Paul Ryder, Write Research and Kate Harper, CEH Workforce Solutions
'Workforce Horizons – Resourcing Challenges In Attracting, Developing, Retaining and Deploying Talent in Tomorrow’s Workforce.'
A thought provoking presentation which summarises the findings of a recent qualitative research project conducted amongst senior HR & Resourcing professionals that looks ahead to the challenges that will face resourcing professionals in tomorrow’s workforce and asks what should we be doing today to prepare for such eventualities.
#FIRMday London 23 April 2015 - Paul Ryder & Kate Harper, Write Research Grou...Emma Mirrington
Paul Ryder, Capita’s Write Research and Kate Harper, CEH Workforce Solutions discuss
‘Workforce Horizons - Resourcing Challenges In Attracting, Developing, Retaining and
Deploying Talent in Tomorrow’s Workforce.’ A thought provoking presentation which
summarises the findings of a recent qualitative research project conducted amongst senior
HR & Resourcing professionals that looks ahead to the challenges that will face resourcing
professionals in tomorrow’s workforce and asks what should we be doing today to prepare for
such eventualities.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
A personal view of Talent Aquisition Trends Ahmad Hassan
I had the pleasure of recently addressing a group of HR leaders who were interested in hearing my views on Talent Acquisition trends. Attached is a "read along" version of my presentation. Comments and reactions welcome
#FIRMday London 23 April 2015 - Paul Ryder & Kate Harper, Write Research Grou...Emma Mirrington
Paul Ryder, Capita’s Write Research and Kate Harper, CEH Workforce Solutions discuss
‘Workforce Horizons - Resourcing Challenges In Attracting, Developing, Retaining and
Deploying Talent in Tomorrow’s Workforce.’ A thought provoking presentation which
summarises the findings of a recent qualitative research project conducted amongst senior
HR & Resourcing professionals that looks ahead to the challenges that will face resourcing
professionals in tomorrow’s workforce and asks what should we be doing today to prepare for
such eventualities.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
A personal view of Talent Aquisition Trends Ahmad Hassan
I had the pleasure of recently addressing a group of HR leaders who were interested in hearing my views on Talent Acquisition trends. Attached is a "read along" version of my presentation. Comments and reactions welcome
Building Capability 2012 - The Standard Model of RecruitmentEmma Mirrington
Andy Dolby from Write Research challenges our notions of the Standard Model of Recruitment in his key note session at our Building Capability Conference 2012
Finding and retaining the right talent has always been difficult. Gen Y has additional demands on the workplace, which today's employers may not be aware of. The situation in Singapore for many business owners seems to be especially difficult, as talent is scarce, people seem to be constantly demanding, and it becomes more and more difficult to obtain foreign talent.
This presentation discusses some of the possible strategies and provides a few tips for SME's and Business Owners to hire and retain the talent they are looking for.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Beyond Reimbursement: Education Assistance as a Talent Management ToolHuman Capital Media
Does your tuition assistance program actively support your talent strategy? In too many organizations tuition assistance is merely a passive employee benefit, and leaders spanning learning and development, human resources and workforce planning have much to gain from changing that.
Join this webinar for practical tips on leveraging tuition assistance to advance your L&D and talent management goals. Presenters Mark Ward and Jessica Kaplan will draw from EdAssist's experience working with hundreds of large employers to share best practices for designing a strategic and impactful program.
By attending, you'll learn how education assistance can help you:
Accelerate the development journeys of future leaders
Cultivate employee engagement from day one on the job
Encompass competencies, non-degree learning and other learning trends
Reinforce learning as a process, not an event
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
Talent Acquisition Trends: Strategies for Success Cielo
As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers.
This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
How artificial intelligence is revolutionizing learning and development pract...Charles Cotter, PhD
How artificial intelligence is revolutionizing and disrupting learning and development practices throughout the ADDIE value chain - analysis, design, development, delivery and evaluation
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
Agility within Resourcing - The FIRM and eSift business breakfast outputsEmma Mirrington
We are delighted to present the outcomes of our first regional
business breakfast held in partnership with eSift. The conversations centred around agility within resourcing and the outputs of the session can be found here
Building Capability 2012 - The Standard Model of RecruitmentEmma Mirrington
Andy Dolby from Write Research challenges our notions of the Standard Model of Recruitment in his key note session at our Building Capability Conference 2012
Finding and retaining the right talent has always been difficult. Gen Y has additional demands on the workplace, which today's employers may not be aware of. The situation in Singapore for many business owners seems to be especially difficult, as talent is scarce, people seem to be constantly demanding, and it becomes more and more difficult to obtain foreign talent.
