Forte Talent Acquisition Model

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See how Quadrant can deliver internal and external talent reviews which change the game in attracting and retaining talent.

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Forte Talent Acquisition Model

  1. 1. Talent Acquisition November, 2011Talent Optimisation, Acquisition and Performance This document is the property of Quadrant Executive Pty. Ltd. Information contained within the document is confidential to Quadrant Executivel and should not be copied or disclosed to any third party without prior consent. Information contained within the document is to be limited in distribution and disclosure to employees who are directly involved in the project to which the document relates.
  2. 2. About Quadrant Executive At Quadrant Executive our core purpose is to maximise shareholder return through improved capability and strategy execution. ► Quadrant has a systematic approach to maximising return on all of your company investments & benefits realisation ► Quadrant relies upon a proven process & core systems capable of supporting the full investment lifecycle ► Quadrant leads organisations to achieve positive, integrated outcomes through continuous, integrated processes and best-in-class solutions that build the talent and capability required to execute strategy TALENT TALENT TALENT OPTIMISATION ACQUISITION PERFORMANCE 2 Commercial In Confidence
  3. 3. Why Engage Quadrant Executive ► Quadrant provides an integrated, web-based talent attraction, review, selection and calibration solution, and an optional integrated talent engagement solution, that minimises administration and effort to manage and execute TALENTACQUISTION ► We provide an innovative and creative best practice process (Elliot Jacques, Corporate Leadership Council, GE, Lominger, Harvard Business School, Aberdeen Group) providing unmatched objectivity, rigour and thoroughness • Talent reviews and selection processes build your external talent pool • One page Talent Profiles and Development Plans distinguish talent • Capability frameworks specifically aligned to your business requirements • 9 Box positioning with globally benchmarked potential assessments • Pre-qualified and assessed talent pools for you to draw from ► We deliver improved quality of hire, speed and low cost ► A professional services model dedicated to delivering a GREAT experience for both hiring managers and your talent pool ► Our compliant workforce engagement and onboarding solutions minimise risk, save cost and improve performance ► We change the game and build your capability to execute strategy 3 Commercial In Confidence
  4. 4. Forté is the leading integrated, web-based talent assessment and talent pooling solution designed to meet theEnergy and Resources Sector’s need to attract and retain talent. ► Innovative methods to attract and acquire the best talent ► Off-the-shelf capability and behaviour frameworks or frameworks configured to the energy and resources sector ► Interactive Talent Profiles, Development Plans and Succession Plans with real-time calibration capability ► Internal and external talent pooling for critical roles and key talent ► Web-based, simple to use process based on globally benchmarked best practice ► Innovative and cost effective solution that improves your talent acquisition capability BUSINESS BENEFITS TAILORED OR CUSTOMISED FURTHER OPTIONS Cost effective process for Critical  Innovative Talent & succession  Success Profiles for Critical Roles Roles and Key Talent management configured to  Executive Coaching your business Independently benchmarked  Aligned Leadership Workshops & capability, behaviour & potential  Fully customised and Programs assessments integrated with your current Competencies, Behaviours  Talent & Succession Process Design Attract, retain, engage Executives and People Processes and Implementation & Key Talent  Talent Pool creation and  Talent Sourcing – Improved business and individual maintenance owned by you research, headhunt, networking performance and talent mapping Improved time-to-hire  Recruitment Process Improvement 4 Commercial In Confidence
