Secrets to Interview Candidates Like a BossMaster Class for Leaders: 7 Secrets to Interview Candidates Like a Boss
Master Class for Leaders: 7 Secrets to Interview Candidates Like a Boss
 
Recruiting in the New Economy GENERIC
Recruiting in the New Economy GENERICRecruiting in the New Economy GENERIC
Recruiting in the New Economy GENERIC
 
Staffing_Recruiters_Toolbox
Staffing_Recruiters_ToolboxStaffing_Recruiters_Toolbox
Staffing_Recruiters_Toolbox
 
Designing a Recruiting Strategy for Hiring Designers
Designing a Recruiting Strategy for Hiring DesignersDesigning a Recruiting Strategy for Hiring Designers
Designing a Recruiting Strategy for Hiring Designers
 
How to prepare for the Non Executive Director Interview
How to prepare for the Non Executive Director Interview   How to prepare for the Non Executive Director Interview
How to prepare for the Non Executive Director Interview
 
The Future of Work
The Future of WorkThe Future of Work
The Future of Work
 
Rekindling1
Rekindling1Rekindling1
Rekindling1
 
Perfect Storm Eliant Roundtable4
Perfect Storm Eliant Roundtable4Perfect Storm Eliant Roundtable4
Perfect Storm Eliant Roundtable4
 
11 Habits of Highly Effective Tech Recruiters
11 Habits of Highly Effective Tech Recruiters11 Habits of Highly Effective Tech Recruiters
11 Habits of Highly Effective Tech Recruiters
 

More from Adecco Staffing, USA

Adecco Job Market Update, November 2015
Adecco Job Market Update, November 2015Adecco Job Market Update, November 2015
Adecco Job Market Update, November 2015Adecco Staffing, USA
 
Job Market Update - September, 2015
Job Market Update - September, 2015Job Market Update - September, 2015
Job Market Update - September, 2015Adecco Staffing, USA
 
Adecco USA Job Market Update -- September 2015 Report
Adecco USA Job Market Update -- September 2015 ReportAdecco USA Job Market Update -- September 2015 Report
Adecco USA Job Market Update -- September 2015 ReportAdecco Staffing, USA
 
Adecco Creative & Marketing - Client Services
Adecco Creative & Marketing - Client ServicesAdecco Creative & Marketing - Client Services
Adecco Creative & Marketing - Client ServicesAdecco Staffing, USA
 
Adecco USA Job Market Update -- August 2015 Report
Adecco USA Job Market Update -- August 2015 ReportAdecco USA Job Market Update -- August 2015 Report
Adecco USA Job Market Update -- August 2015 ReportAdecco Staffing, USA
 
Adecco USA Job Market Update -- July 2015 Report
Adecco USA Job Market Update -- July 2015 ReportAdecco USA Job Market Update -- July 2015 Report
Adecco USA Job Market Update -- July 2015 ReportAdecco Staffing, USA
 
Adecco USA Job Market Update -- June 2015 Report
Adecco USA Job Market Update -- June 2015 ReportAdecco USA Job Market Update -- June 2015 Report
Adecco USA Job Market Update -- June 2015 ReportAdecco Staffing, USA
 
Webinar: Acquire & Retain Talent, Despite the Skills Gap
Webinar: Acquire & Retain Talent, Despite the Skills GapWebinar: Acquire & Retain Talent, Despite the Skills Gap
Webinar: Acquire & Retain Talent, Despite the Skills GapAdecco Staffing, USA
 
Adecco USA Job Market Update -- May 2015 Report
Adecco USA Job Market Update -- May 2015 ReportAdecco USA Job Market Update -- May 2015 Report
Adecco USA Job Market Update -- May 2015 ReportAdecco Staffing, USA
 
Adecco USA Job Market Update -- April 2015 Report
Adecco USA Job Market Update -- April 2015 ReportAdecco USA Job Market Update -- April 2015 Report
Adecco USA Job Market Update -- April 2015 ReportAdecco Staffing, USA
 
Using Social Media as a Recruitment Tool | Webinar Presentation Slides
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesUsing Social Media as a Recruitment Tool | Webinar Presentation Slides
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
 
Adecco USA Job Market Update December 2014
Adecco USA Job Market Update December 2014Adecco USA Job Market Update December 2014
Adecco USA Job Market Update December 2014Adecco Staffing, USA
 
Adecco USA Job Market Update November 2014
Adecco USA Job Market Update November 2014Adecco USA Job Market Update November 2014
Adecco USA Job Market Update November 2014Adecco Staffing, USA
 