This presentation discusses some of the possible strategies and provides a few tips for SME's and Business Owners to hire and retain the talent they are looking for.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Beyond Reimbursement: Education Assistance as a Talent Management ToolHuman Capital Media
Does your tuition assistance program actively support your talent strategy? In too many organizations tuition assistance is merely a passive employee benefit, and leaders spanning learning and development, human resources and workforce planning have much to gain from changing that.
Join this webinar for practical tips on leveraging tuition assistance to advance your L&D and talent management goals. Presenters Mark Ward and Jessica Kaplan will draw from EdAssist's experience working with hundreds of large employers to share best practices for designing a strategic and impactful program.
By attending, you'll learn how education assistance can help you:
Accelerate the development journeys of future leaders
Cultivate employee engagement from day one on the job
Encompass competencies, non-degree learning and other learning trends
Reinforce learning as a process, not an event
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
Talent Acquisition Trends: Strategies for Success Cielo
As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers.
This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
How artificial intelligence is revolutionizing learning and development pract...Charles Cotter, PhD
How artificial intelligence is revolutionizing and disrupting learning and development practices throughout the ADDIE value chain - analysis, design, development, delivery and evaluation
21st Century Talent Management: Imperatives for 2014 and 2015Josh Bersin
What are the big imperatives for business and HR leaders in 2014 and 2015? The workforce, workplace, and global labor markets have changed. This presentation highlights Bersin by Deloitte's key research on many of the most important topics facing business leaders around the world.
Agility within Resourcing - The FIRM and eSift business breakfast outputsEmma Mirrington
We are delighted to present the outcomes of our first regional
business breakfast held in partnership with eSift. The conversations centred around agility within resourcing and the outputs of the session can be found here
#FIRMday Manchester 25th Feb 2016 - Tactical Workforce PlanningEmma Mirrington
Alistair Cartwright, Ingenium People presents ‘Best Practice in Tactical Workforce Planning’ - what ‘best in class’ tactical workforce planning can look like, and the multitude of operational benefits that come as a result of it, including reduced time to hire, reduced cost of hire and enhanced quality talent identification
#FIRMday London 27th November 2015 - Becca Pearce, IBM and Kevan Nicholson "A...Emma Mirrington
RPO has evolved, last 3-4 years in-house recruitment teams models on the rise and increasingly so.
How can we compliment an in-house recruitment team
Be here with Kevan PXL to share with you how we partnered to enable his team to deliver a talent advisory model to the business.
#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'Emma Mirrington
Cubiks discuss solutions using client case studies to illustrate how you can attract, engage and match the best talent for your organisation. How you can drive the efficiency and streamline the costs of your recruitment processes whilst engaging candidates through innovative, predictive and data driven solutions
#FIRMday Manchester 22nd September 2016 - Talent Works: ProjectGenUp - 'The m...Emma Mirrington
Drawing on research into all four generations working alongside each other today, Talent Works address a lot of the misunderstanding and stereotyping that surrounds how the generations operate in the workplace, and provide practical recommendations on how to manage them in a way that
drives performance, innovation and teamwork. Each
generation’s attitudes to a range of hot topics from diversity to the younger boss phenomenon are covered – and more.
#FIRMday Manchester 22nd September 2016 - Cubiks: 'The new candidate experience'Emma Mirrington
Feedback and themes emerging from Cubiks’ candidate experience survey were used to inform the design of the new online sifting assessment for Beauty Advisors at Boots,
combining situational judgement questions and personality data. The solution has been developed with the intention of increasing candidates’ perceptions of the relevance and fairness of the assessment, and also enhancing their perceived enjoyment of
the assessment experience. The provisional impact and outcomes of the new candidate experience are presented,
along with candidate feedback perceptions gathered since the
launch.