  5. 5. Talent Acquisition Social Media Candidate Job Boards Referral Market Targeted Research & Websites Mapping Scholarship Radio Ads or in Houston Traineeship Global & University Local Web Campaign Search Targeted Networking Advertising Client Referral 5 Commercial In Confidence
  6. 6. Talent Pool Model Energy & Resources Sector Talent Search & Contractor Acquisition Engagement (no temp to perm fee) Executive Search Independent Talent Pool Managed Contractor Contractor 6 Commercial In Confidence
  7. 7. Talent Pool Cost Structure Talent Search & Contractor Acquisition Engagement Blue Collar – Existing or Independent Executive Search Talent Pool Blue Collar - Search Multiple Contractors - Existing 18% Fixed 12%* Fixed 9K + 8% + On-Costs 8% + On-Costs 4-7% ► Fixed fee of 18% of ► 12% fee scaling down ► Talent pool refresh - ► Reduce operational ► Corporate fee of 4% midpoint TEC** to 9% of midpoint $9k per 2 roles placed and administrative (optional cost neutral ► Detailed talent TEC** (depending on ► No temp-to-perm fee costs absorption of profile with volume) after 6 months ► No temp-to-perm fee contractor fee at 3%) behaviour and results ► Detailed talent profile ► Reduce operational after 6 months ► Net cost savings of review with behaviour and and administrative ► Flexible work approximately 5% of ► Globally results review costs arrangements outside payroll benchmarked ► Globally ► Flexible work of Fair Work Act ► Compliance & risk potential assessment benchmarked arrangements outside ► Remuneration linked to mitigation ► Psychometric potential assessment of Fair Work Act increased productivity ► Reduced workforce profiling (with report) ► 3 month guarantee ► Remuneration linked to ► More competitive and overheads ► Development plan increased productivity productive workforce ► Greater motivation ► 6 month guarantee ► More competitive and engagement & productive workforce productivity ► Greater ability to attract and retain talent * Annual Forté access fee of $65K per talent pool ** Midpoint Total Employment Cost (TEC) calculated using 50%ile of AONHewitt General Industry Salary Survey June 2011 7 Commercial In Confidence
  8. 8. Talent Pool Deliverables ► Unbundled resourcing process delivering significant cost savings ► Predictable, professional services cost structure providing certainty and ability to plan ► Improved time-to-fill and quality of hire ► Capability frameworks - generic or tailored specifically to your business ► Talent pool creation and maintenance with dedicated account managers ► Pre-qualified and assessed candidates for you to draw from ► Supplement and enable your succession management strategies to drive bench depth ► Real-time, 24/7, web-based access ► Talent management and engagement solutions 8 Commercial In Confidence
  9. 9. Clients have access to all candidatedata for multiple / future hiring from a targeted talent poolBest practice, objective talent profiling benchmarked against global norm groups Tailored solutions promoting your culture, people processes and resourcing needs Comprehensive, automated and rigorous focus To get started with our web enabled process, we have a single sign-on. Greater cost and quality of hire effectiveness 9 Commercial In Confidence
  10. 10. Assessment of Potential Our Potential Assessment places people horizontally on the 9 Box by benchmarking Ability, Aspiration and Engagement against The Corporate Leadership Council’s research. 10 Commercial In Confidence
  11. 11. Potential Questionnaire An example of the Engagement Questionnaire and resulting graphical presentation. 11 Commercial In Confidence
  12. 12. Assessment of Results Both past performance (previous two years performance appraisals) and future, predicted performance (achievement motivation and cognitive ability) are coupled with an assessment of functional expertise to determine an overall Results Assessment. Future Performance – Global Past Performance – Past 2 Years Functional Skill Cognitive Index Name F09 Achievement Review PURPOSE VISION VALUES To partner with organisations and To become a nationally recognised, Tier 2 Enduring Relationships help them build their capability to provider of specialist search, consulting & Achievement Driven succeed outplacement services within Australasia High Integrity Customer FocusedThis is how we will measure our success… ENGAGE