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Recruitment June 2014
Toronto Training and HR provides training, HR support, and job seeker services. The document discusses strategies for effective talent acquisition in the second half of 2014, including identifying candidate types and attributes, using websites, social media, big data, referrals, head hunters, and developing a structured talent acquisition process. The benefits of talent acquisition innovation through branding, social media, mobile technology, and building talent communities are also covered.
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Recruitment June 2014
- 1. Talent acquisition inthe second half of 2014 by Toronto Training and HR June 2014
- 2. CONTENTS 3-4 Introduction 5-6 Typesof candidate 7-8 Dimensions of a candidate 9-10 Essential factors for job success 11-12 Skill v attitude 13-14 Identifying candidate attitudes 15-16 Useful interviewing websites 17-19 Websites which attract the best 20-22 Social media and talent acquisition 23-24 Big data and talent acquisition 25-27 Referrals from existing employees 28-29 Using head hunters 30-31 An effective talent acquisition process 32-33 Developing a talent acquisition template 34-35 Talent acquisition strategy 36-37 Benefits of talent acquisition innovation 38-39 Talent communities 40-41 Passion 42-43 The power of three 44-45 Biometric tests 46-47 Employer branding 48-49 When talent acquisition goes wrong 50-51 Conclusion, summary and questions Page 2
- 3.
- 4. Page 4 Introduction toToronto Training and HR Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking 15 years in training and human resources Freelance practitioner since 2006 The core services provided by Toronto Training and HR are: Training event design Training event delivery HR support with an emphasis on reducing costs, saving time plus improving employee engagement and morale Services for job seekers
- 5. Page 5 Types ofcandidate
- 6. Types of candidate • Passive •Near-active • Active Page 6
- 7. Page 7 Dimensions ofa candidate
- 8. Dimensions of a candidate •Skills/experience • Attitude • Competency • Culture fit Page 8
- 9. Page 9 Essential factorsfor job success
- 10. Essential factors for job success •Character • Aptitude • Motivation • Personality Page 10
- 11. Page 11 Skill vattitude
- 12. Skill v attitude •Hiring for attitude • The test • Required skills • The reality Page 12
- 13.
- 14. Identifying candidate attitudes • Identify thekey attitude • Identify the differential situation; positives and negatives • Ask the question • Leave it hanging Page 14
- 15.
- 16. Useful interviewing websites • ActiveInterview • GreenJobInterview •HireVue • InterviewStream • MontageTalent • Skype • TalentRooster • TalentVX • TeamViewer Page 16
- 17. Page 17 Websites whichattract the best
- 18. Websites which attract the best1 of 2 • Barriers to designing better websites GOOD WEBSITES • Authentic • Engaging • Intuitive • Options • User friendly Page 18
- 19. Websites which attract the best2 of 2 • Questions to ask • Measures Page 19
- 20. Page 20 Social mediaand talent acquisition
- 21. Social media and talent acquisition 1of 2 • Primary objectives • Networking • Blogs and microblogs • Events • White label • Collaborative projects and wikis • Mobile • Influence • Chat Page 21
- 22. Social media and talent acquisition 2of 2 • Branding • Engagement • Traffic building • Sourcing Page 22
- 23. Page 23 Big dataand talent acquisition
- 24. Big data and talent acquisition •Definition • Hallmarks of big data • Why applying big data to talent acquisition matters • Value propositions for talent acquisition • Sources for talent acquisition • Applying big data to talent acquisition • Big data doesn’t have to be hard Page 24
- 25. Page 25 Referrals fromexisting employees
- 26. Referrals from existing employees 1of 2 • Benefits • Problems • Preparing to start • SMART objectives • A branded career site • Incentives • Questions • Launching a program • Ongoing engagement Page 26
- 27. Referrals from existing employees 2of 2 • Gamification • Measures • Automation • Mobile recruiting • Extending rewards to non-employees Page 27
- 28. Page 28 Using headhunters
- 29. Using head hunters • Costs •Benefits of using a head hunter • When to use a head hunter • A process to follow • What to look for Page 29
- 30. Page 30 An effectivetalent acquisition process
- 31. An effective talent acquisition process • Oldv new • Building the ‘right’ job • Hire to move forward • Maintain the momentum • Bring it all together Page 31
- 32. Page 32 Developing atalent acquisition template
- 33. Developing a talent acquisition template • Innatebehavioural preferences • Character, aptitude and motivation factors Page 33
- 34. Page 34 Talent acquisitionstrategy
- 35. Talent acquisition strategy SMART OBJECTIVES • Enhancingthe candidate experience • Building a talent pool • Attracting active and passive talent • Speeding up the recruitment process • Improved candidate quality • Optimize websites for mobile applications Page 35
- 36. Page 36 Benefits oftalent acquisition innovation
- 37. Benefits of talent acquisition innovation • Combinebranding, social media and mobile technology • Move from a reactive to a proactive approach • Supply a pool of candidates and engage with top talent • Maximize relationship building • Improve the time to fill and cost per hire measures Page 37
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- 40.
- 41. Passion • Energy •Why assess passion? • Self-motivation • Passion, attitude and skill Page 41
- 42. Page 42 The powerof three
- 43. The power of three •At least three interviews • Interview in at least three different environments • Involve at least three people in the process Page 43
- 44.
- 45. Biometric tests • Physiological (static) •Behavioural (movement- based) Page 45
- 46.
- 47. Employer branding • Develop strategy •Leverage social media and mobile technology • Deploy communications Page 47
- 48. Page 48 When talentacquisition goes wrong…
- 49. When talent acquisition goes wrong… •Effects of a bad hire • Characteristics of a bad hire Page 49
- 50. Page 50 Conclusion, summaryand questions
- 51. Page 51 Conclusion, summaryand questions Conclusion Summary Videos Questions