#FIRMday Manchester 22nd September 2016 - Totaljobs: 'What Top Talent Wants'Emma Mirrington
Totaljobs conducted in-depth research into ‘What Top Talent Wants’. Raj Lal, Sales Manager, totaljobs delivered key insight on:
• Understanding jobseeker behaviour
• Top tips to attract sought after talent
• Practical takeaways you can implement for recruitment success
FIRMday Birmingham 12th May Changeworknow presentationEmma Mirrington
Richard Adams, The Access Group (previously ChangeWorkNow) will present ‘Are your recruiters
stuck in reaction mode’ A discussion around how recruiters should be more proactive with the resource
available in 2016 and how to manage applicants / candidates through an ATS and taking a look at specific
areas such as:Previous applicants, CV databases, Work experience and Networking
#FIRMday Manchester 22nd September 2016 - Seabury Beaumont 'I ain't afraid of...Emma Mirrington
Emma Bagshaw talks through the truth about Brexit and how it will impact your organization’s future recruitment practices. Top tips for managing staff during this uncertain time.
#FIRMday Manchester 22nd September 2016 - WCN & Well: Why you must evolve you...Emma Mirrington
Ben Turner, Head of Learning, Resourcing & Talent at Well, and WCN Global Head of Sales & Account Management Julian Ladd
discuss why it is vital to transform your ATS into a data hub
covering all the processes involved in talent acquisition from
applicant tracking to recruitment & hiring, all the way up to and
including onboarding – especially with the increase of
Generation Z candidates joining the workforce expecting constant engagement.
#FIRMday 2nd Oct 2014 Chris Marsh, Atkins, Developing and employer brand, t...Emma Mirrington
‘Developing an employer brand: the Atkins experience’
The presentation follows the journey taken by Atkins over 2 years from deciding they needed an employer brand, through devising one, launching it and embedding it within the business.
- Why do you need an employer brand?
- How do you define an employer brand?
- How do you activate an employer brand?
- How do you embed an employer brand?
FIRMday Birmingham The firm's talent acquisition capability study 2016Emma Mirrington
Alistair Cartwright, Ingenium People The latest results from The FIRM Talent
Acquisition Survey and looks at where the skills gap is for In-house Resourcing Professionals
The firm's talent acquisition capability study 2016Emma Mirrington
Debbie Smith, Carve Consulting will be presenting insights from recent research in partnership with the
FIRM on social recruiting strategies. This research looks further than the use of social platforms exploring
ownership of social recruiting strategies and budgets within organisations, where investment decisions
are made and how ROI is measured.
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
In many organisations the habitual approach to workforce planning is just a short-term budget and headcount exercise. Attempting to be this granular and precise is not useful when looking longer term, especially when the environment is uncertain.’
Julia Howes, Principal, Mercer
Career Paths - Managing Organizations and Their EmployeesSeta Wicaksana
Career Paths is a straightforward guide to strategic talent management, illustrating how to integrate recruitment/selection with training/development. It is highly recommended to human resource and employee development professionals who want to optimize their use of human resources
Education law conference, March 2017 - Manchester - Is your recruitment strat...Browne Jacobson LLP
This workshop defined what a recruitment strategy is, what the benefits of having one are, and what it should include, as well as how the changing landscape of education is having an effect.
Education law conference, March 2017 - London - Is your recruitment strategy ...Browne Jacobson LLP
This workshop defined what a recruitment strategy is, what the benefits of having one are, and what it should include, as well as how the changing landscape of education is having an effect.
Outlines the challenges and opportunities for employers with an age diverse workforce. Explores a strategic approach and shares tools and tips that support employers to build engaged and sustainable workforces.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
Talent Development As A Journey: from Competencies to CapabilitiesSeta Wicaksana
Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees.
“Most companies still earn profits per employee at close to the same low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces.
As a comparison, the average top-30 company increased profits per employee 70 percent
The target should be to improve profits per employee by 30 to 60 percent or more. “
“The opportunities to improve the performance of workers just from increased efficiency alone are huge: Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek...
The opportunities to improve the effectiveness of such workers are even larger. The opportunities to mobilize the latent intangible assets (that is, knowledge, skills, relationships and reputations) of a company’s workforce are vast.”
Succession Planning and Cross Training: Boldly Preparing for Staff Transition...Palatine Library
2011 Illinois Library Association Conference: Bold, Brilliant, Brave
Tuesday, October 18, 2011, 1:45 - 2:45 p.m.