CUSTOMERS BUILD OUR BUSINESS ACHIEVE TOGETHER FINANCIAL OUTCOMES 1. Execute a Well Defined Sales 1. Build a Robust Pipeline 1. Grow & Develop The Team 1 Revenue >$17.5M Strategy • Monthly Pipeline Build >$300K • Deliver On Your Individual 100% • Develop Clearly Defined Sales Aug 10 Development Plan Strategy Aligned to Sales Pipeline • Grow Core Client Base >6 • Engagement Score >Base • Identify New Sales >4 Mth • Consulting Referrals p/week >1 2. Sales & Marketing >10.5M Leads/Prospects • Communicate & Share 100% Revenue • Candidate Touchpoints 6 mthly Information Regularly • Deliver Swing 1 Targets 1 Mth 2. Apply The Resourcing 2. Continually Improve our 2. Develop Customer Adoration 3 Budget Spend <Budget Framework & Process Customer Support • Contribute Constructively to the Aug 10 Development Of QW4T • Attend Weekly Management 100% • Improve Customer Feedback >YAGO Meetings Fully Prepared • Full Application Of QW4T 100% • Effective Follow Up and Support 100% • Become An Expert User & Yes For Candidates and Clients • Formal Customer Feedback On Mthly Custodian Of forte QW4T • Complete the Resourcing Dec 10 Framework & Process 3. Build Enduring Networks & + + Relationships 3. Generate Referrals Into Other 3. Deliver on Operational Plans Quadrant Businesses • Networking Functions Attended >2 p/month • Client Appointments p/week >2 • Cross Business Search Referrals 2 p/month Name • Client Retention 100% • Candidate Interviews p/week >2 Lead • Candidate Retention >80% • Consulting Referrals p/month 1Effective • Client / Candidate Interviews 1 • Customer Engagement Score >YAGO • Join Business Plans Teams F10 Achievement Review p/week 2 Developed(Sales, Marketing, HR & GM) p/month PURPOSEWe will achieve these goals through these key initiatives and actions… VISION Achieve Results Collaborate VALUES With Others Future Performance – Global To partner with organisations and To become a nationally recognised, Tier 2 Enduring Relationships help them build their capability to Key Initiatives succeed Strategic Sales Strategy provider of specialist search, consulting & My Development Plan outplacement services within Australasia Deliver Results Achievement Driven High Integrity Personal Customer Focused Personality Inventory Quadrant Way For Talent Deal With Ambiguity Awareness This is how we will measure our success… ENGAGE CUSTOMERS BUILD OUR BUSINESS ACHIEVE TOGETHER FINANCIAL OUTCOMES 1. Execute a Well Defined Sales 1. Build a Robust Pipeline 1. Grow & Develop The Team 1 Revenue >$17.5M Strategy • Monthly Pipeline Build >$300K • Deliver On Your Individual 100% • Develop Clearly Defined Sales Aug 10 Development Plan Strategy Aligned to Sales Pipeline • Grow Core Client Base >6 • Engagement Score >Base • Identify New Sales >4 Mth • Consulting Referrals p/week >1 2. Sales & Marketing >10.5M Leads/Prospects • Communicate & Share 100% Revenue • Candidate Touchpoints 6 mthly Information Regularly • Deliver Swing 1 Targets 1 Mth 2. Apply The Resourcing 2. Continually Improve our 2. Develop Customer Adoration 3 Budget Spend <Budget Framework & Process Customer Support • Contribute Constructively to the Aug 10 Development Of QW4T • Attend Weekly Management 100% • Improve Customer Feedback >YAGO Meetings Fully Prepared • Full Application Of QW4T 100% • Effective Follow Up and Support 100% • Become An Expert User & Yes For Candidates and Clients • Formal Customer Feedback On Mthly Custodian Of forte QW4T • Complete the Resourcing Dec 10 Framework & Process 3. Build Enduring Networks & Relationships 3. Generate Referrals Into Other 3. Deliver on Operational Plans Quadrant Businesses • Networking Functions Attended >2 p/month • Client Appointments p/week >2 • Cross Business Search Referrals 2 • Client Retention 100% p/month Lead • Candidate Interviews p/week >2 • Candidate Retention >80% • Consulting Referrals p/month 1 Effective • Client / Candidate Interviews 1 • Customer Engagement Score >YAGO p/week • Join Business Plans 2 Teams Developed(Sales, Marketing, HR & GM) p/month Collaborate Achieve With Results We will achieve these goals through these key initiatives and actions… Others Key Initiatives My Development Plan Strategic Sales Strategy Deliver Results Personal Quadrant Way For Talent Deal With Ambiguity Awareness 12 Commercial In Confidence
