Advance Your Recruiting Career with CEB Insights [Webcast]
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“As a talent professional, you transform people's careers and lives on a daily basis. You're busy helping candidates make their next move, but have you thought about your own? Take your recruiting career to the next level with insights and data from CEB and LinkedIn. You’ll learn what it takes to become a decision influencer and the best recruiter in your field. This presentation covers: ● The fastest growing and most in-demand skills you need to be a top recruiter ● How you can evolve into a strategic talent advisor ● Practical ways to boost your career and stay competitive”
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Advance Your Recruiting Career with CEB Insights [Webcast]
- 1. Advance Your Recruiting Career With CEB Insights
- 2. #hiretowin Advance Your Recruiting Career With CEB Insights Moderator Guest Speaker Esther Lee Cruz Insights & Content Marketing Manager LinkedIn Dion Love Principal Executive Advisor CEB
- 3. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN 44% 44% 35% 79% 21% ■ Attitudes ■ Experiences ■ Skills Sets ■ Development ■ Performance Management ■ Workload ■ Budget ■ Spend ■ Structure ■ Technology Recruiter Profiles Management and Support Infrastructure Source: CEB Recruiter Performance Survey. RECRUITER PROFILES MATTER MOST Relative Impact of Major Recruiting Enablers on Quality of Hire
- 4. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN Differentiating Talent Advisor Capabilities recruiters who currently qualify as Talent Advisors. 19% 15% 15% 33% 48% 52% Process Expert PipelineManager Strategic Advisor Source: CEB Recruiter Performance Survey. MOVE BEYOND PROCESS MASTERY TO STRATEGIC INFLUENCE Relative Impact of Recruiter Capabilities on Recruiter Performance
- 5. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN Challenge 1 What Capabilities Differentiate Talent Advisors? Challenge 3 How can we empower recruiters to use talent advisor capabilities? Challenge 2 How Should We Develop Talent Advisor Capabilities? Achieving Talent Advisor Impact Insight #1 Pipelining and strategic advisory categories impact performance most ACHIEVING TALENT ADVISOR IMPACT
- 6. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN 20% 17% 16% 16% 15% 14% 14% 12% 12% 11% 10% 10% 9% 8% Pipeline Manager Capabilities HiringManager Persuasion Strategic Advisor Capabilities LaborMarket Experience LeadGeneration Source: CEB Recruiter Performance Survey. FirmspecificTalent StrategyKnowledge FirmSpecific BusinessAcumen CandidateAssessment &Selection NeedsDefinition/ JobIntake UnderstandingJob Requirements StrategicSourcing CandidateConversion Web2.0Skills ClientSpecific BusinessAcumen CandidateInteraction GeneralBusiness Acumen HIGH-IMPACT TALENT ADVISOR CAPABILITIES Impact of Talent Advisor Capabilities on Recruiter Performance
- 7. #hiretowin How we define top recruiters • Top 10% of recruiters who impacted candidates through LinkedIn products that were then hired by their company • Product impact includes InMail, profiles viewed, profiles saved • Top 10% among recruiters who impacted at least 1 hire Top recruiters value soft skills Fastest growing skills of top recruiters not listed for average recruiters Source: LinkedIn’s Savvy Recruiter’s Career Guide, (Apr 2015).
- 8. #hiretowin Recruiters don’t always prioritize high impact skills Source: LinkedIn’s Savvy Recruiter’s Career Guide, (Apr 2015).
- 9. #hiretowin Recruiters don’t always prioritize high impact skills Source: LinkedIn’s Savvy Recruiter’s Career Guide, (Apr 2015).
- 10. #hiretowin Fastest growing skills also aren’t high impact Source: LinkedIn’s Savvy Recruiter’s Career Guide, (Apr 2015).