Anthony Auston, Megan Buttera, Susan Strunk
Palatine Public Library District
Tired of scrambling to get things done when an employee leaves or is absent? Supportive succession planning and cross training efforts don’t have to be overwhelming. Both are brave initiatives meant to ensure continued, effective operations despite vacancies or absences. Learn how to begin the dialogue at your library.
Embracing Technology to Help Attract, Develop and Retain Talent, Mike FadelThe HR Observer
Human Resources is already the heart of the organization today as a Talent producer, developing and supporting Talent on a regular basis. But now, leading HR Departments are transforming into a “Talent Business Operations” function that is able to support major transformations and growth in the company and be a Partner to the business. The traditional HR model is fading away, and companies are looking for ways to transform their HR teams, technologies and skills.
In this session you will learn and understand how Technology is aligned to business part of the HR transformation journey.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Education law conference, March 2017 - Nottingham - Is your recruitment strat...Browne Jacobson LLP
This workshop defined what a recruitment strategy is, what the benefits of having one are, and what it should include, as well as how the changing landscape of education is having an effect.
Build the HR capabilities to manage, map and match people to the organisation in a fast and fluid way. Enhance and manage performance to build and sustain and business transformation. Mobilise and enable employees to master new skills faster than ever before. Learn how to design future and transitional structures, capabilities, leadership, talent and culture for a sustainable competitive advantage.
Employee Succession Planning Step by Step.pptxPriyaShama1
Employee Succession Planning Step by Step. This presentation will help you out with all details you need to plan succession planning for your organisation along with case study.
Similar to #FIRMday Manchester March 19th 2015 Capita_Write Research Workforce Horizons (20)
#FIRMday Manchester 4th March 2020 - Pass Technology: 2020: Transforming the ...Emma Mirrington
Candidate Experience, has been a top HR buzzword for years – but what are we really doing
about it, and how are we really building great Candidate Application Experiences?
In this session, Holly Hare-Scott, Pass Technology and Jason Saunders, Computacenter will
take a deep dive into building memorable Candidate Application Experiences and show you
how to continually optimise them in your organisation.
Learning Objectives:
• What are Candidate Application Experiences?
• Why these first candidate interactions are so important...
• Building a world-class Candidate Application Experience from scratch
#FIRMday Manchester 4th March 2020 - Recruitive: Is Your Careers Website Fit ...Emma Mirrington
In this session Stephen Day, Sales Manager and Victoria Creamer, Principal Consultant at
Recruitive will discuss how to attract the best candidates with a great looking and engaging
careers website while retaining essential recruitment functionality.
• Is your Careers Site attractive and Engaging for Candidates?
• How do you Drive Traffic to your Careers Website?
• Is your website optimised correctly for search engines?
• Does your website connect to Google Jobs?
• Does your website promote and retain your brand?
• Does your ATS seamlessly integrate with your careers website?
#FIRMday Manchester 4th March 2020 - Jobtrain: Talent Acquisition and your te...Emma Mirrington
Join Giles Heckstall-Smith as he shares his experience and inside knowledge on:
• How TA tech fits into a resourcing strategy and realising its full potential
• How to measure the true ROI of recruitment technology
• How to procure the right solution with confidence
• Setting yourself up for success – aligning with stakeholders and creating productive partnerships
with your provider
• Product roadmaps, integrations and development – making sense of it all!
Join Neil Armstrong, Commercial Director at TribePad as he discusses key questions such as:
• Are tech firms with artificial intelligence going to nick my job?
• Which recruitment tech is actually going to help me and my company in 2020?
• How do I get the right balance of humans and technology in our recruitment?
#FIRMday Bristol 5th February 2020 - Member session: Customer Services Recrui...Emma Mirrington
Changing a process with volume recruitment can be a significant challenge for most businesses and most of us can identify with some of the key challenges of poor quality candidates, lack of candidates and high drop out rates, to name but a few. Join Kevin & Daisy as they talk through the Customer
#FIRMday Leeds 27th November 2019 - Prospects: Graduate Labour Market Trends Emma Mirrington
Chris Rea from Prospects will be presenting valuable insights into the graduate labour market, including some of the myths that surround university and graduate jobs, issues around graduate migration and social mobility, and regional trends for your area.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
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#FIRMday London 6th November 2019 - Rachel Dalboth: Well-being and its role i...Emma Mirrington
The life of recruiter can be a demanding one. Juggling hiring managers, candidates, tools and ever evolving techniques – how often do we pause and think about ourselves? In this session with our very own Rachel Dalboth, we reflect on the importance of well-being and how it should be seen as a key ingredient in the mix of being a great recruiter.