  13. 13. Assessment of BehaviourA detailedBehaviour andCompetencyreview iscombined withResults todetermine theoverall verticalplacement on the9 Box. 13 Commercial In Confidence
  14. 14. Each individual is placed on the 9 Box . PotentialPrevious Performance Name F09 Achievement Review PURPOSE VISION VALUES To partner with organisations and To become a nationally recognised, Tier 2 Enduring Relationships help them build their capability to provider of specialist search, consulting & Achievement Driven succeed outplacement services within Australasia High Integrity Customer Focused This is how we will measure our success… • Previous 2 years ENGAGE CUSTOMERS BUILD OUR BUSINESS ACHIEVE TOGETHER FINANCIAL OUTCOMES 1. Execute a Well Defined Sales 1. Build a Robust Pipeline 1. Grow & Develop The Team 1 Revenue >$17.5M Strategy • Monthly Pipeline Build >$300K • Deliver On Your Individual 100% • Develop Clearly Defined Sales Aug 10 Development Plan Strategy Aligned to Sales Pipeline • Grow Core Client Base >6 • Engagement Score >Base • Identify New Sales >4 Mth • Consulting Referrals p/week >1 2. Sales & Marketing >10.5M Leads/Prospects • Communicate & Share 100% Revenue • Candidate Touchpoints 6 mthly Information Regularly • Deliver Swing 1 Targets 1 Mth 2. Apply The Resourcing 2. Continually Improve our 2. Develop Customer Adoration 3 Budget Spend <Budget Framework & Process Customer Support • Contribute Constructively to the Aug 10 Development Of QW4T • Attend Weekly Management 100% • Improve Customer Feedback >YAGO Meetings Fully Prepared • Full Application Of QW4T 100% • Effective Follow Up and Support 100% Above • Become An Expert User & Yes For Candidates and Clients • Formal Customer Feedback On Mthly Custodian Of forte QW4T • Complete the Resourcing Dec 10 Framework & Process 3. Build Enduring Networks & Relationships 3. Generate Referrals Into Other 3. Deliver on Operational Plans Quadrant Businesses • Networking Functions Attended >2 p/month • Client Appointments p/week >2 • Cross Business Search Referrals 2 • Client Retention 100% p/month Lead • Candidate Interviews p/week >2 • Candidate Retention >80% • Consulting Referrals p/month 1 Effective • Client / Candidate Interviews 1 • Customer Engagement Score >YAGO p/week • Join Business Plans 2 Teams Developed(Sales, Marketing, HR Solid Achiever Achiever High Achiever & GM) p/month Collaborate Achieve With Results We will achieve these goals through these key initiatives and actions… Others Key Initiatives My Development Plan Strategic Sales Strategy Deliver Results Personal Quadrant Way For Talent Deal With Ambiguity Awareness TargetPredicted Performance • Cognitive Ability • Achievement Performance Motivation Positively Performer Potential Star On Plateaued TargetFunctional SkillAssessmentBehaviour Assessment Below Negatively Passive Vexation Plateaued Target Well Placed Potential Hi Potential 14 Commercial In Confidence
  15. 15. Off-the-Shelf or Tailored Capability Frameworks Drive For Results Capability Framework Example GENERAL DEFINITION Prepared to take the initiative; consistently deliver results and ensure key objectives are met. They have a positive expectancy of success, set their own goals, keep score, take personal responsibility and have high levels of intrinsic motivation. Low levels: dissatisfied with poor performance and drive to achieve goals set for them and improve Moderate levels: demonstrates initiative to go beyond goals set and drives towards higher, world-class goals High levels: intelligently and strategically transform a business for significantly improved results BRIEF DESCRIPTION FULL DESCRIPTION 1 Driven by Goals Focused on and works towards specific goals, such as planned targets, using appropriate process Strives to reach these goals despite obstacles, setbacks, or uncertainty Takes the initiative to ensure key objectives and targets are consistently achieved 2 Drives to Exceed Goals Sets own or team goals with relevant metrics which go beyond normal expectations to new, stretching, or challenging-but-achievable goals or targets Identifies opportunities to exceed goals and works towards them, even under adverse circumstances Determines and examines alternatives, evaluating costs, risks, and benefits for