The document discusses the significance of effective talent acquisition and management in enhancing business performance, emphasizing that talent is more valuable than capital. It highlights the challenges faced in traditional recruitment methods and suggests an agile, candidate-focused approach using social networking and improved processes to address these issues. Key performance indicators for successful acquisition include reduced time and cost per hire, improved employer branding, and sustained business growth.

1. Effective and Efficient Talent Acquisition & Management Paul Senior Managing Director Mobile 07795 487 405 Telephone 0113 390 6033 Facsimile 0113 390 6100 Email [email_address] www.yourbrief.com http://www.linkedin.com/in/paulsenior "Business value delivered to your business quickly and effectively."

2. Talent Acquisition & Management Acquisition is the most important part of your talent management process Successful acquisition is explicitly linked to business performance ‘ Long term’ is not strategic – only alignment with business strategy is strategic

3. What do we mean by… Talent – The right people, in the right place at the right time.. Talent Acquisition & Management – the strategic management of the flow of talent into, through and out of the organisation.

5. Does your CEO Believe? That "talent is more valuable than capital” - Talentism That its the talent that differentiates the business not: The products The customer service The price These are all consequences of talent That it is talent that gains competitive advantage

6. Some facts… A lack of Talent is the #1 reason for business failure 72% of HR Directors feel they make a strategic contribution to their business Only 46% of CEO’s agree

7. Acquisition KPI’s Reducing time to hire Reduced cost per hire Improved employer brand Reduced sourcing costs Direct hires increased CEO KPI’s Sustained and steady top-line growth Consistent execution of strategy by top management Customer loyalty and retention Profit growth Product innovation

8. Traditional Approach Complex, ‘because we do’ mentality Time-to-hire several months Employer focus Black Box Not Agile

9. Typical issues… No talent pool, every vacancy starts from 0 Difficult to attract high quality candidates Application process not clear to candidates Lack of control over steps in recruitment process Time consuming administrative processes Internal mobility weak due to lack of transparency of internal job opportunities

10. How to tackle these issues… Align experience with channels Spend time on quality rather than quantity Reduce administrative workload, control over process Facilitate HR, Recruitment and Business Managers Gather management information

11. Your Brief Approach Candidate focus Social networking Jerry McGuire Linkedin Transparency Reduced response time Real-time, on demand Time-to-hire shortened drastically Online recruitment Agile & Knowledge based approach