#FIRMday London, 6th November 2019 - Dave Hazlehurst: Employer brand in 100 daysEmma Mirrington
We believe that if companies and people as individuals know the best fit for themselves, then matching them together is easy.
An effective employer brand should be the number one priority of every competitive business because the people behind your brand are your competitive advantage.
The experiences and the feelings you create are the measurements of who you are as an organisation and this goes way, way beyond the candidate experience.
This is your employer brand experience.
During this session we’ll cover:
• The process we follow to develop a strategic employer brand and EVP to help you stand out
• What we’ve learned from working with some of the biggest global brands
• How to go about uncovering your employee’s insights and human’s truths
• Turning your employer brand and EVP into activation and how to keep it alive
#FIRMdayCambridge9/9/19 - Be the CEO of your career - Katherine RayEmma Mirrington
Do you find yourself in a career cul-de-sac? Would you like to take control of your development? Are you struggling with a clear vision for your future career?
We are cobblers children; we spend more time focusing on other people’s careers than our own. Now is the time to take action and start being the CEO of your career.
During this 30-minute session Katherine will look at the key components of a future-proof career in a world which is requiring us to work longer and to constantly reinvent ourselves. She will look at some beliefs about careers and explore some tools and techniques to enable you to create a vision for your career.
#FIRMday Cambridge 9/9/19 - Internal mobility insights presentation Emma Mirrington
Emma Mirrington reveals The FIRM’s latest research into internal recruitment. We explore members current approaches to internal recruitment, whether they are pro-actively practicing internal mobility and of those who are, is it working?
#FIRMDay Cambridge 9/9/19 - Reed: Inclusion, Diversity & Belonging What UK wo...Emma Mirrington
Brand new research & jobseeker insight from reed.co.uk shares what UK workers feel around inclusion & diversity actions, as well as how REED aim to cultivate belonging across the organisation.
#FIRMday Cambridge 09/09/19 - Prospects - East of England Labour MarketEmma Mirrington
Chris Rea from Prospects presents valuable insights into the local labour market, including some of the myths that surround university and the graduate jobs market, issues around graduate migration and social mobility, and regional trends for the East of England
If you received your message what would you do with it? Do you even ponder this before you hit send or leave your voicemail? Tech has given recruiters all of these tools to spam candidates in 100 different ways, but if just sending a message worked we wouldn’t be seeing such a drop in response rates. So why is it happening? Why is candidate ghosting now a thing? In this session you’ll discover:
• How candidates have turned the tables and why it’s costing you that great hire
• What you can do to improve your response rates and attract candidates more effectively
• How to stop candidate ghosting!
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
Join Tom Beale, Recruitment Advisor at Medical Protection Society to discuss: • Internal utilisation and perception of contractors (specialist projects, BAU resource management, contingent seasonal working) • Contractor availability considering the external factors influencing contractor market (Gig Economy, Flexibility, Portfolio careers, IR35, Recruitment Agencies/ Direct Hire recruitment teams) • Permanent retention and development to stretch staff and the attitude towards contractors having the ‘rock star salary’ and ‘all the exciting jobs’
#FIRMday Manchester 25th Sept 2019 - Xref: The great debate is reference chec...Emma Mirrington
Join Xref’s GM, Robin Clarke and panel guests for what is set to be a lively debate about the value and place of reference checks in recruitment today. Are reference checks providing any real insights and value? What are the risks of not reference checking our new hires? How are big businesses around the globe doing it... or are they not?
#FIRMday Manchester 25th Sept 2019 - Jobtrain: Can technology help deliver a ...Emma Mirrington
One of the most significant changes facing recruitment is the rapid development of tech and the overwhelming choice available, but can it actually help us to be more human?
Join Giles Heckstall-Smith from Jobtrain to explore and reveal how technology can deliver the ‘3 Es’: Empowerment, Engagement and Efficiency to give us more time, ways and opportunities to connect with people.