organisation 3 Improves Business Practices for Introduces incremental improvements to process, operations, or practices that Higher Performance Levels improve business performance Knows the numbers and owns the numbers – sets own goals and takes on the goals of others as their own Benchmarks against standards of excellence and continually strives for superior performance 4 Redesigns Business Practices to Introduces substantive improvements to processes, operations, or practices Deliver Breakthrough Results throughout a large portion of the company, complete functional area, or more impacting on the top or bottom line Uses fact-based analysis or external benchmarking to establish new ways of doing things that have delivered a higher level of performance Implements "world class," "best in class," or leading-edge standards that have delivered demonstrable shareholder value or competitive advantage 5 Transforms Business Model for Introduces a new model that successfully transforms an existing business or Enduring High Performance creates a new business, fundamentally changing the way the company or industry operates for the better Creates a new business or technology opportunity that is significantly different or better differentiating the business in the market Creates and implements a world-class best practice, adopted by others, coaches others and creates a climate where this can happen 15 Commercial In Confidence
  16. 16. Behaviour Interview Strategic Sales Planning Strategic Sales Planning GENERAL DEFINITION GENERAL DEFINITION Brings a structured, disciplined and commercial approach to sales planning to the forefront of activity. Prioritises planning which delivers results for today and for tomorrow. Brings a structured, disciplined and commercial approach to sales planning to the forefront of activity. Prioritises planning which delivers results for today and for tomorrow. BRIEF DESCRIPTION FULL DESCRIPTION Needs Development Skilled Role Model 1 Follows detailed sales planning Prioritises planning to establish goals and objectives, scope out difficulties, processes and methodologies plan for task completion, develop schedules, and conduct roadblock management Understands the corporate business Contributes constructively to the Develops new insight and capability Strong knowledge of the market, competitors and their service offering with a plan / department objectives and works corporate business plan / department in sales planning which facilitates the focus on all customer groups, opportunities and threats hard, sometimes in the face of objectives setting goals and measures achievement of the corporate adversity, to achieve outcomes to achieve sales targets objectives and strategy Can articulately paint credible pictures and visions of possibilities and likelihoods anticipating future consequences and trends accurately Structures sales activity to consistently Researches the competition, analyses Plans for the future needs of the meet and sometimes exceed the segments of the market and structures business, able to effectively prioritise standards and expectations of internal sales activity to achieve outstanding resources to deliver results and 2 Makes sales planning an important Understands the corporate business plan / department objectives and works and external customers results harnesses the energy of the business part of day to day work hard, sometimes in the face of adversity, to develop detailed plans to Command of competitors’ products Stays current with best practice, new Imbeds best practice, new achieve outcomes and value propositions, a broad technologies and service offerings that technology and service offerings Structures sales activity to consistently meet and sometimes exceed the knowledge and perspective used to help create a competitive selling building the overall capability of the standards and expectations of internal and external customers highlight and amplify competitive advantage organisation to better serve its Command of competitors’ products and value propositions, a broad advantage customers knowledge and perspective used to highlight and amplify competitive advantage Interview questions: Q: Describe a time when you used a sales planning process that contributed significantly to the