Adecco USA Job Market Update October 2014
Adecco USA Job Market Update October 2014Adecco USA Job Market Update October 2014
Adecco USA Job Market Update October 2014Adecco Staffing, USA
 
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...Adecco Staffing, USA
 
Adecco USA Job Market Update September 2014
Adecco USA Job Market Update September 2014Adecco USA Job Market Update September 2014
Adecco USA Job Market Update September 2014Adecco Staffing, USA
 
Adecco USA Job Market Update August 2014
Adecco USA Job Market Update August 2014Adecco USA Job Market Update August 2014
Adecco USA Job Market Update August 2014Adecco Staffing, USA
 
Managing a Multi-Generational Workforce in a Customer Service Environment - S...
Managing a Multi-Generational Workforce in a Customer Service Environment - S...Managing a Multi-Generational Workforce in a Customer Service Environment - S...
Managing a Multi-Generational Workforce in a Customer Service Environment - S...Adecco Staffing, USA
 

More from Adecco Staffing, USA (20)

Adecco Job Market Update, November 2015
Adecco Job Market Update, November 2015Adecco Job Market Update, November 2015
Adecco Job Market Update, November 2015
 
Job Market Update October, 2015
Job Market Update   October, 2015Job Market Update   October, 2015
Job Market Update October, 2015
 
Job Market Update - September, 2015
Job Market Update - September, 2015Job Market Update - September, 2015
Job Market Update - September, 2015
 
Adecco USA Job Market Update -- September 2015 Report
Adecco USA Job Market Update -- September 2015 ReportAdecco USA Job Market Update -- September 2015 Report
Adecco USA Job Market Update -- September 2015 Report
 
Adecco Creative & Marketing - Client Services
Adecco Creative & Marketing - Client ServicesAdecco Creative & Marketing - Client Services
Adecco Creative & Marketing - Client Services
 
Adecco USA Job Market Update -- August 2015 Report
Adecco USA Job Market Update -- August 2015 ReportAdecco USA Job Market Update -- August 2015 Report
Adecco USA Job Market Update -- August 2015 Report
 
Adecco USA Job Market Update -- July 2015 Report
Adecco USA Job Market Update -- July 2015 ReportAdecco USA Job Market Update -- July 2015 Report
Adecco USA Job Market Update -- July 2015 Report
 
Adecco USA Job Market Update -- June 2015 Report
Adecco USA Job Market Update -- June 2015 ReportAdecco USA Job Market Update -- June 2015 Report
Adecco USA Job Market Update -- June 2015 Report
 
Webinar: Acquire & Retain Talent, Despite the Skills Gap
Webinar: Acquire & Retain Talent, Despite the Skills GapWebinar: Acquire & Retain Talent, Despite the Skills Gap
Webinar: Acquire & Retain Talent, Despite the Skills Gap
 
Adecco USA Job Market Update -- May 2015 Report
Adecco USA Job Market Update -- May 2015 ReportAdecco USA Job Market Update -- May 2015 Report
Adecco USA Job Market Update -- May 2015 Report
 
Adecco USA Job Market Update -- April 2015 Report
Adecco USA Job Market Update -- April 2015 ReportAdecco USA Job Market Update -- April 2015 Report
Adecco USA Job Market Update -- April 2015 Report
 
Using Social Media as a Recruitment Tool | Webinar Presentation Slides
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesUsing Social Media as a Recruitment Tool | Webinar Presentation Slides
Using Social Media as a Recruitment Tool | Webinar Presentation Slides
 
Adecco USA Job Market Update December 2014
Adecco USA Job Market Update December 2014Adecco USA Job Market Update December 2014
Adecco USA Job Market Update December 2014
 
Adecco USA Job Market Update November 2014
Adecco USA Job Market Update November 2014Adecco USA Job Market Update November 2014
Adecco USA Job Market Update November 2014
 
Adecco USA Job Market Update October 2014
Adecco USA Job Market Update October 2014Adecco USA Job Market Update October 2014
Adecco USA Job Market Update October 2014
 
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...
 