#FIRMday Manchester 25th Sept 2019 - Totaljobs: Candidate attraction and the ...Emma Mirrington
The UK’s increasingly mobile workforce puts employers based in the North in a good position to expand their talent pools beyond their local area. Benefits of living and working in the North include lower living costs and better worklife balance – so how can employers utilise this to promote their employer brand? Totaljobs will be delving into our research on the rise of the Northern Pound to look at this further.
3. Future Scoping Its Importance to Resourcing
Today Tomorrow 2030
Already aware of
certain trends and
challenges that we
know will be important
into the future:
• Ageing workforce
• Skills shortages
• Changing working
patterns
How will these things
change the way we
need to engage,
attract, develop and
deploy our staff?
And what about the
things that we can’t
plan for?
Are we spending enough time today planning for
the outcomes we do know about…. And thinking
about how to prepare for those we don’t?
4. Economics
• Globalisation
• Shifting patterns of economic
activity
• The hourglass workforce
• New demand and
replacement demand
• War for talent
• Changing contractual terms
Demographics
• Ageing workforce
• Multigenerational workforce
• Increase in workforce
diversity
Legal/Political
• Decreased political action –
and less money to invest,
particularly in training and
education
• Policy change which is
empowering employees
The things we can predict…..
Understanding the Trajectories
People and Society
• With empowerment comes
changing expectations –
engagement and meaningful
work
• Work as a consumer
experience and implications for
employer branding
• Different career pathways and
implications for employee
branding
Technology
• Flexible working
• A different type of workplace
• Work-life balance
• Impact of AI – new jobs
requiring new skills
• Big data
5. 5
What we’ve done… what we plan…
The Research
Exploratory
Face-to-face
Interviews
01 02 03
Group
Discussion
And What Next?
10 Senior
Resourcing
Professionals
(including: car
industry, logistics,
broadcasting, I.T.,
engineering, local
government)
5 HR Directors
(public sector,
utilities, business
services)
10 Senior
Resourcing
Professionals
(including financial
services,
telecommunications,
online retailing, local
government,
building materials)
An on-line survey
with Resourcing and
HR Professionals
6.
7. 7
What will keep you awake at night?
Project Forward 10 Years…
Branding
• Being clear about what the company
stands for and positioning against peers
• What does good look like – matching
people to the brand (skills and values)
• Tailoring the EVP to the target audience
– and tailoring rewards (particularly for
millennials)
• Influencing perceptions at a young age
• Questions over the locus of
responsibility for employer branding
Flexible Working
• Getting the balance right between
meeting employee needs and
expectations and customer needs and
expectations
• Not just about logistics… about culture
• Focus on outputs not inputs
• Agile working – employer led
• Contract workers seen as a necessary
evil and not a solution to flexible
working
Workforce Planning
• High on the agenda
and critical to
successful talent
management….
• But hampered by a lack
of joined up thinking
between corporate
teams and strategic
units….
• And hampered by a
lack of skills/capacity
for data analytics
Engagement and the Passive
Candidate
• Candidates becoming more
discerning and more demanding…
“sell to me and tell me why I should
work for you”
• Early engagement important so the
benefits are understood before the
vacancy becomes available
• Engagement with current staff
critical to retention….
• And improvements in succession
planning required to nurture and
retain top talent
• Do candidates want to stay with one
organisation – or do they want to job
hop?
• Social communication central to this
theme
Holistic Career Management
• People are ‘buying’ careers and
development opportunities – not
just jobs
• Balance between supporting
individuals in their career
aspirations and supporting the
business in its change/development
agenda
• There are barriers
• Line manager lack of
understanding of career
management and planning
• Lack of role models other than
managers
Closer Working with the Business
• Closer alignment of HR planning
with business strategy
• Is HR about protecting the interests
of staff in the workplace or about
aligning people to the needs of the
business?
• The balance is shifting towards the
latter (although not at the expense
of engagement)
• HR professionals need to be more
business savvy
• HR should have a place at the top
table?
Branding and
EVP
Development
(14)
Flexible
Working
(13)
Workforce
Planning
(12)
Engagement
and the
Passive
Candidate
(9)
Holistic Career
Management
(6)
Alignment
with the
Business
(5)
8. …where does it feature in resourcing’s future?