corporate or business plan. What did you do 3 Implements and prioritises sales Contributes constructively to the corporate business plan / department and how did it contribute to achieving sales targets? planning as a competitive advantage objectives setting goals and measures to achieve sales targets A: Researches the competition, analyses segments of the market and structures sales activity to achieve outstanding results Stays current with best practice, new technologies and service offerings that help create competitive and breakthrough strategies and plans Q: Tell me how you use sales planning techniques to structure sales activity. Howe have you put that into practice in your current role and what has been the outcome? 4 Introduces best practice sales Develops new insight and capability in sales planning which facilitates the A: planning tools and methodologies achievement of the corporate objectives and strategy Plans for the future needs of the business, able to effectively prioritise resources to deliver results and harnesses the energy of the business Imbeds best practice, new technology and service offerings building the overall capability of the organisation to better serve its customers Q: How do you keep current in your chosen area of expertise? What new ideas have your brought to your current role which have added value and created a selling advantage? 5 Builds the capability of the sales Demonstrates broad functional knowledge and perspective in sales planning A: function through effective strategic across multiple business units, functions and industries planning Can anticipate future consequences and trends accurately, is future orientated and can see ahead clearly Creates competitive and breakthrough strategies and plans to out- manoeuvre the competition strategically 16 Commercial In Confidence
  17. 17. The Talent Pool 17 Commercial In Confidence
  18. 18. The Talent Profile 18 Commercial In Confidence
  19. 19. The Development Plan 19 Commercial In Confidence
  20. 20. Bench Depth 20 Commercial In Confidence
  21. 21. Value Creation Talent Pool Search Contractor Search & Engagement $3,000,000 $400,000 $350,000 $2,500,000 Annual Cost - $300,000 Annual Cost - $2,000,000 Quadrant Quadrant $250,000 $1,500,000 $200,000 Annual Cost - Annual Cost - $150,000 $1,000,000 Agency at 15% Agency at 20% $100,000 $500,000 $50,000 $- $0 10 20 50 100 150 200 1 5 10 15 20 ► Candidates can be added to the talent pool ► Candidates can be added to the talent pool by the client at no cost at no cost ► Annual Forte license of $65K to ► Talent Pool refresh for every 2 roles placed access, establish and maintain the talent pool ► Contractor engagement rate of 8% of payroll ► Reduced ongoing placement rate as volume (plus insurances and on-costs if applicable) increases from 12% down to 9% ► 10-25% agency cost reduction ► 11-26% cost reduction depending on volume ► Statutory cost savings estimated at 5% of payroll ► Significant benefits realised by individual contractors not factored into business case ► Attraction and retention maximised ► Performance improvement estimated at 10% not factored into business case*$85K average package used for both examples 21 Commercial In Confidence
  22. 22. Summary of Outcomes ► Cost Effective Talent Solution ► Cost effective ► Improved quality of hire ► Talent Pooling ► Reduced time-to-fill ► Greater confidence of talent in the market ► External bench and succession planning ► Flexible & Compliant Resourcing ► Tailored to client/ industry sector needs ► Turn on and off ► Savings over traditional agency or labour hire model ► Bench Depth ► Internal talent processes replicated for the external market ► Talent Profiles, Development Plans and Bench Charts 22 Commercial In Confidence
  23. 23. Quadrant Executive – Executing Strategy TALENT TALENT TALENT OPTIMISATION ACQUISITION PERFORMANCE Dean Courtenay Russell Fakira Office: +61 3 9823 2203 Office: +61 3 9823 2200 Mob: +61 417 391 618 Mob: +61 407 913 374 Fax: +61 3 9823 2211 Fax: +61 3 9823 2211 dcourtenay@quadrantexecutive.com.au rfakira@quadrantexecutive.com.au Como Tower Level 8, 644 Chapel Street South Yarra VIC 3141 www.quadrantexecutive.com.au 23 Commercial in Confidence

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