Adecco USA Job Market Update September 2014
Adecco USA Job Market Update September 2014Adecco USA Job Market Update September 2014
Adecco USA Job Market Update September 2014
 
Adecco Staffing CEO Survey 2014
Adecco Staffing CEO Survey 2014Adecco Staffing CEO Survey 2014
Adecco Staffing CEO Survey 2014
 
Adecco USA Job Market Update August 2014
Adecco USA Job Market Update August 2014Adecco USA Job Market Update August 2014
Adecco USA Job Market Update August 2014
 
Managing a Multi-Generational Workforce in a Customer Service Environment - S...
Managing a Multi-Generational Workforce in a Customer Service Environment - S...Managing a Multi-Generational Workforce in a Customer Service Environment - S...
Managing a Multi-Generational Workforce in a Customer Service Environment - S...
 

Recently uploaded

Serhii Herasymov: Boost sales through Accelerators (UA)
Serhii Herasymov: Boost sales through Accelerators (UA)Serhii Herasymov: Boost sales through Accelerators (UA)
Serhii Herasymov: Boost sales through Accelerators (UA)Lviv Startup Club
 
5 Common Writing Mistakes Infographic.pdf
5 Common Writing Mistakes Infographic.pdf5 Common Writing Mistakes Infographic.pdf
5 Common Writing Mistakes Infographic.pdfRemar Barquilla
 
ZEOTAR EV Prince Team English Presentation
ZEOTAR EV Prince Team English PresentationZEOTAR EV Prince Team English Presentation
ZEOTAR EV Prince Team English PresentationKings Reddys
 
SD-WAN_MoD.pptx for SD WAN networks connectivity
SD-WAN_MoD.pptx for SD WAN networks connectivitySD-WAN_MoD.pptx for SD WAN networks connectivity
SD-WAN_MoD.pptx for SD WAN networks connectivitybayusch
 
Diageo Strategy Presentation made in February 2024 CAGNY
Diageo Strategy Presentation made in February 2024 CAGNYDiageo Strategy Presentation made in February 2024 CAGNY
Diageo Strategy Presentation made in February 2024 CAGNYNeil Kimberley
 
Industry Atom Marketing Trends for 2024 (B2B Version) (2).pdf
Industry Atom Marketing Trends for 2024 (B2B Version) (2).pdfIndustry Atom Marketing Trends for 2024 (B2B Version) (2).pdf
Industry Atom Marketing Trends for 2024 (B2B Version) (2).pdfIndustry Atom
 
Hershey Presentation at 2024 CAGY Conference
Hershey Presentation at 2024 CAGY ConferenceHershey Presentation at 2024 CAGY Conference
Hershey Presentation at 2024 CAGY ConferenceNeil Kimberley
 
Truths and Myths of Innovation and Entrepreneurship
Truths and Myths of Innovation and EntrepreneurshipTruths and Myths of Innovation and Entrepreneurship
Truths and Myths of Innovation and EntrepreneurshipYannis Charalabidis
 
Grevault battery storage system manufacturer
Grevault battery storage system manufacturerGrevault battery storage system manufacturer
Grevault battery storage system manufacturerGrevault
 
Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...
Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...
Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...Lviv Startup Club
 
BeMetals Presentation_February_15_2024.pdf
BeMetals Presentation_February_15_2024.pdfBeMetals Presentation_February_15_2024.pdf
BeMetals Presentation_February_15_2024.pdfDerekIwanaka1
 
Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...
Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...
Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...TalentView
 
FICCI Monthly Bulletin February 2024.pdf
FICCI  Monthly Bulletin February 2024.pdfFICCI  Monthly Bulletin February 2024.pdf
FICCI Monthly Bulletin February 2024.pdfsubarnamostafa1
 
D2 meeting agenda 02.12.24.hehehheeebebepdf
D2 meeting agenda 02.12.24.hehehheeebebepdfD2 meeting agenda 02.12.24.hehehheeebebepdf
D2 meeting agenda 02.12.24.hehehheeebebepdfsundaysantos13
 
More Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream Team
More Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream TeamMore Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream Team
More Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream TeamAnga Jubase
 
Questions to Answer to Prepare for Zero Budget Marketing .docx
Questions to Answer to Prepare for Zero Budget Marketing .docxQuestions to Answer to Prepare for Zero Budget Marketing .docx
Questions to Answer to Prepare for Zero Budget Marketing .docxPrecious Mvulane CA (SA),RA
 
Miller Coors Presentation at CAGNY Feb 2024
Miller Coors Presentation at CAGNY Feb 2024Miller Coors Presentation at CAGNY Feb 2024
Miller Coors Presentation at CAGNY Feb 2024Neil Kimberley
 
Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...
Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...
Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...Supavadee(Noi) Tantiyanon
 
