Talent acquisition is critical for future company success and has a high business impact. Attracting and retaining talent is a top priority of competitors. It is not just an HR function but a major concern of CEOs as a company's reputation as an employer defines its market position. Every step of the talent acquisition process can positively or negatively brand the company. Different vacancies and candidates require tailored approaches. Younger generations are already in the workforce and want jobs providing meaning and transparency about business plans. High performers know their worth and seek performance-based compensation. Personal referrals are a preferred source of jobs for Generation Y. Technology enables new recruiting methods but business remains about people. Thinking beyond traditional boundaries can open opportunities regarding skills, locations

1. Steven De Poortere
Amon Breakfast Session – Oct 2012

3. Talent acquisition =
Critical for the future success of your
company.
Recruiting is the HR function
that has the highest business 1
impact.

4. Attracting and keeping talent is top priority
of most of your competitors
2

5. It’s not just an HR thing. It’s a CEO’s major
concern.
3

6. Your reputation as an employer defines
your position in the market.
Every action taken during
the talent acquisition process has
the potential to brand 4
your company positively or
negatively

9. 95% vs. 43%

10. Start with the end in mind. Plan and act
accordingly – iterate – iterate – iterate …
5

11. Different types of vacancies / candidates
require different approaches
6

12. The future is already here.
Digital natives are already on the labour
market
7

14. iWhy? – the importance of making sense
Does your current employment provide you
with a sense of “meaning” ?
(% Yes by generation, Kelly Global Workforce Index)
Gen Y Gen X Babyboom 8
YES - YES - YES -
47 49 48
NO - NO - NO -
53 51 52

15. Try to understand. Not to be.
9

16. ...because you can’t

17. Being authentic as a person…
… a team … a company
Share the reality
10

20. Creating a personal story
“People will forget what you said, people will forget what you did,
but people will never forget how you made them feel” (Maya Angelou)
11

21. Make it digital
12

22. Goal setting: identify priorities new hires
need to accomplish – in their first 3
months, 6 months and year.
What will they be able to accomplish?
- A Job?
- A Career?
13
- A Calling?

23. What’s in it for me?
Prospective hires want to know what’s
expected + what they can expect in return
Address the personal + professional goals
14
(challenging projects, future responsibilities,..)

24. The fair deal
Transparency is essential. High value candidates
will demand your openness about your business
plans, financial stability,…
15
Do not over promise. You can never produce.

26. Pay for performance culture
High performers know their worth:
in fast changing markets, highly skilled professionals
know it’s imperative to capitalize
on their career & compensation options
Link employee performance and its impact
to the organisation’s business goals 16
The outcome?
> Direct impact on ownership /engagement

27. It’s more than a pay check
17

28. Engage the network
Generation Y prefer network referrals as first
source of job opportunity
 Invest in building engaged communities
 The most succesfull tool ?
Person-to-person networking
(Right Management US: 60000 jobseekers:
3 years: personal networking: 41%,
18
jobboards 25%)
 The informal network is also a first selection tool

29. Engage technology
… but business will always be about people
… and it’s working both ways
(deep search engine, mobile recruiting,
crowd sourcing…)
19

30. Candidate control is a myth !
20

31. Thinking beyond traditional boundaries
Skill or attitude
Location
Gender Age Careerpath
Nationality 21
Flexible jobs
Temp workforce

32. Shorter & faster careers
Think of careers in terms of 3 – 6 years
Peaking earlier
22

33. Great people will not be ready
To join you just when you
want them to …
23

38. Don’t forget: focus on developing the
succes of the current workforce
24

39. How can we become
a good company
to work for?
25

40. >> BE A GOOD COMPANY <<
Starting now
321

42. Steven De Poortere
sdp@amon.be
@sdepoortere
+32 (0)478 24 26 77
www.amon.be