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7 Ways to Make Hiring Talent less Complicated
Joe Minaudo and Charlene Gatenby
hrpa.ca/AC2016
#HRPA2016
2
Who Are We?
Joe Minaudo
Practice Leader, Strategy &
Transformation
@aTalentCompany
#HRPA2016
www.thetalent.co
@JoeMinaudo
3
Who Are We?
Charlene Gatenby
Director, Human Resources
@CGI_Global
#HRPA2016
www.cgi.com
4
• Understanding the changing dynamics of Talent Acquisition
• Breaking down the complexity in attracting talent
• 7 ways to make hiring talent less complicated
• The business case for a more focused Talent Acquisition
function
• How to keep your business stakeholders on side
What We Will Be Discussing In This Session
5
• Old is New
• The challenge is no longer finding candidates but rather
engaging and closing candidates
• Recruitment is now about influencing and selling
• Omni-Channel approach to employment branding
• Experienced, later stage career hires
• Networking as a potent recruitment tool
Understanding the Changing Dynamics of
Talent Attraction
6
Breaking Down the Complexity in Attracting Talent
Recruiters = Customer Service
Candidates = Customers
Hiring Manager = Customer Support
Sourcers = Market Research & Sales
Employment Brand = Marketing
Looking at Talent Acquisition like
its a Business
• A career opportunity is a product or
service you are selling
• Be different
• Interviews are the customer experience
• Best customers/candidates come from
word of mouth (referrals)
• Drive down your marketing/acquisition
costs with happy “customers”
• Treat customers/candidates well and
they will return!
7
• Communicate
• Educate
• Attract
• Engage / Disengage
• Facilitate
• Increase Capability
• Execution
7 ways to make hiring talent less complicated
8
• Employment Value Proposition – What do you offer?
• Setting the stage – Engage your HR partners and business
stakeholders early
• Develop a communication plan
– With the business, with candidates, with recruiters
• Messaging through channels
• Keep the “Candidate Voice” top of mind
Communicate
9
• Explain how the hiring process works, role accountability and
what is to be expected
• Educate your hiring managers on how to make the best
quality hires
• Educate your recruiters – don’t assume they know the best
way to hire for your organization
• Educate yourself – look at your metrics, ATS and candidate
feedback online
Educate
10
• Plan early with a candidate focused Brand strategy
• Being authentic is key!
• Consider all of the ways a candidate connects with your
organization
• Attracting candidates is not about fancy career sites and social
channels
• Remember to listen and adjust
• Referrals are still your best source for candidates!
Attract
11
Business
Engage / Disengage
Engage
Disengage
HR Partners Candidate
• Be prepared
• Set expectations
• Outline obstacles
• Communicate
often
• Anticipate
involvement
• Provide data
• Communicate
often
• Know your value
• Alignment with HM
• Be authentic!
• Communicate
often
• Lack of
communication
• Little to no results
• Lack of
communication
• Lack of partnering
• Value proposition
is weak
• Lack of
communication
12
• Talent Acquisition is about facilitating stakeholder
involvement and managing the execution well
• Plan ahead and think about every touch point and interaction
• Process must be candidate – not company focused
• Be consultative with Hiring Manager’s
• Think continuous improvement – this is a marathon, not a
race!
Facilitate
13
Increase Capability
• Recruiters need to think and act like a sales professional
• They need to better develop their sales capability
• Sales professionals learn about their market and clients
before starting the process
• Reduce time to hire with Talent Mapping & Pipelining
• Work your ATS (Recruitment) with a Sales focus (CRM)
14
Execution
• Great execution is about all stakeholders doing their part!
• Its about being accountable and following through
• Where the value of a strong process and communication plan
come together
• Candidates accept offers when you execute to plan
• Candidates become strong ambassadors of your brand when
you execute well
15
Business Case for a more focused Talent
Acquisition function
• Starts with understanding your business strategy
• Understand the limitations
• Build your network of resources (internal & external)
• Define the budget needed
• Set and sell your vision (business support)
• Celebrate your successes (ROI)
16
In Summary…
• Talent Acquisition requires multiple participants doing their
part
• All programs, processes and capabilities should centre around
the candidate
• Recruiting for talent is more about selling and engaging
candidates
• Communicate and then communicate some more…
• Educating will remove the ambiguity
17
Questions?