The Coca-Cola Company Presentation at CAGNY 2024.pdf
The Coca-Cola Company Presentation at  CAGNY 2024.pdfThe Coca-Cola Company Presentation at  CAGNY 2024.pdf
The Coca-Cola Company Presentation at CAGNY 2024.pdfNeil Kimberley
 
PUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdf
PUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdfPUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdf
PUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdfUniversity of Exeter MA Publishing
 

Recently uploaded (20)

Serhii Herasymov: Boost sales through Accelerators (UA)
Serhii Herasymov: Boost sales through Accelerators (UA)Serhii Herasymov: Boost sales through Accelerators (UA)
Serhii Herasymov: Boost sales through Accelerators (UA)
 
5 Common Writing Mistakes Infographic.pdf
5 Common Writing Mistakes Infographic.pdf5 Common Writing Mistakes Infographic.pdf
5 Common Writing Mistakes Infographic.pdf
 
ZEOTAR EV Prince Team English Presentation
ZEOTAR EV Prince Team English PresentationZEOTAR EV Prince Team English Presentation
ZEOTAR EV Prince Team English Presentation
 
SD-WAN_MoD.pptx for SD WAN networks connectivity
SD-WAN_MoD.pptx for SD WAN networks connectivitySD-WAN_MoD.pptx for SD WAN networks connectivity
SD-WAN_MoD.pptx for SD WAN networks connectivity
 
Diageo Strategy Presentation made in February 2024 CAGNY
Diageo Strategy Presentation made in February 2024 CAGNYDiageo Strategy Presentation made in February 2024 CAGNY
Diageo Strategy Presentation made in February 2024 CAGNY
 
Industry Atom Marketing Trends for 2024 (B2B Version) (2).pdf
Industry Atom Marketing Trends for 2024 (B2B Version) (2).pdfIndustry Atom Marketing Trends for 2024 (B2B Version) (2).pdf
Industry Atom Marketing Trends for 2024 (B2B Version) (2).pdf
 
Hershey Presentation at 2024 CAGY Conference
Hershey Presentation at 2024 CAGY ConferenceHershey Presentation at 2024 CAGY Conference
Hershey Presentation at 2024 CAGY Conference
 
Truths and Myths of Innovation and Entrepreneurship
Truths and Myths of Innovation and EntrepreneurshipTruths and Myths of Innovation and Entrepreneurship
Truths and Myths of Innovation and Entrepreneurship
 
Grevault battery storage system manufacturer
Grevault battery storage system manufacturerGrevault battery storage system manufacturer
Grevault battery storage system manufacturer
 
Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...
Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...
Ivan Verkalets: The Relevance of ISO 9001 & 27001 for Outsourcing Excellence ...
 
BeMetals Presentation_February_15_2024.pdf
BeMetals Presentation_February_15_2024.pdfBeMetals Presentation_February_15_2024.pdf
BeMetals Presentation_February_15_2024.pdf
 
Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...
Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...
Digital Demo Day : Mastering High Volume Recruitment: Leveraging Language Ass...
 
FICCI Monthly Bulletin February 2024.pdf
FICCI  Monthly Bulletin February 2024.pdfFICCI  Monthly Bulletin February 2024.pdf
FICCI Monthly Bulletin February 2024.pdf
 
D2 meeting agenda 02.12.24.hehehheeebebepdf
D2 meeting agenda 02.12.24.hehehheeebebepdfD2 meeting agenda 02.12.24.hehehheeebebepdf
D2 meeting agenda 02.12.24.hehehheeebebepdf
 
More Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream Team
More Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream TeamMore Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream Team
More Info: AJTechnicalDr.com Ways to Earn_AVBOB Dream Team
 
Questions to Answer to Prepare for Zero Budget Marketing .docx
Questions to Answer to Prepare for Zero Budget Marketing .docxQuestions to Answer to Prepare for Zero Budget Marketing .docx
Questions to Answer to Prepare for Zero Budget Marketing .docx
 
Miller Coors Presentation at CAGNY Feb 2024
Miller Coors Presentation at CAGNY Feb 2024Miller Coors Presentation at CAGNY Feb 2024
Miller Coors Presentation at CAGNY Feb 2024
 
Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...
Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...
Decoding Generative AI-AI Playbook for Marketing Students_UPower DUGA_Supavad...
 