- 11. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN ACHIEVING TALENT ADVISOR IMPACT Challenge 1 What Capabilities Differentiate Talent Advisors? Challenge 3 How can we empower recruiters to use talent advisor capabilities? Challenge 2 How Should We Develop Talent Advisor Capabilities? Achieving Talent Advisor Impact Insight #1 Pipelining and strategic advisory categories impact performance most Insight #2 On the job learning is an under-utilized yet powerful technique
- 12. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN 100 300 75% Formal Training Relative Importance of Learning Methods on Employee Performance Impact of Formal Training and On-the-Job Learning (Indexed) Distribution of L&D Investment by Type of Development Methods Percentage of Total L&D Investment Formal Training Programs 25% On-the-Job Learning ∆ = 3x Source: CEB 2010 Unlocking the Value of On-the-Job Learning Survey. Source: CEB analysis. On the Job Learning UNDERINVESTING IN ON-THE-JOB LEARNING
- 13. #hiretowin© 2015 CEB. All rights reserved. RR2031815SYN Access to Best Practice Scope Expansion Change and Adversity Challenging Relationships Persuading and Teaching Making Difficult Decisions Experiences that demonstrate the right approach to a problem Experiences that increase scope of recruiter responsibilities Situations that build flexibility to adapt to new situations Situations that develop useful relationship building skills Preparation is needed to communicate ideas Cost of making mistakes forces deliberate reflection Hiring Manager Persuasion Key Ideas Source: CEB 2010 Recruiter Performance Survey. HIGH-IMPACT ON-THE-JOB EXPERIENCES FOR RECRUITERS (cont.) Categories of On-the-Job Learning Experiences for Talent Advisor Capabilities ■ Shadowing a lead or executive recruiter in a hiring manager meeting ■ Attending a meeting between the heads of Recruiting and the business ■ Giving the hiring manager an option he/she wouldn’t have considered ■ Owning a requisition considered critical to the organization ■ Working on a requisition with rapidly changing circumstances or requirements ■ Working on a requisition where the hiring manager will not be the new hire’s manager ■ Working with difficult hiring managers ■ Working on a requisition where multiple people have competing views ■ Communicating a difficult decision you made to a hiring manager ■ Giving advice to fellow recruiters on how to persuade an uncooperative hiring manager ■ Defining hiring needs for a new position ■ Deciding whether to push back on a reasonable hiring manager request
- 14. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN Challenges of Real-Life Setting to Build Confidence Advantages of Role-Play Setting to Build Confidence Hiring Manager Scenario Response Uncooperative “I won’t have time to meet about hiring needs.” Persuade the hiring manager to prioritize recruiting “This meeting is critical to ensuring we get you the right hire within your time frame. Can you make room in your calendar for Thursday?” Unrealistic Expectations I only want to see candidates with two advanced degrees.” Explain external market realities “Candidates with those two degrees are extremely rare; it took six months to hire that profile earlier this year.” Rush to Conclusions We have high turnover for the position, so we need to hire three more people to fill the role as soon as possible.” Assess the validity of key hiring manager assumptions “Why are people leaving the position? I think we need to reassess whether we are hiring for the right profile.” ■ Recruiters can take a passive approach to difficult conversations. ■ Recruiters are isolated from others in the same situation. ■ Practice is limited to experience. ■ Feedback is nonexistent or too late in hiring manager surveys. ■ Recruiters must be proactive in approaching difficult conversations. ■ Recruiters learn by seeing peers demonstrate how they approach similar situations. ■ Recruiters get multiple repetitions in one session. ■ Recruiters receive in-the-moment feedback from facilitator. Source: CNA Corporation; CEB analysis. ROLE-PLAY HARD CONVERSATIONS IN A SAFE SETTING
- 15. #hiretowin © 2015 CEB. All rights reserved. RR2031815SYN ACHIEVING TALENT ADVISOR IMPACT Challenge 1 What Capabilities Differentiate Talent Advisors? Challenge 3 How can we empower recruiters to use talent advisor capabilities? Challenge 2 How Should We Develop Talent Advisor Capabilities? Achieving Talent Advisor Impact Insight #1 Pipelining and strategic advisory categories impact performance most Insight #2 On the job learning is an under-utilized yet powerful technique Insight #3 Not all tasks within a requisition require talent advisor capability