Big Data
Workforce Planning
(14)
Improved
Working with
Senior Managers
(5)
Performance
Management
(4)
Engagement/
Satisfaction
(4)
Innovation
(1)
Workforce Planning
• Big data is key ….but few can
articulate the specific data they will
need
• It must add value and not just
provide some interesting facts
• It should provide clear direction for
action
• Data hard to gather in devolved
structures
• We also need to look outwards
Improved Working with Senior
Managers
• A more legitimate voice at the top
table
Performance Management
• A need to be able to demonstrate
the linkage between people assets
and business performance
Engagement
• Measuring real engagement
(whether or not the organisation is
providing work that enhances
personal value) will remain
important
Innovation
• Not wholly clear how… but in terms
of designing new recruitment
solutions that better meet the needs
of candidates and the business
9. 9
Where will the skills gaps be?
If the war for talent is still raging…
Areas of Skills Shortage
I.T./Technical
Engineering
Project Management
Finance
Languages
Qualified Drivers
Social Workers/Qualified Care Staff
Why are we still
fighting the war for
these skills when they
have been in short
supply for so long?
What is stopping the
development of talent
in these areas?
What do we really
mean by a skills gap/
skills shortage?
10. Supply Channels
In the future, where will talent come from?
Graduate
Recruitment
(13)
Links with
University
(10)
Apprenticeships
(9)
Grow your Own
(9)
Targeted
Communities
(5)
Graduate Recruitment
• A continual supply of high calibre
individuals to fulfil ‘replacement
demand’
• As well as graduate programmes,
developing internships and
placements
Links with University
• But not always leaving the nature
and content of training ‘to
chance’….increasingly developing
relationships with Universities and
even designing bespoke
programmes
Apprenticeships and School Leaver
Programmes
• Talent required through the layers
of multidisciplinary organisations
meaning that these types of
programmes are important in filling
different types of roles
Grow your Own Schemes
• Some organisations have clear
strategies for ‘building from the
bottom’.
• The perennial challenge of retaining
the staff you train remains.
Targeting
• At a business unit level – targeting
particular community groups with
specific skills/values/lifestyles
proves a positive solution
11. 11
What will it look like?
The Future Resourcing Landscape
Holistic Solution
• Solutions more closely aligned to the
business agenda. Shift away from
operational to more strategic
• Workforce planning linked to business
planning
• Better linkages between talent
acquisition and talent development
• Longer term horizons and
engagement with tomorrow’s
workforce
• Personalisation in both recruitment,
reward and wider HR
• Brand and EVP/ differentiation
• Quality of hire/predictive analytics
• Values-based recruitment
• Managing diversity
• ATS improvement & time to hire
• Talent pool building
• Engagement-led communication
• Targeted social media
• Mobile recruitment
• Flexible working
• Using data to inform decision-making
• Talent mapping
• Talent pooling
• Succession planning
• Engagement and retention
More of the Same
• Solutions more closely aligned to the
business agenda. Shift away from
operational to more strategic
• Workforce planning linked to business
planning
• Better linkages between talent acquisition
and talent development
• Longer term horizons and engagement with
tomorrow’s workforce
• Personalisation in both recruitment, reward
and wider HR
Holistic Solution• The HR function becomes the strategic
‘enabler’ of attracting, developing,
retaining and deploying talent
• Data and evidence will drive a better
understanding of workforce trends and
HR will design interventions to fill skills
gaps through engagement, attraction
and development
• Personalisation will be supported by line
managers who will become very
different ‘agents’ within the organisation
– supported by HR personnel intent on
making organisations attractive and
dynamic workplaces
Strategic Enabler
12.
13. 13
The Big Themes We Need to Prepare For….
The Questions
Is Resourcing stuck in
an operational rut
without the right
permissions to join the
top table?
Are we prepared for a
role at the top table?
(Business savvy, market
savvy, au-fait with
analytics)?
Are we resourcers or
talent managers and do
we need to re-define our
discipline?
Are we doing enough to
prepare for the
knowledge and skills the
business will need
tomorrow?
Is our tool kit polished
and honed?
What should we be
doing today to prepare
for tomorrow?
Summary
The Short Term: Getting our House in Order The Longer Term: Being Strategic