The Coca-Cola Company Presentation at CAGNY 2024.pdf
The Coca-Cola Company Presentation at  CAGNY 2024.pdfThe Coca-Cola Company Presentation at  CAGNY 2024.pdf
The Coca-Cola Company Presentation at CAGNY 2024.pdf
 
PUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdf
PUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdfPUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdf
PUBLISHING AND LITERARY NETWORKS IN THE SOUTH WEST_EBOOK_WCOVER.pdf
 

Pump up your talent pipeline

  • 1. • Pump up your talent pipeline Presented by Allison Chappelle Director of Talent Acquisition at Adecco Group North America Wednesday, April 17, 2:00pm EDT
  • 2. • Adecco Staffing US is the nation’s leading provider of recruitment and workforce solutions. We are the pre-eminent workforce management partner for Fortune 500 companies and career advisement expert for American workers, serving all of the key industries and professions that drive our economy forward. Adecco has over 900 career centers and, on any given day, connects 70,000 talented workers to the best job opportunities across the country, making us one of America’s largest employers. Please visit us at adeccousa.com to learn more. Have a question? Ask us on Twitter using hashtag #AskAdecco 2 About us
  • 3. • Allison Chappelle Director of Talent Acquistion • More than 15 years experience in developing and managing talent strategies for Fortune 500 companies • Responsible for developing talent strategies aimed at finding, developing and retaining the best internal talent possible for Adecco Group companies • Global Recruiting Community leader for Adecco Group • Subject matter expert on global talent and technology projects 3 About our presenter
  • 4. • • Strategies for crafting a customized talent pipeline approach • Managing the current skills gap in the American workforce • How ineffective applicant screening can cause you to miss out on the best professionals • Where to look for top candidates and how to get them looking for you 4 Today’s agenda
  • 5. • 5 The talent pipeline You can’t hire people who have what it takes unless you first define what ‘it’ actually is, what ‘it’ you require today, and what ‘it’ you may require in the future.
  • 6. • 66 Strategies for crafting a customized talent pipeline approach
  • 7. • • Talent pipelining in not just about getting a resume into your system. • It’s about identifying talent for both current and future needs and ensuring you can access that talent when you need it. • A well-built pipeline ensures that employers are never without relevant, qualified candidates – whether they are ready to hire right now or a year from now. 7 The art of the talent pipeline
  • 8. • • Post and pray is no longer an option. • You can’t hide your brand. • Your recruitment resources continue to be lean. • Competition for top talent is only going to increase as the market continues to open up. • Social media isn’t going anywhere. 8 Reality check – the recruitment game has changed!
  • 9. • • First step is identifying what you need now and what you will need in the future. • Then you’ll need to understand what talent you may already have and how to access them. • The key is examining not just what’s going on today, but what is coming in the future. 9 Drafting a strategy
  • 10. • • Take the time to re-examine the skill set of your hiring teams or those involved in the hiring process: - Do they have expertise in the discipline they are recruiting for? - Do they have a strong relationship with the hiring manager? - Do they understand the company’s overall mission, vision and strategy? 10 Who is doing the hiring?
  • 11. • • Recruiters today need to be able to analyze and interpret candidate skill sets, behaviors and motivations rather than just screen for experience. • They also need to be tied into the company’s short, medium and long-term talent strategies in order to avoid missing out on top talent that could bring value in the future. 11 Who is doing the hiring? (continued) • Are your hiring managers, leaders and current colleagues engaged and networking for talent? • Do you have a clear process for your recruiters or hiring managers to bubble up future/passive candidates? • How are you tracking these candidates in your system(s)?
  • 12. • 1212 Managing the current skills gap in the American workforce
  • 13. • • While a big part of the skills gap is a shortage of people skilled in the STEM (science, technology, education, and math) industries, there also is a gap in soft skills such as communication and advanced leadership skills. • You need to decide whether you are willing to wait to hire for these skills, or provide training on the job. 13 The soft skills gap
  • 14. • • Technology has changed the way we communicate. • Employers are struggling with otherwise highly skilled individuals that can’t communicate at a professional level. • Dependence on technology has affected our ability to communicate effectively when face-to-face. - Proper grammar is being replaced by abbreviations and slang. - This can also limit our ability to deal with conflict. 14 Communication
  • 15. • A recent survey of senior executives done by the Center for Creative Leadership showed that the five most important leadership competencies desired in people entering the workforce today are: 15 Leadership skills Sources: Center for Creative Leadership Learning agility Self-motivation Communication skills Self-awareness Adaptability
  • 16. • • Provide access to courses that address these skills in a real-world professional work environment. • Lead by example: - Highlight those that possess strong communication skills and the importance of it. - Consider partnering up-and-coming leaders with strong leaders in your organization. 16 Training is the solution
  • 17. • 1717 How ineffective applicant screening can cause you to miss out on the best professionals
  • 18. • • Technology has improved the efficiency of applicant screening. • It can also cause you to miss out on top talent. • Criteria includes: - Minimum qualifications - Experience levels - Required skills • Why? 18 Modern applicant screening methods
  • 19. • • Is your screening simply a key word match on skills? • Consider your “must have” vs “want to have” skill sets. • List the skills you'd like to have, then weigh skills by priority - What if all 10 of these skills together are not worth as much as your top required skill? • Use a system of inclusion rather than disqualification on the front-end and be sure you understand what is important. 19 Poorly constructed job ads and screening questions
