So you want to become a corporate recruiter

So you want to become a
Corporate Recruiter …..

Professional outlook by Alexander Crépin, recruitment strategist, trainer & interim manager
inspiration, innovation & results

So you want to become a Corporate Recruiter …..

Great!

Alexander Crépin Recruitmentcoach.nl

Exciting times to become a recruiter


Why

exciting times to become a recruiter

Why
exciting times to become a recruiter

1: Dynamics of the 21st century labor market
2: On demand talent supply strategic importance
3: Social Media & Broadband opened the global
labor market



1: 21st century labor market
Dynamics

Recruitment challenge


Exciting times to become a recruiter: why?

Traditional Career Pattern is over

Life Time Employment
20th century



21st century

Talent is less loyal & more mobile
• Top Talent is more demanding, looking for continuous challenge & work life balance
• happy to switch companies after few years to move for the best opportunity
• geographically mobile
• more visible online
• competitors are getting smarter in mapping out talent pools, attracting staff away
• changing demographics require tailor made employer & job branding


Exciting times to become a recruiter why?

2: Talent Supply on demand
more than ever
a strategic factor in company success



On demand: Speed is essential
• the right people at
• the right moment at
• the right place
to meet or surpass customer demands


Exciting times to become a recruiter why?

3: Social Media & Broadband
has turned the Recruiting world on its head



Social Media & Broadband Internet

“Opened” the local AND global labor market
for TALENTS and COMPANIES


Why to become a 21st century recruiter?
because

Corporate recruitment now a true profession
of strategic importance
with direct impact on company success!


Corporate recruiter
challenging profession


What will you be doing
in recruitment


Corporate Recruitment
“Raison d’être”, goal

Ensure
continuous availability
of talent
to fulfil the promise to customers



Professional Recruitment Process: PASHIE
• Planning ( HR workforce forecast )
• Acquisition ( 6 steps i-process )
• Selecting ( interviewing & assessment of candidates )
• Hiring ( making a suitable offer to accept )

• Integrating ( on boarding, getting started )
• Engaging ( alumni relations, life time talent relationship building )



• planning ( HR workforce forecast )



Workforce planning
Make predictions of future talent needs
Qualitative forecasting
Skills Competencies Know how Experience

Quantitative forecasting
How many of each type of talent, where and when at what cost?



Labour mobility:
Planned
The needs for new personnel arising from planned changes in organization & retirement

Anticipated
Those movements in personnel, which can be predicted on the basis of strategy &
ambition, plans & by studying trends in internal and external environment

Unexpected
Resignation, deaths, accidents, illness, customer problems give rise to unexpected needs




• acquisition
• intake
•
•
•
•
•
introduce
intelligence
identify
interact & involve
introduce
6
i


Talent Acquisition challenge:
Get the best possible talent interested to work for you

Passive candidates not looking for a new job opportunity

+
Active candidates looking for a new job opportunity



Acquisition = 6-i ( integrated 6 steps process)

• intake with jobholder(s)
• introducing & branding company & job opportunities

• intelligence, searching, finding target talent

• identifying, pre-selecting talent

• interacting & involving talent

• introducing talent on demand to jobholders




• acquisition ( 6 i-process )

• selecting ( interviewing & assessment of candidates )



Selecting
• Is this the person that will get the job done?

How to know this?
• Assessment (Interviewing, testing, probation period, ……..)
• Recommendations, reference checks

Who decides?
• Jobholder? HR? Team? Board? External specialist?

Recruiter ensures a professional selection process






• hiring ( making a suitable offer to accept )



Hiring process
• Making a suitable offer
• Making the offer in time
• Ensure pay level is realistic, market competitive
• Ensure bandwidth for negotiations
• Selling the offer
• Check acceptance level

Recruiter ensures a professional closure process








• Integrating ( on boarding, getting started in a structured manner )



Integrating talent in the organisation
• On boarding, getting started
• Ensuring that expectations are being monitored
• Ensuring that talent won’t be disappointed

Recruitment metric, the percentage of hires that leave
within 16 months is low







• integrating ( on boarding, getting started )

• engaging ( alumni relations, life time talent relationship building )



Engaging talent
Building lasting talent relationships!
• Alumni
• Target talents

Ensuring a qualified talent pipeline
Ensuring continuous availability of talent!


Recruitment in the 21st century

Life Time Talent Relationships

Company
recruitment


Talent Relationship based Recruitment
building engaged talent communities, talent pipelines,
telling success stories, listening, discussing and fostering
an emotional attachment with (potential) new talent to
ensure that the right person at the right time is at the
right place!


21st century recruiter profile:
- Marketing communication savvy
- Excellent online networking
- Community expert
- Ambassador
- Engaging trust agent
- Service orientation
- Team player
- Social Media savvy
- Search Systems savvy
- Creative, open to try
- Long term focus



requires expertise of:
• Process management - matching talent demand & supply
• HR - workforce planning, profiling, pay levels
• Marketing - branding, DM, engaging, CRM
- research, market intelligence
• Psychology - (pre-) selecting, interviewing
• Sales - selling organization & job
• Communicating - managing expectations
• Customer Service - jobholder & talent


A happy corporate recruiter
Knows what makes candidates happy
Shares with the jobholder how to get
happy candidates
Finds candidates who are happy in their jobs
Shows them a different perspective, makes
them feel not so happy
Offers them a great opportunity that will
make them happy again
Makes the jobholder feel happy
Everybody happy!


Starting as a corporate recruiter

good choice for a challenging future
because

success starts with recruiting the right people


Also on by Alexander


Starting in corporate recruitment?
Looking for a recruitment trainer or coach?
Contact

Alexander Crépin

I help you to succeed


End!


So you want to become a corporate recruiter

So you want to become a corporate recruiter

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