Everything you need to know about recruitment and talent acquisition
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This document provides an overview of talent acquisition and recruitment best practices. It discusses definitions, the talent acquisition process, tools like realistic job previews and applicant tracking systems, and strategies such as social media, mobile, agencies, and employee referrals. Specific topics covered include attracting top talent, selecting applicants, hiring salespeople, recruiting migrants to Canada, trends shaping the future of hiring, and technology trends in recruiting. The document aims to educate readers on current and emerging practices in recruitment and talent acquisition.
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Everything you need to know about recruitment and talent acquisition
- 1. All you wanted to know about recruitment and talent acquisition by Toronto Training and HR October 2015
- 2. CONTENTS 3-4 Introduction 5-6 Definitions 7-8 Steps in the talent acquisition process 9-10 Realistic job previews (RJPs) 11-12 Application forms 13-15 Recruitment advertising 16-17 Video recruiting 18-19 Applicant tracking systems 20-21 Talent acquisition software 22-23 Social media 24-25 Mobile talent acquisition 26-27 Agencies 28-29 Employee referrals 30-31 Rural recruitment 32-33 Attracting and recruiting the best 34-35 Selecting the applicant 36-37 Hiring good salespeople 38-42 Migrants in Canada 43-44 Talent acquisition in Australia 45-46 Trends which are shaping the future of hiring 47-48 Technology recruiting trends 49-50 Conclusion, summary and questions Page 2
- 4. Page 4 Introduction to Toronto 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
- 6. Definitions • Talent acquisition • Recruitment • Hiring • Sourcing Page 6
- 7. Page 7 Steps in the talent acquisition process
- 8. Steps in the talent acquisition process • Defining the role • Attracting applications • Managing the application and selection process • Making the appointment Page 8
- 9. Page 9 Realistic job previews (RJPs)
- 10. Realistic job previews • Definition • How are RJPs different from other types of employee orientation and socialization programs? • How does a RJP reduce the stress associated with career transitions? • Best practices for designing a RJP • Example-nurse Page 10
- 12. Application forms • Advantages • Disadvantages Page 12
- 14. Recruitment advertising 1 of 2 • Job boards • Job distribution software • Talent networks • Content and context Page 14
- 15. Recruitment advertising 2 of 2 Trends for the future • Predictive assessments • Niches • Certifications • Talent communities • Mobile • The return of the career hire Page 15
- 17. Video recruiting • Questions to ask when selecting a platform • Benefits of pre-recorded or one-way video interviews • Features of video recruiting software Page 17
- 18. Page 18 Applicant tracking systems (ATS)
- 19. Applicant tracking systems (ATS) • What do employers really want? • Things to bear in mind when selecting an ATS • Important qualities for the future of ATS • Key functionalities and trends which recruiters are looking for with an ATS Page 19
- 21. Talent acquisition software • SaaS • Direct purchase • Hosted software system • Managed services • Trends Page 21
- 23. Social media • Facebook, LinkedIn and Twitter • Key steps for recruiters • Trends to make social recruiting the status quo • Questions to ask to check if recruiting is effective • How is my recruitment going? Page 23
- 24. Page 24 Mobile talent acquisition
- 25. Mobile talent acquisition • What should mobile- deficient organizations do? • What do candidates want? • Texting • Apps Page 25
- 26. Page 26 Agencies
- 27. Agencies • Advantages • Disadvantages • Selecting an agency Page 27
- 29. Employee referrals Motivators • Intrinsic • Prosocial • Extrinsic • Positive employee referrals • Negative employee referrals Page 29
- 31. Rural recruitment • Recruitment • Support • Retention Page 31
- 32. Page 32 Attracting and recruiting the best
- 33. Attracting and recruiting the best Fundamentals needed • Attractive but realistic employment proposition • Consistent approach to recruitment • Recruitment approach that looks for cultural fit, not just technical skills • Streamlined recruitment process Page 33
- 34. Page 34 Selecting the applicant
- 35. Selecting the applicant • Job description • Person specification • Preparation for the interview • Conducting the interview • Tests • Making the decision • References and checking • The offer Page 35
- 36. Page 36 Hiring good salespeople
- 37. Hiring good salespeople • Aptitude • Experience • Skills Page 37
- 38. Page 38 Migrants in Canada
- 39. Migrants in Canada 1 of 4 Page 39
- 40. Migrants in Canada 2 of 4 Canadian programs • Live-in caregiver program • Stream for lower- skilled occupations • Agricultural stream • Seasonal agricultural worker program Page 40
- 41. Migrants in Canada 3 of 4 Temporary foreign workers • With a Labour Market Opinion • Without a Labour Market Opinion Page 41
- 42. Migrants in Canada 4 of 4 International best practice • No recruitment fees • Recruiter licensing and regulation • Security of workers’ property and documents • Security from exploitation • Employer registration and proactive supervision • Bilateral agreements • Multilateral cooperation Page 42
- 43. Page 43 Talent acquisition in Australia
- 44. Talent acquisition in Australia • Main recruitment strategies • Segmented recruitment • Recruitment drivers • Social media • Workforce planning • Applicant skills • Skills mismatch Page 44
- 45. Page 45 Trends which are shaping the future of hiring
- 46. Trends which are shaping the future of hiring • Social professional networks • Employer branding • Data • Hiring internally • Mobile recruitment Page 46
- 48. Technology recruiting trends • Wearable technologies • Multi-screen recruiting • Use of neuroscience and the ‘glass brain’ • Analytics based on social media Page 48
- 49. Page 49 Conclusion, summary and questions
- 50. Page 50 Conclusion, summary and questions Conclusion Summary Videos Questions