2. Candy DLC. Mauricio, RGC.
candymauricio@gmail.com
+63922 889 8776
• Licensed Counselor (PRC#377), Internationally +639152607340
Accredited Appreciative Inquiry Practitioner, +632 348 8777
Researcher, & Speaker, Certified
Psychometrician, Civil Service Eligible
• Coach, Human Capital & Organization
Developer, International Management
Consultant, Social Entrepreneur, & Trainer
• Established, Audited, and Improved HR
Department for various industries like BPO,
Construction, Education, Insurance, Memorial
Services, Non-profit, Real Estate, &
Telecommunications
• Actively contributing to ODPN – Makati Hub
PSTD-ARTDO, IAC, PGCA, and CDAP

3. Outline:
Part 1:Back to basics and alignment of perspective.
What is the importance and main purpose of the job?
Foundations of the Talent Acquisition Process:
Sourcing, Recruitment, Selection, & Placement
Quick facts about Talent Acquisition and its relation
to Management and Development of the people
and their organization
Social Recruiting Must Haves: The 3Ts (Talent,
Technology, and Takings)

4. Part 2:What do I need to do & how do I start using what
I am learning in this workshop? How do I, as a recruiter /
hr, create recruitment strategies that is beyond talent
acquisition for my organization?
Core Values before VMOKRAPI-SPATRES
Becoming the change agent through recruitment:
Using AI in developing your programs
Cases

5. Part 3: How do we enhance our recruitment services
and integrate talent intelligence in our approach?
Understand Human Capital Development
Solutions
Utilize the 3Ts in Human Resource services your
the 90-day plan / commitment plan: Checklist of
what I need to do

6. Story of the Business Owner
What is the importance and main purpose of the job?
I want to be a
business owner,
What do
I need to do?

7. What are Who do
you selling? you need?
-Marketing & -Human Resources.
Sales Dept.
How much do
you need?
-Finance.
How will your
business operate?
- Operations.
Take away my people, but leave
my factories & soon grass will grow
on the factory floors.
Take away my factories, but leave
my people & soon we will have
new and better factory.

8. Who are you?
What do you do? How
do you see it being
important?
What are the benefits
you hope achieve
through this
workshop?

9. Quick Facts about Talent Acquisition
Excerpt from: http://www.youtube.com/watch?v=E4s0aaX6pUs&feature=related

10. I know I like to It feels I want to be
they exist. join them. right. part of them.
Recruiting for Priests
Recruiting for Students Recruiting for Executives
Recruiting for Teachers,
Recruiting for Product Recruiting for Volunteers Network Architects,
Management, Marketing, Civil & Environmental
& Analytics Recruiting for Software Engineer, Scientist
Engineers & Web Developer,
Creative Design & User
Recruiting for Blue-Collar Experience Recruiting for White-Collar

11. Sourcing
Get Awareness &
Catch Attention
3.How do you get known?
4.What are you known for?
I know
they exists.

12. Social Media for Sourcing
Excerpt from: http://www.youtube.com/watch?v=0eUeL3n7fDs&feature=related

13. Leave an Impression
Draw Attraction
Recruitment 3.How do you make the candidate feel?
4.What is most likeable about your organization?
I like to
join them.

14. Sample Recruitment PR
Excerpt from: http://www.youtube.com/watch?v=vIAFnHszHOA

15. Create Interest
Selection Initiate Interaction
3.How do assess your applicants?
4.What kind of experience do you provide?
It feels
right.

16. Blind Screening from Online Recruitment
Excerpt from: http://www.youtube.com/watch?feature=endscreen&NR=1&v=N-3j8fWMyE8

17. Online Assessment
Excerpt from: http://www.youtube.com/watch?feature=endscreen&NR=1&v=k0l3_kyQAxY

18. Get them Engaged
Encourage Participation
3.How do you guide them
from on-boarding to
regularization?
4.What enculturation
program do you provide?
I want to be
part of them.

19. Theories In Practice Skills
Excerpt from: http://www.youtube.com/watch?v=L30-kVjwV3k

22. Pre-employment job placement
Finding the right person for the job.
Is the candidate a good match for the company and the job?
Training & Development
Personalize training programs so that each employee
can be developed according to their learning style
Management Decision Making
Help select future managers and leaders.
Discover which career path is best suited for your talent and what
training they may need.
Conflict Resolution
Resolve conflict by understanding
personal styles to settle differences.

23. Example Case

24. The 3Ts to make
successful Recruitment Strategies
Talent
(People)
Technology Takings
(Environment) (Benefits)

25. Situational Analysis
Process Talent: Technology: Takings:
How satisfied are you with What systems do you have Who do you want to
process in place? to support your efforts? collaborate with?
(5 as the highest) What is in it for them?
Sourcing
Recruitment
Selection
Placement
Talent: How would you score your organization & why?

