very informative

1. Talent Acquisition
An Overview

2. Talent Acquisition
What is it?
Talent Acquisition is the
process of attracting,
finding, and selecting
highly talented individuals
(those who align with the
business strategy,
possess required
competencies, and who
will integrate smoothly
and productively into the
organization and its
culture) to meet current
and future employment
needs.
Employment Brand
Definition of Need
Sourcing
Selection
Pre-Boarding

3. Why is it important?
• The Commonwealth must have the right
people to fill the right needs at the right time.
– Success: Effective Acquisition sets the stage for the
success of the agency and the employee.
– Cost: Multiple sources identify the cost of a bad hire
as 1.5 to 3 times/salary.
– Opportunity Loss: The amount of time a need is
left unfilled results in opportunities unrealized and
costs incurred.

4. Employment Branding
What Is An Employment Brand?
– An employer’s brand is the image seen through the eyes of
employees and potential hires.
– Employment branding is the employer’s unique traits and
characteristics that are valued by employees and prospective
employees and is used as part of the employer’s marketing
strategy.
– It is the way an organization distinguishes itself internally and
externally.
How Does An Organization Create an Employment Brand?
Employment is a 2-way partnership; the employer and prospective employee sell
each
other an employment proposition. As part of creating this proposition, an
employer
needs to understand its current and future audience and how this audience
intersects with what the employer is and what it hopes to achieve. The
employment brand will allow the organization to know what it is “selling” and will
help candidates know what they may be “purchasing” in terms of potential
commitment.

5. Definition of Need & Sourcing
 What is Sourcing?
– Determining the most effective places to find the talent
needed
– Includes internal and external sources
– The process includes announcing the job’s availability to the
market and identifying and attracting qualified candidates to
apply.
– Includes traditional techniques like advertisements, job fairs and
postings
– Also includes techniques like social networking, finding passive
candidates, and targeted functional searches
Effective Sourcing First Requires Accurately Defined Needs
An employer must first define what need exists and then determine what
types of talent it requires to fulfill that need.
Sourcing Tips
Article: ERE.net - Develop a Recovery Sourcing Strategy
Article: ERE.net - Rrecruiting Lessons From the Olympics: Learning From Outside Your Box
Article: ERE.net - Determining the Correct Source of Hire: The First Step in Recruiting Excellence

6. Selection
 The process used to choose
the best talent to make the
best fit with the organization.
 The process involves:
– Interviewing to reveal certain
desired characteristics;
– measuring applicants on those
characteristics; and
– extending an employment offer
Tips & Tools
Common Types of Interviews
•Behavioral – based upon the premise
that past behavior is the best predictor of
future behavior
•Situational – based upon hypothetical
situations and the candidates’ responses
•Traditional – basic questions usually
centered around education, experience,
skills…
•Technical – focused on specific skill and
knowledge needs for a particular function
or field
Articles of Interest
Article: About.com - Behavioral Interviewing
Article: ezinearticles.com - Behavioral and
Situational Job Interviews

7. Pre-Boarding
• Pre-Boarding is the process of beginning the
integration of a new hire into the new
organization and work team.
– Begins as soon as the employee is offered and
accepts the position
– Should immediately connect the employee to the
agency via the supervisor, human resources, and the
work buddy/mentor as the primary points of contact
– Initiates the process for the employee’s workstation,
equipment, supplies, technology and online access
Tools and Resources
•The On-boarding tool contains more information about pre-boarding.
•Click here to see the pre-boarding checklist.
•Article from Workforce.com

8. Talent Acquisition Operational Workflow
Requisition Process
Sourcing
Application Process
Screening and Interviewing
Employment Offers Notification of
Non-selection

9. How to measure the success of
talent acquisition strategies
Quality of Hire Percentage of new hires that were the organization’s
top choice
Quality of Candidates The ability of the organization to define the knowledge,
skills and abilities needed to succeed in the job and
work environment and to source candidates that meet
the competencies
Program Satisfaction Hiring manager satisfaction with the recruitment and
hiring process and quality of candidates
Time-to-Hire The time it takes to hire a candidate to fill a position
from job open until the position is offered and accepted
New Hire Retention Rate The number of new hires who remain on the job for the
first 12 to 18 months
New Hire Failure Rate The percentage of new hires in key jobs that were
terminated or asked to leave
New Hire Retention Rate The number of new hires who remain on the job for the
first 12 to 18 months
Performance Ratings of
“Contributor” or “Extraordinary
Contributor”
Whether top candidates meet or exceed expectations
on performance reviews

10. Additional tips
Talent Acquisition Strategies
Best Practices:
• Proactively build and expand the pool of candidates.
• Seek to fill positions internally, if applicable.
• Improve candidates’ pre-screening process.
• Enhance employer brand and reputation in the recruiting market
place.
• Explore new marketing outlets using Internet-based technologies
(i.e., social networking sites) to reach passive candidates and
targeted groups.
• Create efficiencies in recruitment processes and workflows.
• Obtain input from hiring managers.
• Solicit new hire feedback.
• Emphasize strategic workforce planning beyond 18-months.
• Scale back or freeze talent acquisition efforts, when the need arises.

11. Thank you