  • 20. • • Who would you rather have? - A candidate with 2 years of strong performance - Or one with 10 years of mediocre performance? • Be careful with years of experience requirements, especially in performance driven roles. • Instead ask about recent results, achievements, performance. • Screening out on X years work experience may screen out candidates with related volunteer or community experience 20 Be careful screening out based on years of experience
  • 21. • • During and after the recession, people took on more responsibilities and skills. • This was mostly tailored to who they were, vs. what makes sense for a job. • Once economy turns around, people start quitting and new people who come on can’t be expected to fill a 2 in 1 role automatically. 21 Are your job requirements realistic? • Think of your job description: How much did you have to take over during the downturn? • Seek someone who has the ability to adapt and learn.
  • 22. • Screening questions typically don’t consider the soft skills: 22 Screening questions People and relationship building skills Communication Writing Internal motivation
  • 23. • • Is the hiring manager clear on what they want? • Is the recruiter clear? Or is it a game of telephone? • The proper match can only happen when there is complete clarity and truth in what people are looking for. 23 Do you really know what you want? • You must understand the “must haves” vs. the “nice to haves”. • You don’t have to lower your expectations, you just have to be hones about what is really required to be successful in the job.
  • 24. • • Candidates are more than a resume and you’re not hiring someone on their ability to craft a great resume. • Through meeting candidates you get perspective you wouldn’t get from the resume. • Consider video interviewing when a face-to-face interview isn’t an option, especially where positions require a strong communication or presentation skill set. 24 The resume doesn’t tell the whole story
  • 25. • • Don’t be the company candidates apply to and never hear back from. • Use professional courtesy, even if automated. • Create a positive image. • People can handle rejection and honesty, but not being disregarded or ignored. 25 Consider your company image
  • 26. • • With the job market picking back up, people are typically interviewing with several companies at one time. • There is now more immediacy and urgency to the process. • If you find talent, grab it. Otherwise they will have moved on. 26 Get out of hiring paralysis!
  • 27. • Where to source for open positions? 27 Difficulty of the position Timetofill Active candidates Passive candidates 70% of jobs 30% of jobs Your ATS Job/resume boards Job postings Referrals/networking Social media outreach Advanced X-Ray Search Strings
  • 28. • Sourcing options 28 Job boards Local recruiting source Social networking sites Referrals/networking Associations Online business directories Schools
  • 29. • 2929 Where to look for top candidates and how to get them looking for you
  • 30. • • Who are you as an employer and why would candidates want to work for you? • This should match who you are TODAY, not who you want to be or who you used to be. • Use your superstars as a starting point for conversation. 30 Start introspectively – Who are we?
  • 31. • • Take inventory: - Where have you found strong people in the past? - Where are these people spending their time? 31 Start introspectively • Start building your ads and your sourcing strategies around these people. • Search within your workforce for candidates.
  • 32. • • 2/3 of skills should be essential, and the other skills are “nice to have”. • What is the top skill for each job? • If you’re unsure, talk to your experts (your current top employees) or even have them review your ad and provide feedback. • Don’t rely on a potentially outdated HR job description to speak to your candidates. 32 Really understand the skills you are seeking
  • 33. • 33 When you run an ad, how much of the talent pool are you accessing? Passive job seekers Employed and not looking *Active job seekers Employed and looking Those who are not physically in your market – could they be relocated?
  • 34. • • Referral bonus programs • Current employee social media outreach - Post links to your jobs - Use your intranet - Post to social media pages 34 Using referral networks and your current employees to refer talent
  • 35. • Social media sourcing • Align your social media strategy to ensure you are engaging with both current and future candidates. Provide valuable content to build the relationship and engage directly with the talent. 35 Additional sourcing methods University/Alumni networks •Coordinate with local universities to access alumni networks and explore speaking or sponsorship opportunities to build brand awareness on campus.
  • 36. • • Ensure your screening or filtering processes don’t screen out key skills or experience or future talent • Consider offering training or continuing education to prospective (or current) employees to bridge any skill or experience gaps • Ensure all of your employees understand their responsibility in finding talent. Ensure they are educated and engaged in the process and are clear how and where to bubble up leads and how to keep talent interested and engaged. • Ensure your applicant tracking system/process is able to track passive and future talent in a way that allows you to easily access in the future • Get in the habit of adding any top talent to the system, even if you don’t have an opening. Nurture your networks to ensure they know you are open to leads. 36 Key takeaways
  • 37. • • Create tags, statuses or folders to organize future/passive candidates to make them easy to find in your system (if in doubt ask your ATS rep) • Document all contact with future/passive candidates to ensure you can • Set tasks or reminders to follow-up or send valuable content to passive candidates to keep them engaged • A Talent Strategy needs to be flexible and adaptable and change along with your company. Measure your efforts and continually re-visit your strategy with fresh eyes to make sure you understand 37 Key takeaways (continued)
  • 38. • 3838 Thank you. Visit us on Facebook: facebook.com/adeccousa

