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Integrated Talent Strategies:
How HR Can Direct Corporate Strategy.....
not just align with it
Erica Grace Briody
Global T...
Integration
Process of attaining close and seamless
coordination between several
departments, groups, organizations,
syste...
Agenda
 The Integrated talent landscape
 Where do we need to be - target state
 3 approaches to get there?
The talent landscape
Integrated
?
Job
Profiling
Selection
Assessment
On-boarding
Feedback
Development
Succession
Planning
...
Target State
how do we get there?
Source: adaptation of Mercer’s Strategic Workforce Planning
Gain Strategic
Insights
Meas...
What skills are needed?
Competencies & Values
How many?
Volume & Recurring Roles
Where?
Region & Country Segmentation
When...
Business
Conversations
IDENTIFY
APPROACH
ENGAGE
Region
Diversity
Competition
PLACE
Gauge Level
of Interest
Assess motivati...
Conferences
Exec
Search
Target
Companies
Market
Eye
Social
Media
Referrals
Networks
Talent
Mapping
Diversity
Targets
Acqui...
Fully
Branded
Content Tabs
Allow candidates to
research, apply
or leave a virtual
business card
all from one site
Make it ...
3. Integrate your talent workforce
RPO or Service Hubs
Direct Hire (HR)
internal mobility
SOW (MSP)
Service Providers
One source of truth - transparency
Regi...
Benefits of 3 approaches
 creates absolute visibility of the workforce
 pro-active vs. reactive
 drives greater levels ...
Erica Briody
Global Talent Acquisition Specialist
Tel no. +44(0)7482 068068
@Briodyerica
Think Integration!
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  1. 1. Integrated Talent Strategies: How HR Can Direct Corporate Strategy..... not just align with it Erica Grace Briody Global Talent Acquisition Specialist HR Change & Transformation 2015 London
  2. 2. Integration Process of attaining close and seamless coordination between several departments, groups, organizations, systems, etc.
  3. 3. Agenda  The Integrated talent landscape  Where do we need to be - target state  3 approaches to get there?
  4. 4. The talent landscape Integrated ? Job Profiling Selection Assessment On-boarding Feedback Development Succession Planning Performance Management What does success look like? •What type of talent is required? •Do candidates fit the profile? What is the fit? Do people know how they are perceived? How can we help people Improve, grow and stay engaged? • Is talent aligned with the strategy? • How do we build the bench? • Are the right people in the right jobs? • Are we measuring the right things? •How can we accelerate performance? • How can we best align new hires with the profile and culture?
  5. 5. Target State how do we get there? Source: adaptation of Mercer’s Strategic Workforce Planning Gain Strategic Insights Measure the Gap Risks Model Talent Management Options Take Action, Communicate and speak the same language Total Workforce Plan Organization Imperatives Talent Implications Talent Supply Workforce Gaps & Risks Talent Demand Quantity LocationQuality Attraction Selection Engagement Career Development Performance Rewards Leadership Mobility Retention Talent Development (build strategy) Talent Acquisition (buy strategy) Contingent Workforce (borrow strategy) Talent deployment (bridge strategy) Talent Retention (bind strategy) Regroup (change business strategy) Demand Scenarios for Critical Roles Risk Assessment Integrated Talent Solutions Workforce Planning
  6. 6. What skills are needed? Competencies & Values How many? Volume & Recurring Roles Where? Region & Country Segmentation When? Business Strategy REVIEW CRITICAL GAPS Skills Demand & Supply 1. Link Succession Planning to Talent Acquisition
  7. 7. Business Conversations IDENTIFY APPROACH ENGAGE Region Diversity Competition PLACE Gauge Level of Interest Assess motivations & Pre-qualify Segmented Communications Talent Pipelines and Pipeline Gap Management IDENTIFY-APPROACH-ENGAGE-PLACE
  8. 8. Conferences Exec Search Target Companies Market Eye Social Media Referrals Networks Talent Mapping Diversity Targets Acquisition Channel Events Industry workshops Product Info Career Info Mobility EVP Cost Reduction The talented many The skilled few The expert one Segmentation driven by: • Diversity • Geography / Mobility • Potential Bench defined by: • Skills • Diversity • Readiness • Levels of engagement Meeting Company Info 121 Message Industry info Message (Brand / Experience) Measurement & Metrics (Performance) Diversity Quality of Hire Talent Ready Engagement Approaches Niche websites Comms Program Regular feedback 121 Talent Team Community Platform (Engine) Int. Talent Succession CRM (eg Avature) ATS Talent Map Technology 2. Segment Talent Pipelines
  9. 9. Fully Branded Content Tabs Allow candidates to research, apply or leave a virtual business card all from one site Make it easy to capture and re-engage candidates Easy to search all jobs Job Button Portable “Join” Recommendation Engine Automatic Candidate Alerts Talent Network (Pro-active Recruitment)
  10. 10. 3. Integrate your talent workforce
  11. 11. RPO or Service Hubs Direct Hire (HR) internal mobility SOW (MSP) Service Providers One source of truth - transparency Regional centers Hiring Manager Contractors (MSP) Temps (MSP or other) Order Distribution Advice Centers understanding the needs of the business VIP Concierge Desks strategically located for urgent & critical roles Talent Supply Chain
  12. 12. Benefits of 3 approaches  creates absolute visibility of the workforce  pro-active vs. reactive  drives greater levels of control & compliance  enables better decision making  drives significant savings  delivers real-time and predictive analytics  builds a sustainable pipeline of talent most importantly.....starts the journey of an integrated talent strategy
  13. 13. Erica Briody Global Talent Acquisition Specialist Tel no. +44(0)7482 068068 @Briodyerica Think Integration!

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