Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with. You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.

1. [STRATEGIC]
TALENT ACQUISITION
TIED TO YOUR BOTTOM LINE
Candidates RIGHT for the JOB
and RIGHT for your BUSINESS
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2. How do you identify and
engage candidates who’ll
continue
to augment your business?
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3. Think Beyond the Job—
THINK STRATEGICALLY
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4. To create a new, more
strategic paradigm,
you’ll need employees
who can:
• Fill broader capability gaps
• Get up-to-speed quicker
• Learn, develop, and advance
faster
• Fit within your company
culture
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5. To Find and Retain These Employees,
Get More Strategic with Your:
•
•
•
•
Competency Management
Pre-employment Testing
Interviewing
Onboarding
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6. #1
[Strategic]
Competency
Management
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7. #1
[Strategic] Competency Management
Know what is needed
to succeed
• Define ideal candidates with the future in mind.
• Look beyond technical skills and knowledge;
define a set of competencies that
complement and drive your company’s
unique cultural values.
• Ensure a legally defensible selection system
right from the start.
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8. #2
[Strategic]
Pre-employment
Testing
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9. #2
[Strategic] Pre-employment Testing
Put candidates to
the TEST…
• Administer a series of tests for an
accurate prediction of behavior and
non-technical competencies.
• Improve efficiency with high-volume
screening.
• Target organizational fit.
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10. #3
[Strategic]
Interviewing
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11. #3
[Strategic] Interviewing
Take the
GUESSWORK OUT
56%
of managers
FOLLOW THEIR GUT
•
Make hiring decisions based on
relevant job criteria, not instinct.
BUT…
•
Structure interviews for competencybased data collection.
•
Patrol websites such as
Glassdoor.com to learn what
candidates and employees are
saying about your interview process.
50%
of hiring decisions
DON’T WORK OUT!
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12. #4
[Strategic]
Onboarding
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13. #4
[Strategic] Onboarding
One-size-fits-all Training
24%
of hiring managers
USE HIRING
PROCESS DATA
to inform new hires’
development
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Won’t Fit or Stick
•
Personalize each development plan
to align with employees’ career and
succession planning.
•
Equip managers with the coaching
skills needed to guide employees’
smooth and successful transitions.
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14. LET’S RECAP!
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15. You can
find and retain
employees by:
• Defining the candidate for the FUTURE of your business.
• Choosing assessments that accurately PREDICT behavior.
• Trusting your instincts, but decide with DATA.
• PERSONALIZING onboarding for maximum engagement,
abbreviated ramp-up, and accelerated productivity.
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16. KEEP IN MIND…
Best-in-class talent acquisition separates the
well-performing from the best-performing companies.
Talent acquisition functions—especially recruiting—
drive revenue growth and contribute more to ROI.
Fortune’s 100 Best Companies to Work For
outperformed the S&P 500 8 out of 10 Years
Sources: 2012 BCG/WFPMA proprietary Web survey and analysis.
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