- 16. #hiretowin © 2015 CEB. All rights reserved. RR1768615SYN Source: CEB analysis. Functions Value to Organization Recruiter Capabilities Region Deadlines Business Unit Current WorkloadOpportunity to Build Recruiting’s Reputation Hiring Manager Priorities Difficulty of Filling Roles Value to Organization Role Criticality Recruiter Development Opportunity Costs Already Incurred Relationship with Hiring Manager Financial Impact Potential Criteria to Prioritize Resources Organizations That Provide Prioritization Guidance to Recruiters Teams Proficient at Prioritization Recruiting Leaders Struggle to Align Recruiters to Demand Recruiters Struggle to Allocate Time n = 124 recruiting executives, directors, and managers. Source: CEB 2015 Recruiting Efficiency Audit. n = 57 recruiting executives, directors, and managers. Source: CEB 2015 Recruiting Efficiency Audit. 24%39% RECRUITING LEADERS STRUGGLES TO PRIORITIZE
- 17. #hiretowin © 2015 CEB. All rights reserved. RR1768615SYN OVERVIEW CATEGORIZE PRIORITIZE RESULTS Requisition: Cyber Intelligence Analyst Recruiting Process Stage Situations Requiring Consultative Capabilities Needs Analysis Challenging hiring manager Unrealistic expectations Unresponsive Difficult to communicate with/understand Located remotely Vague or complex role requirements Recruiter is unfamiliar with business unit Sourcing Scarcity of talent Uniqueness of role Hard-to-sell role Exhausted talent pools/networks Reduced number of sourcing channels available Assessment and Selection Recruiter/hiring manager unable to join interviews/critical assessment activities Candidate location Role difficult to assess Conversion Unfamiliar with labour market Unable to offer competitive package Overall Business Context Must be filled quicker than usual Role carries high visibility within the organization Role has experienced high turnover previously Checking several boxes in one section means that recruiters will need to draw on more consultative capabilities related to that section. Prioritizing requisitions by complexity ensures that recruiters are not distracted by vocal hiring managers, and allows them to make the best use of their time at each stage of the process. Urgency The more boxes checked, the more the requisition should be prioritized. Source: Lockheed Martin; CEB analysis. PRIORITIZE REQUISITIONS BY COMPLEXITY Lockheed Martin Helps Recruiters Prioritize How They Use Strategic, Consultative Capabilities Lockheed Martin’s Prioritization Table; Illustrative
- 18. #hiretowin © 2015 CEB. All rights reserved. TR2484615SYN ACTIONSIMPERATIVES Not all tasks within a requisition require talent advisor capability On-the-job learning is an under- utilized yet powerful technique Pipelining and strategic advisory categories impact performance most INSIGHTS I will achieve talent advisor impact ACHIEVING TALENT ADVISOR IMPACT
- 19. #hiretowin © 2015 CEB. All rights reserved. TR2484615SYN INSIGHTS ACTIONSIMPERATIVES Prioritize tasks that require talent advisor capability to optimize impact Develop capabilities real-time through on-the-job learning Pipelining and strategic advisory categories impact performance most I will achieve talent advisor impact through focusing on capabilities beyond process, developing them on-the-job, and prioritizing where I use them. Not all tasks within a requisition require talent advisor capability On-the-job learning is an under- utilized yet powerful technique Focus development on capabilities beyond process ACHIEVING TALENT ADVISOR IMPACT
- 20. #hiretowin © 2015 CEB. All rights reserved. TR2484615SYN INSIGHTS IMPERATIVES ACTIONS Pipelining and strategic advisory categories impact performance most Prioritize tasks that require talent advisor capability to optimize impact I will achieve talent advisor impact through focusing on capabilities beyond process, developing them on-the-job, and prioritizing where I use them. My plan to do that right now is to… Not all tasks within a requisition require talent advisor capability Develop capabilities real-time through on-the-job learning On-the-job learning is an under- utilized yet powerful technique Focus development on capabilities beyond process Assess my Talent Advisor Capabilities Created a Focused Development Plan Select High Impact Development Experiences Understand Business Priorities Strengthen my Hiring Manager Partnership Sharpen my Ability to Determine Hiring Needs Refine my Sourcing Techniques ACHIEVING TALENT ADVISOR IMPACT
- 21. #hiretowin Download our free career guide today https://lnkd.in/careerguide
Editor's Notes
- Hello everyone! We are thrilled to introduce today’s webcast titled, “Effective Recruiting Strategies That Attract Extraordinary Talent”. Before we introduce today’s speakers, we would like to first go through some house keeping items.
- - Dion Love may be familiar to those of you who are members of CEB Recruiting Leadership Council
- [Esther] Hello everyone. Thank you so much for joining us for today’s topic on “, “Effective Recruiting Strategies That Attract Extraordinary Talent” My name is Esther Cruz and I am your moderator for today. [INSERT BIO HERE – Focus on SMB highlights and experience so you can tie in relevance to the audience]. I am thrilled to introduce Lou Adler, CEO and Founder of The Adler Group. [Lou] Thank you, Esther. It’s great to be here. My name is Lou Adler and … [INSERT BIO HERE].