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The FIRM & eSift: Building Effective Talent Recruitment Strategies

The FIRM in partnership with eSift address relevant and current challenges faced by senior in-house recruitment & HRD professionals. Led by Freelance Strategist, Coach and Consultant, ex-HRD and Lead Tutor for the CIPD’s HRBP programme Giles O’ Halloran, who will focus on effective strategy development and implementation.
Focussing on the following key stages: • Strategy definition and development using models such as PESTLEE/ STEEPLE and strategy analysis using the SWOT/ TOWS frameworks • Strategy sense check - aligning to the business strategy, Porters 5 Force Analysis and using the McKinsey 7S Model • Designing & Implementing Strategy - the importance of simplicity, impact and making it happen

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The FIRM & eSift: Building Effective Talent Recruitment Strategies

  1. 1. Building Effective Recruitment & Talent Strategies
  2. 2. Who is this Giles O’Halloran … As a table gain consensus on: • My Educational Background? • My Work? • My Chosen Sport? • My Favourite Team? • Anything else … ?
  3. 3. Foundations: The Recruitment Process Exercise
  4. 4. You need to build from a Foundation … • An effective Recruitment Framework • Legal and ethical framework • An effective + engaged team • Effective communication • Understanding expectations • Trained assessors and interviewers
  5. 5. What is ….
  6. 6. What is Strategy..? • 3 possibilities from a plethora: • “A plan of action designed to achieve a long term aim or overall aim.” • “The direction or scope of an organisation over the long term: which achieves advantage for the organisation through its configuration of resources within a challenging environment, to meet the needs of the markets and to fulfil stakeholder expectations.” • “A high level plan to achieve one or more goals under conditions of uncertainty.” • Next question - What is the Business Strategy? What is Talent? Define & Align
  7. 7. Source: SlideShare Where does Strategy sit?
  8. 8. McKinsey’s 7 S Model – Strategic Value + Context Source – Strategic Management Insight
  9. 9. Strategic HR Management Model Source: Differencebetween.com
  10. 10. Source - MyAssignmentHelp Strategic Human Capital Planning
  11. 11. Strategic Integration – Vertical + Horizontal Business Strategy Business Objectives HR Strategy Relations Reward L&DResourcing Vertical Integration Horizontal Integration Finance SalesOperations Source: CIPD
  12. 12. Effective Recruitment – Context - defined by … • Right People • Right Competencies • Right Place • Right Time • Will vs Skill • Experience vs End Result • Now vs Future • Cost Effective + Efficient
  13. 13. So where is the Organisation… … And where is it going?
  14. 14. Key Consideration ‘...The future is already here, it’s not very evenly distributed...’ - William Gibson, 1993 • Different Sectors • Different Timelines • Different Channels • Different People
  15. 15. Another Change Curve “The Diffusion of Innovation” Rogers, 1962
  16. 16. • POLITICAL • ECONOMIC • SOCIAL • TECHNOLOGICAL • LEGAL • ENVIRONMENTAL • ETHICAL PESTLEE Analysis (External Scanning)
  17. 17. SWOT Analysis – (Internal & External) • Strengths • Weaknesses • Opportunities • Threats Source: Canvanizer
  18. 18. Source - MindTools Other Options: Porter’s 5 Forces
  19. 19. Group Discussion: • Choose an organisation from those around the table • Share your Recruitment/Talent situation • Conduct a PESTLEE and SWOT Analysis
  20. 20. Recap What have we learned and what do we need to consider ..?
  21. 21. So what now/next –What/How/When?
  22. 22. Plan what might happen - Scenario Planning Source - MBASkool
  23. 23. Plan the journey - Roadmapping Source - AcqNotes
  24. 24. Plan Objectives + Outcomes - SMARTER Source: Google
  25. 25. Measure the Outcome – ROI + ROE • ROI – Return on Investment: • Measure the inputs versus outcomes – cost vs. revenue • Cost Benefit Analysis • Level of Profit – Productivity – Engagement etc. • ROE – Return on Expectations: • Change behaviours • Invisible benefits • Reducing cost • Measures & Metrics = Analytics
  26. 26. Phillips Model – ROI from the ROI Institute
  27. 27. What we can measure = The Tip of the iceberg RECRUITMENT FEES ADVERISTING FEES JOB POSTING COSTS HIRING PROCESS TIME CONVERSION RATES WRITING BUSINESS CASES WRITING JOB DESCRIPTJON WRITING PERSON SPEC JOB AD CREATION JOB POSTING SOCIAL MEDIA TELEPHONE INTERVIEWIING TIME MANAGEMENT INTERVIEWING TIME CANDIDATE ASSESSMENT CANDIDATE SELECTION FEEDBACK TIME OFFER NEGOTIATION OFFER PACK GENERATION ONBOARDING COSTS INDUCTION COSTS PROBATION PERIOD COSTS
  28. 28. Actions to think about now + going forward = ACTION PLANNING • Employer Brand • Platforms/Applications • Access to Talent • Compelling Storytelling • Campaign Management • Sourcing Options/Blend • Capacity + Capability • Meeting/exceeding expectations • Meaningful Content • Budgets & Spend • Mobile Compatibility • Data = insights + analytics • Candidate Experience • Candidate Engagement • Effective Marketing Material • Easy Access + Process KISS …?
  29. 29. Strategic Resourcing Social NetworksPrivate Networks Alumni Work Brokerages Employees Micro-Workers Freelancers Temps FTCs FTE Contractors Business Networks PartnersSuppliers Volunteers Organisation Profiles
  30. 30. Slide no: 32 Future Recruitment Social Human Mobile Technology Evolving
  31. 31. Slide no: 33 Exercise – Creating the Strategy
  32. 32. My Strategy …
  33. 33. Lessons Learned & Wash Up What have you learned …? Met Expectations…? Food for Thought…? Let’s prepare some actions and commit to them
  34. 34. Giles O’Halloran • Email: go2gilesohalloran@gmail.com • Twitter: @GilesOHalloran • LinkedIn: Look me up! 

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  • AngelaFasciani

    May. 1, 2017
  • ShaGold1

    Nov. 10, 2020
  • KirtiLadAssocCIPD

    Jan. 4, 2021

The FIRM in partnership with eSift address relevant and current challenges faced by senior in-house recruitment & HRD professionals. Led by Freelance Strategist, Coach and Consultant, ex-HRD and Lead Tutor for the CIPD’s HRBP programme Giles O’ Halloran, who will focus on effective strategy development and implementation. Focussing on the following key stages: • Strategy definition and development using models such as PESTLEE/ STEEPLE and strategy analysis using the SWOT/ TOWS frameworks • Strategy sense check - aligning to the business strategy, Porters 5 Force Analysis and using the McKinsey 7S Model • Designing & Implementing Strategy - the importance of simplicity, impact and making it happen

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