The document outlines 7 ways to make hiring talent less complicated: 1. Communicate clearly with all stakeholders including candidates, hiring managers, and recruiters. 2. Educate stakeholders on the hiring process, roles, expectations, and how to hire effectively. 3. Attract candidates through an authentic employment brand strategy using all relevant channels. 4. Engage candidates throughout the process and disengage respectfully when not moving forward. 5. Facilitate stakeholder involvement and manage the hiring execution well with a candidate-focused process. 6. Increase recruiters' capabilities to think and act like sales professionals in attracting and engaging talent. 7. Ensure great execution through accountability,

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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

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• 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

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• 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

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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!

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• Communicate
• Educate
• Attract
• Engage / Disengage
• Facilitate
• Increase Capability
• Execution
7 ways to make hiring talent less complicated

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• 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

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• 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

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• 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

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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

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• 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

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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)

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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

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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)

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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

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Questions?