Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
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.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
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.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Full cycle recruitment, or full life-cycle recruiting, is the process a recruiter uses when placing a candidate. The process begins when the job order is taken and ends after the new hire begins his new position. More companies are requiring full cycle recruiting as it lowers turnover and reduces the cost of hires.
Recruiters employed by a staffing company may include client acquisition in the recruiting life cycle, while recruiters working in a human resource department typically begin the life cycle when writing a job description.
By Definition: The capacity for recognizing our own feelings and needs and those of others in order to manage and motivate ourselves and manage our relationships with others
In the tech world, working virtually is common! And how HR manages a group of individuals who work together from different geographic locations and rely on communication technology.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
1. HOW SOURCING DIFFERS FROM RECRUITING
Picture Credit:cmswebsiteserveservices.com
Presented by Suma H Venkatagiri
2. SOURCING AND RECRUITING
WITHOUT SOURCING
THERE IS NO RECRUITING.
AFTER ALL YOU CAN’T
QUALIFY CANDIDATES
WITHOUT THE LEADS .
- JONATHAN BUZELAN
3. SOURCING
There are limitless boundaries in Talent Acquisition.
Sourcing is an act of
identifying prospect
candidates who fit a
target profile
A Sourcer is a
Hunter
A Sourcer creates interest
and drives talent to the
organisation
The process of identifying a viable candidate for a job position by all mode.
4. RECRUITING
Sourcing and recruiting occurs in different stages of the hiring
process, but sourcing and recruiting are highly dependent on each
other
Recruiter is a main point of
contact during different level
of hiring process and after
being hired before
onboarding.
Recruiters manage the
relationships, guide the
candidates and the hiring
manager
A Recruiter manages
through the process of
screening, selection
and hiring.
The process of nurturing candidate interest in a job opportunity and facilitating
this candidate’s interest to the point of hiring process.
5. SOURCING A GREAT CANDIDATE
EVALUATE THE
DEMAND OF
THE JOB
Qualities that
you want in your
candidate to fill
the position
> Evaluate the job
description
CHOOSE
CANDIDATE
SOURCE BASED ON
THE JOB
> Choose the
candidates based on
demand of the job
> Example: Investing in
subscriptions to tech-
specific job boards
when sourcing
candidates for a
software engineer role.
CREATING
CAPTIVATING
JOB ADS
> Helps in attracting
more candidates
> Helps you build
candidate interest
from the beginning
and making it easier
to recruit top
candidates .
BUILD YOUR
EMPLOYER BRAND
> Promoting your
brand is very
important as all
candidates look for
current employees
opinion
> Attract prospective
candidates by
mentioning about the
benefits and
opportunity to grow in
the company.
6. RECRUITING PROCESS
CREATE INTEREST IN
THE TOP CANDIDATES
• Never let candidates get lost
in the hiring process. Keep
them engaged with interesting
facts about the company
• Top candidates will have
other options, keeping them
occupied is very important
RETAIN
CANDIDATES
INTEREST
• Candidates interest by
asking them about their
employment desires and
career goals
• Always keep them
occupied
NEGOTIATE WITH
CANDIDATES
• Do not lose top candidates
with highly skills to save
salary
• Provide them with stock
options, more time off and
flexibility in working
environment, more
opportunities to be part of
the company decision
making, but keeping the limit
to recruiting budget allotted
for the job positions .
PRESENT YOUR
OFFER
• Present the offer soon
after the decision is made
from the required parties.
Never delay in sending an
offer to the candidate
• Send the final offer with
changes after negotiation.
ENSURE SMOOTH
TRANSITION AND
ONBOARDING
EXPERIENCE
• Final step in recruiting is to
ensure smooth transition
• Well prepared on boarding
experience
• Accommodating schedules
and obligations of new hire
to start the job
7. SOURCING & RECRUITING
Sourcing is now considered as an integral part of
Recruiting process.
A good Sourcer will not only spend time on working in to bring large
pool of candidates, but understands which outputs yield the highest
value by conducting following tasks:
• Direct calls to candidates
• Networking through business-related groups
• Search speciality and/or niche job boards
• Posting and engaging on social media job postings
• Accessing corporate alumni associations
• Mentoring programs within the company in different verticals