Editor's Notes

  1. Allison Chappelle is a strategic talent leader with over 15 years ’ experience in developing and managing talent strategies for Fortune 500 companies, including Best Buy and Adecco Group North America.  Currently at Adecco Group, a world leader in staffing, Allison is responsible to develop talent strategies aimed at finding, developing and retaining the best internal talent possible for Adecco Group companies including talent acquisition and recruitment, training, technology management and HR leadership and development. Allison is also the current Global Recruiting Community leader for Adecco Group and a regular SME for global talent and technology projects.
  2. You can ’t hire people who have what it takes unless you first define what ‘it’ actually is, what ‘it’ you require today, and what ‘it’ you may require in the future.
  3. The art of the talent pipeline Talent pipelining is not just about getting a resume into your system It ’s about identifying talent for both current and future needs and ensuring you can access that talent when you need it. A well-built pipeline ensures that employers are never without relevant, qualified candidates — whether they are ready to hire right now or a year from now — so they never have to start at square one when it comes to hiring.
  4. Reality Check – the recruitment game has changed Post and pray is no longer an option. Ten years ago, you could put an ad online, maybe ask for referrals then simply wait around hoping for applications to come in. You can ’t hide your brand. No longer can you keep your brand hidden from prospective employees. They WILL research you so you need to understand what candidates are able to find out about you as an employer. And you need to think about what you want them to see and how you want to be viewed. Your recruitment resources continue to be lean. It ’s about doing more and finding more with less. Competition for top talent is only going to increase as the market continues to open up. And that talent wants to be wanted. And wants to be engaged with you as a prospective employer. Social Media isn ’t going anywhere. Talent wants to be engaged with employers. Ensure your social media strategy is solid and provides valuable content to candidates to build this relationship.
  5. Drafting a strategy First step is identifying what you need now, and what you will need in the future (i.e. growth into new markets, new skill sets, new technologies/processes) Also need to understand what talent you may already have (i.e. current employees, candidates in your database) and how to access it Not uncommon for a recruiting firm to present a candidate that a company has been struggling to find, candidate is great, same candidate was in the system the whole time The key is examining not just what's going on today, but what is coming in the future. If a candidate is not qualified for current listing, could they be qualified for the next?
  6. Who is doing the hiring? Need to re-examine the skill set of your hiring teams or those involved in the hiring process Do they have expertise in the discipline they are recruiting for? Do they have a strong relationship with the hiring manager? Do they understand the company ’s overall mission, vision and strategy? Recruiters today need to be able to analyze and interpret candidates ’ skill sets, behaviors and motivations rather than just screen for experience Recruiters need to be tied into the company ’s short, medium and long-term talent strategies in order to avoid missing out on top talent that could bring value in the future
  7. Managing the current skills gap in the American workforce
  8. The Soft Skills Gap While a big part of the skills gap is a shortage of people skilled in the STEM (science, technology, education, and math) industries, there also is a gap in soft skills such as communication and advanced leadership skills You need to decide whether you are willing to wait to hire for these skills, or provide training on the job
  9. Communication Technology has changed the way we communicate (email, texting, social media) Employers are struggling with otherwise highly skilled individuals that can ’t communicate at a professional level Harming our ability to communication effectively face-to-face Proper grammar is being replaced by abbreviations and slang Can also limit ability to deal with conflict – tempting to address issues via email/text vs. face to face
  10. Leadership skills A recent survey of senior executives done by the Center for Creative Leadership showed that the five most important leadership competencies desired in people entering the workforce today are: communication skills self-motivation learning agility self-awareness adaptability
  11. Training is the solution Provide access to courses that cover these skills Consider partnering up and coming leaders with strong leaders in your organization (mentoring) Leading by example – highlight those that possess strong communication skills and the importance of it
  12. How ineffective applicant screening can cause you to miss out on the best professionals