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7 Ways to Make Hiring Talent Less Complicated

  • 1. 1 7 Ways to Make Hiring Talent less Complicated Joe Minaudo and Charlene Gatenby hrpa.ca/AC2016 #HRPA2016
  • 2. 2 Who Are We? Joe Minaudo Practice Leader, Strategy & Transformation @aTalentCompany #HRPA2016 www.thetalent.co @JoeMinaudo
  • 3. 3 Who Are We? Charlene Gatenby Director, Human Resources @CGI_Global #HRPA2016 www.cgi.com
  • 4. 4 • Understanding the changing dynamics of Talent Acquisition • Breaking down the complexity in attracting talent • 7 ways to make hiring talent less complicated • The business case for a more focused Talent Acquisition function • How to keep your business stakeholders on side What We Will Be Discussing In This Session
  • 5. 5 • Old is New • The challenge is no longer finding candidates but rather engaging and closing candidates • Recruitment is now about influencing and selling • Omni-Channel approach to employment branding • Experienced, later stage career hires • Networking as a potent recruitment tool Understanding the Changing Dynamics of Talent Attraction
  • 6. 6 Breaking Down the Complexity in Attracting Talent Recruiters = Customer Service Candidates = Customers Hiring Manager = Customer Support Sourcers = Market Research & Sales Employment Brand = Marketing Looking at Talent Acquisition like its a Business • A career opportunity is a product or service you are selling • Be different • Interviews are the customer experience • Best customers/candidates come from word of mouth (referrals) • Drive down your marketing/acquisition costs with happy “customers” • Treat customers/candidates well and they will return!
  • 7. 7 • Communicate • Educate • Attract • Engage / Disengage • Facilitate • Increase Capability • Execution 7 ways to make hiring talent less complicated
  • 8. 8 • Employment Value Proposition – What do you offer? • Setting the stage – Engage your HR partners and business stakeholders early • Develop a communication plan – With the business, with candidates, with recruiters • Messaging through channels • Keep the “Candidate Voice” top of mind Communicate
  • 9. 9 • Explain how the hiring process works, role accountability and what is to be expected • Educate your hiring managers on how to make the best quality hires • Educate your recruiters – don’t assume they know the best way to hire for your organization • Educate yourself – look at your metrics, ATS and candidate feedback online Educate
  • 10. 10 • Plan early with a candidate focused Brand strategy • Being authentic is key! • Consider all of the ways a candidate connects with your organization • Attracting candidates is not about fancy career sites and social channels • Remember to listen and adjust • Referrals are still your best source for candidates! Attract
  • 11. 11 Business Engage / Disengage Engage Disengage HR Partners Candidate • Be prepared • Set expectations • Outline obstacles • Communicate often • Anticipate involvement • Provide data • Communicate often • Know your value • Alignment with HM • Be authentic! • Communicate often • Lack of communication • Little to no results • Lack of communication • Lack of partnering • Value proposition is weak • Lack of communication
  • 12. 12 • Talent Acquisition is about facilitating stakeholder involvement and managing the execution well • Plan ahead and think about every touch point and interaction • Process must be candidate – not company focused • Be consultative with Hiring Manager’s • Think continuous improvement – this is a marathon, not a race! Facilitate
  • 13. 13 Increase Capability • Recruiters need to think and act like a sales professional • They need to better develop their sales capability • Sales professionals learn about their market and clients before starting the process • Reduce time to hire with Talent Mapping & Pipelining • Work your ATS (Recruitment) with a Sales focus (CRM)
  • 14. 14 Execution • Great execution is about all stakeholders doing their part! • Its about being accountable and following through • Where the value of a strong process and communication plan come together • Candidates accept offers when you execute to plan • Candidates become strong ambassadors of your brand when you execute well
  • 15. 15 Business Case for a more focused Talent Acquisition function • Starts with understanding your business strategy • Understand the limitations • Build your network of resources (internal & external) • Define the budget needed • Set and sell your vision (business support) • Celebrate your successes (ROI)
  • 16. 16 In Summary… • Talent Acquisition requires multiple participants doing their part • All programs, processes and capabilities should centre around the candidate • Recruiting for talent is more about selling and engaging candidates • Communicate and then communicate some more… • Educating will remove the ambiguity

Editor's Notes

  1. A customer centric approach to Talent Acquisition