TLC London - Ann Swain, APSCo


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TLC London - Ann Swain, APSCo

  1. 1. Acquiring creative talent Ann Swain, CEO, APSCo The Job Post Talent Leaders Connect 12th June 2014
  2. 2. Agenda The global war for the best talent Do we really need ‘creative types’? How do we find and attract them? Summary
  3. 3. Introduction Over 30 years in the recruitment market ATSCo founded in November 1999 APSCo created in January 2009 Over 600 members International reach
  4. 4. The global war for the best talent The global war for the best talent Geographically mobile Talent is more demanding Experienced talent pool is shrinking Graduate pool less skilled Less loyal Competitors getting smarter
  5. 5. The automated war for the best talent 65% of all organisations indicate their talent acquisition system is either fully or partially automated 2% decrease year-over-year in cost per hire, at organisations using automation
  6. 6. The automated war for the best talent Top 5 tools Employment screening tools for background checking, reference checks, or drug tests Recruitment tools such as applicant tracking systems or hiring management systems Pre-hire assessments Candidate relationship management technology Use of social networks and mobile technology
  7. 7. Sourcing Not just Boolean Logic Cannot be replaced by software Undervalued in proportion to corporate impact Few in-house resourcers have premium tools Resourcer – relatively junior role RPO’s/MSP’s as intermediaries – distance from recruiters
  8. 8. Do we really need creative types? Creativity and innovation are the No. 1 strategic priorities for corporations the world over (Boston Consulting Group) Creativity is part of all of our day jobs (NESTA) Organisational profitability rests on individual creativity (Baer and Oldham) Creative teams perform better and are more efficient (Gilson, Mathieu, Shalley and Ruddy )
  9. 9. Do we really need creative types? Creative organisations are more profitable (Ernst & Young) More than rigor, management discipline, integrity or even vision – successfully navigating an increasingly complex world will require creativity (IBM Global CEO Study ) Successful economies and societies will need to be creative (Winning Ingredients report )
  10. 10. Definitions Creativity is the capacity to develop ideas for the purpose of solving problems and exploiting opportunities Innovation is the application of creativity to give rise to a new product, service or process, delivering something new and better to the world
  11. 11. Why do companies struggle to identify creative people when recruiting? Heavily automated recruitment processes Outmoded selection techniques An over emphasis on competency models and frameworks
  12. 12. 10 Behavioural characteristics of innovators Innovators always think there is a better way 1. Innovators know that without passion there can be no innovation 2. Innovators embrace change to a fault 3. Innovators have a strong point of view but know that they are missing something 4. Innovators know that innovation is a team sport
  13. 13. 10 Behavioural characteristics of innovators 6. Innovators embrace constraints as opportunities 7. Innovators celebrate their vulnerability 8. Innovators openly share their ideas and passions expecting to be challenged 9. Innovators know that the best ideas are in the grey areas between silos 10.Innovators know that a good story can change the world
  14. 14. How do we find the creative types ? Workforce planning Create flexibility within your framework Understand the importance of creativity Look specifically for creative types Not everyone is looking, but everyone is a candidate Hand pick dream candidates and show them you want them
  15. 15. How do we find the creative types ? Look for talent in unlikely places Attend events that are not job fairs Build a sustained pipeline through talent communities and engage Employment brand is pivotal to your success Internal mobility programmes Rethink technology options to create a positive candidate experience
  16. 16. Summary The sheer volume of potential candidates combined with the drive for cost and efficiency savings have driven the automation of the recruitment process The emphasis on ‘right fit’ for the role and organisation can lead to the recruitment of the ‘same candidate’ over and over again Against a backdrop of uncertainty, economic turmoil and unprecedented change, a new picture is emerging of the skills and traits for success – creativity is the main one
  17. 17. Summary If you want creative capital whose ideas can be turned into innovative products and services, your sourcing process, branding, strategy and indeed management culture may need to change How confident do you feel that the next Steve Jobs isn’t receiving an automated ‘no thanks’ email from you right now?