The document outlines the evolving landscape of talent acquisition, highlighting the importance of a cultural shift among recruiters and the integration of technology in the process. It discusses the impact of economic and social factors on hiring practices, emphasizing constant communication and quality candidate sourcing. Various tools and technologies essential for optimizing talent management are also detailed, promoting strategic alignment with business objectives.

1. Talent Acquisition Software
Lifecycle 2011
Presented by
Elaine Orler
Talent Function Group, LLC

2. Agenda
 Setting the Stage
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 Defining the Landscape
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3. Acquisition + Retention = Talent Management
Speed of the Business
Sourcing/
Attraction
Speed of the Market
Retention
Recruiting Mobility
Performance
Succession

4. 2. Cultural Driver: Recruiter Role
Culture
Talent • Changing what work needs to be done
• Changing how work is completed Talent
Scout • Changing where work is done
• More hours, less pay have become the Strategist
norm
• Cost cutting vs. Revenue generating
• Aligns the efforts
• Specialized, targeted • General area of
within the overall
discipline
• Variable processes business
based on type of • Consistent process for
• Understands broad
talent identifying talent
resource objectives,
• Few qualified active • Harvest candidates needs and gaps
candidates – stronger from broad categories
• Expert in pinpointing
sourcing efforts of qualified resumes/
the need and the
profiles
• Strong social sourcing plan
networking, • Strong relationship
• Strategic alignment of
relationship building with line mgmt for
talent across the
with external talent continuous recruiting
business

5. Forces Impacting Talent Acquisition
4. Social 1. Economy
• Constant communication (positive/ • Changes in the business sales
negative) • Changes in business direction
• Destination preferences and collaboration Economy • Changes the resources to your customers
• Transparent = trust • Changes the customers’ expectations
• All about the ‘me’ around costs and experience
Social
Talent Culture
Acquisition
3. Technology 2. Culture
• Changing how we communicate • Changing what work needs to be done
• Changing how we position the business Technology • Changing how work is completed
• Changing the way we live • Changing where work is done
• Making it difficult to be on the cutting • More hours, less pay become the norm
edge and stay ahead of everyone else • Cost cutting vs. Revenue generating

6. Defining the Landscape

7. Relationship as a Baseline
Social Media Defined….7

8. Recruiting Technology Defined…..
Video
Online Assessments
Mobile Applications

9. Human Capital Management (HCM)
Job Posting
Career
Mobile
Portal
Workforce Succession
CRM
Planning Planning
Perform.
Video ATS
Mgmt
Internal Learning
Interview
Mobility Mgmt
On-
Comp
boarding
HRMS
Benefits Payroll

10. Talent Management (TMS)
Job
Posting
Career
Mobile
Portal
Workforce Succession
CRM
Planning Planning
Perform.
Video ATS
Mgmt
Interview Internal Learning
Mobility Mgmt
On-
Comp
boarding
HRMS
Benefits Payroll

11. Applicant Tracking (ATS)
Job Posting
Mobile Career Portal
Workforce Succession
CRM Planning
Planning
Perform.
Video ATS Mgmt
Internal Learning
Interview
Mobility Mgmt
On-boarding Comp
HRMS
Benefits Payroll

12. Candidate Relationship Management (CRM)/Sourcing
Job
Posting
Career
Mobile
Portal
Workforce Succession
CRM
Planning Planning
Perform.
Video ATS
Mgmt
Internal Learning
Interview
Mobility Mgmt
On-
Comp
boarding
HRMS
Benefits Payroll

13. Emerging Categories
Social Marketing
Job Predictive
App’s Analytics
Posting
Career
Mobile
Portal
Workforce Successio
CRM
Plan n Plan
Perform.
Video ATS
Mgmt.
Internal Learn
Interview
Mobility Mgmt.
Dynamic
Onboard Comp
Schedules
HRMS
Benefits Payroll

14. Survival of the Fittest

15. Questions?
Thank you!
info@ elaine.orler@
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