The document discusses the shift from reactive to proactive recruitment strategies. It outlines a talent acquisition maturity model with four phases - traditional, developing, foundational, and strategic. As companies progress through the phases, their recruitment moves from transactional and quantity-focused to more efficient, quality-focused, and data-driven. Their talent brand, jobs, sourcing, and partnerships also become more strategic and collaborative. The final section lists three recruitment experts discussing managing change in the recruitment process.

1. Reactive to Proactive Recruitment: Managing
the Phases of Change
Tim Grogan
Head of Solutions,
APAC

2. “The only thing that is constant is change itself”

3. Talent Solutions is Enabling Organizations
Proactive
Sourcing & Branding
Efficient & Effective
Quality = Passive
Reactive
Transactional
Recruitment
High Cost
Quantity = Active
Strategic
Foundational
Emerging
Traditional
People
Talent

4. “It‟s a digital world”

5. “Social Proof”

6. Nearly 63% of consumers indicate they
are more likely to purchase from a site if
it has product ratings and reviews.
Source: Kissmetrics

7. “Digital Customer Experience”

9. “47% of workers say that a
company's online reputation
matters as much as the job offer.”
-Harris Interactive UK
225 human resource managers and 2,035 employed adults

10. How are you engaging Talent today?

11. Managing the phases of
change
Strategic
Foundational
Established metrics
and benchmarks
Data driven decision
making
Metrics
Understanding
of employee
value proposition
Defined employer
brand strategy
Influential talent brand
engaging employees and
candidates
Brand
Post-and-pray
Jobs on niche boards and
social platforms
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Jobs
Reactive, over-reliant on
agencies
Build internal capabilities
to focus on passive talent
Engage with strong
pipeline of leads and
„silver medalists‟
Team-wide pipelining
with engaged talent
communities
Sourcing
Talent Acquisition siloed
from HR
Engage HR counterparts
and Hiring Managers
Strong collaboration
with Marketing, PR,
Communications
Strategic business
advisor to C-Suite
Partnership
Developing
Traditional
Talent Acquisition Maturity Model

12. Reactive to Proactive Recruitment: Managing
the Phases of Change
Brett Ellen, Underhill Director Recruiting
Programs at Prudential Financial
Kara Yarnot, Founder & Chief Consultant
at Meritage Talent Solutions
Katie Larmon, Solutions Consultant
at LinkedIn

13. Managing the phases of
change
Strategic
Foundational
Established metrics
and benchmarks
Data driven decision
making
Metrics
Understanding
of employee
value proposition
Defined employer
brand strategy
Influential talent brand
engaging employees and
candidates
Brand
Post-and-pray
Jobs on niche boards and
social platforms
Targeted engagement
to attract highly
qualified candidates
Talent segmentation and
prioritization
Jobs
Reactive, over-reliant on
agencies
Build internal capabilities
to focus on passive talent
Engage with strong
pipeline of leads and
„silver medalists‟
Team-wide pipelining
with engaged talent
communities
Sourcing
Talent Acquisition siloed
from HR
Engage HR counterparts
and Hiring Managers
Strong collaboration
with Marketing, PR,
Communications
Strategic business
advisor to C-Suite
Partnership
Developing
Traditional
Talent Acquisition Maturity Model