  13. Modern applicant screening methods Technology improves the efficiency of applicant screening (and is a must in some cases) but can also cause you to miss out on top talent Such criteria include minimum qualifications, experience levels, required skills and competency models, among others. Why?
  14. Poorly constructed job ads and screening questions Is your screening simply a key word match on skills? Consider your “must have” vs “want to have” skill sets. List the skills you'd like to have, then weight skills by priority Start with weighting of skills vs. keyword. What is all 10 of these skills together are not worth as much as your top required skill? Use a system of inclusion rather than disqualification on the front-end and be sure you understand what is important. You can always dig deeper in the interview.
  15. Be careful screening out based on years of experience Who would you rather have? A candidate with 2 years of strong performance or one with 10 years of mediocre performance? Be careful with years of experience requirements, especially in performance driven roles Instead ask about recent results, achievements, performance Screening out on X years work experience may screen out candidates with related volunteer or community experience
  16. Are your job requirements realistic? With the recession, 6 jobs became 3 and people took on more responsibilities and skills, Mostly tailored to who they were, vs. what makes sense for a job Once economy turns around, people start quitting and new people who come on can ’t be expected to fill a 2 in 1 role automatically Think of your job description how much did you have to take over during the downturn ability to adapt and learn
  17. Screening questions Screening questions typically don ’t consider the soft skills: Writing Communication People and relationships building skills Internal motivation
  18. Do you really know what you want? Is the hiring manager clear on what they want, is the recruiter clear…. or is it a game of telephone? The proper match can only happen when there is complete clarity and truth in what people are looking for Must understand the “must haves” vs. the “nice to haves” Don't have to lower expectations, just have to be honest about what is really required to be successful in the job
  19. Resume doesn ’t tell the whole story Candidates are more than a resume and you ’re not hiring someone on their ability to craft a great resume Through meeting candidates you get perspective you wouldn ’t get from the resume Consider video interviewing where a face to face interview isn ’t an option, especially where positions require a strong communication or presentation skill set
  20. Consider your company image Don ’t be the company candidates apply to and never hear back from Professional courtesy, even if automated (Thank people for their application) Creating a positive image People can handle rejection and honesty, but not being disregarded or ignored
  21. Get out of hiring paralysis! With the job market picking back up, people are typically interviewing with several companies at one time and have more of an immediacy and urgency to the process. If you find talent, grab it. Otherwise they will have moved on.
  22. Where to look for top candidates and how to get them looking for you
  23. Start introspectively – Who are we? Who are you as an employer and why would candidates want to work with you? Avoid propaganda, this needs to match who you truly are TODAY, not who you want to be, or even who you used to be. Use your superstars as a starting point (When we hire, we want a superstar). Talk to them – why do they stay? Why would they join again today if given the option?
  24. Start introspectively Take inventory – where have you found strong people in the past? Where are these people spending their time (i.e. websites, social media, etc.) Start building your ads and your sourcing strategies around these people Look into your workforce (There are good people who meet the requirements of your ad that already work for you)
  25. Really understand the skills you are seeking and talk to the experts 2/3 things being essential, the others are “nice to have” What is the top skill for each job - if you could only find one skill for each job, what is it? If you ’re unsure, talk to your experts (your current top employees) or even have them review your ad and provide feedback. Don ’t rely on a potentially outdated HR job description to speak to your candidates.
  26. When you run an ad, how much of the talent pool are you accessing? * Active job seekers Passive job seekers Employed and looking Employed and not looking Those who are not physically in your market – could they be relocated?
  27. Using referral networks and your current employees to refer talent Referral bonus programs Current employee social media outreach (i.e. posting links to your jobs or to your social media page on your current employee ’s pages – LinkedIn, Facebook, Twitter, etc.). - Post links to your jobs - Use your intranet - Post to social media pages