26. Summary:
Part 1:Back to basics and alignment of perspective.
What is the importance and main purpose of the job?
Foundations of the Talent Acquisition Process:
Sourcing, Recruitment, Selection, & Placement
Quick facts about Talent Acquisition and its relation
to Management and Development of the people
and their organization
Social Recruiting Must Haves: The 3Ts (Talent,
Technology, and Takings)

27. How do I start using what I am learning in this workshop?
How do I, as a recruiter / hr, create recruitment strategies
that is beyond talent acquisition for my organization?
Internalize your Core Values before VMOKRAPI-SPATRES
Vision, Mission, Objectives, Key Result Areas, Performance Indicators,
Strategies, Projects, Activities, Tasks, and Resources
Spirituality in the
Workplace
CV = MVP (internal engagement) 3Ts (external engagement)
Core Values as the guideline to Core Values exhibited by
Mission, Vision, and Purpose of the Talent (Process), Technology (Systems), and Takings
Organization (Policies)
(THE TALK) (THE WALK)

28. Internal Stakeholders External Stakeholders
2.Employees 2.Customers We cannot give
3.Managers 3.Suppliers What we do not have
4.Boards Members 4.Competitors
5.Owner 5.Government
6.Environment Do you believe
7.Community
8.Country you are the right person
Internal External to do your job
Shared Values Integrity of Strategies at this time?
Appreciated Skills Foundation of Structure
Preferred Style Consistency of Systems
Staff Development  Right Person
 Right Job
Talk the Talk Walk the Walk
= Counseling = Performance Management  Right Time
= Consulting = Management Development  Right Organization
Talk the Walk Walk the Talk
= Mentoring = Good Governance
= Coaching = Leadership

29. Ap-pre’ci-ate, v., 1. valuing; the act of recognizing the best in people
or the world around us; affirming past and present strengths,
successes, and potentials; to perceive those things that give life
(health, vitality, excellence) to living systems 2. to increase in value,
e.g. the economy has appreciated in value. Synonyms: VALUING,
PRIZING, ESTEEMING, and HONORING.
In-quire’ (kwir), v., 1. the act of exploration and discovery. 2. To ask
questions; to be open to seeing new potentials and possibilities.
Synonyms: DISCOVERY, SEARCH, and SYSTEMATIC EXPLORATION,
STUDY.

30. Service-Learning is a teaching, sharing, and learning strategy
that integrates meaningful community service with instruction
and reflection to enrich the learning experience, teach civic
responsibility, and strengthen communities.

31. Becoming the change agent through recruitment:
Using Strength-based and Learn & Serve Orientation in
Talent Acquisition

32. Exercise to Develop Strategies
What are the targeted quick wins & long term vision
Process Define & Discover Dream & Design & Deliver &
Plan & Prepare Participate Ponder Prove
(All Intelligent) (All Interested) (All Involved) (All Innovative) (All Impact)
Sourcing
1 2 3 4 5
Recruitment
6 7 8 9 10
Selection
11 12 13 14 15
Placement
16 17 18 19 20

33. Questions to Develop Strategies
What are the targeted quick wins & long term vision
Process Define & Discover & Dream & Design & Deliver &
Plan Prepare Participate Ponder Prove
(All Intelligent) (All Interested) (All Involved) (All Innovative) (All Impact)
Sourcing What are the Where do your What are you How do you get What is the best
interests of our (top performers) known for? known? description you
(future)employee employees hang- ever heard about
s / candidates? out? your organization?
Recruitment What makes your What makes your How do your What culture or what culture /
employees stay? employees candidates feel environment are environment are
initiate? about you? your employees you creating with
looking for? the candidates
you have?
Selection What do you What are the How do you What are your How do you assess
expect from the advantages in think your guidelines during your applicants?
candidate who placing the candidates your interaction
fills the position? particular describe you? with the
candidate to fill candidate?
the position?
Placement What are your What are the How do you How do you How do you set
Theories In strengths & guide them in create your your new hires for
Practice Skills for potentials your on- enculturation success?
your new hire? needed from your boarding?
new hire?

34. Cases
3.According to CNBC, being a Human Resource Professional is one of the
Best or Worst Job this year?
5.Name one of the top 5 social recruiting job sites for 2012?
7.Name one department HR can directly collaborate with for company
branding?
9.What is the name of the 2-dimensional assessment we featured in this
workshop that encompasses DISC, Enneagram, MBTI, and 16 PF and has
Filipino translation?
11.Name 1 HR Solution that is Open source.

35. How do we
enhance our
recruitment services
and integrate talent
intelligence in our
approach?
Design for Six Sigma:
Get it right the first time

36. The Story of Success
Excerpt from: http://www.youtube.com/watch?v=OBdepvmYlvs

37. Understanding Human Capital Development Solutions
The story of a success
• Slow & Steady wins the race
• Fast & Consistent will always beat the slow & steady
• First identify your core competency & then change
the playing field to suit your core competency

38. 90 – Day Plan: Establish Teamwork
Its good to be individually
brilliant and to have strong
core competencies but unless
you’re able to work in a team,
and harness each other’s core
competencies, you’ll always
perform below at par because
there will always be situations
at which you’ll do poorly and
someone else does well.

39. Commitment Plan
Process Define & Plan Discover & Prepare Dream & Participate Design & Ponder Deliver & Prove
(All Intelligent) (All Interested) (All Involved) (All Innovative) (All Impact)
Sourcing
Talent
Technology
Takings
Recruitment
Talent
Technology
Takings
Selection
Talent
Technology
Takings
Placement
Talent
Technology
Takings

40. Sometimes all we need is someone to believe in us
for us to look into our own potential and ability to
succeed, for us to be inspired and start dreaming.
Let’s be that one person who believe.
Are you that one?

42. Candy DLC. Mauricio, RGC.
candymauricio@gmail.com
+63922 889 8776
+639152607340
+632 348 8777