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Talent Engagement Summit 2019 - Kelsea Gibson
Kelsea Gibson, the lead talent acquisition scout at Colliers International, discusses the company's strategic plan to double in size by 2020, addressing challenges in hiring new advisors amidst high turnover rates. The document outlines the approach of applying sports scouting techniques to recruitment, emphasizing proactive networking, market mapping, and the integration of technology to enhance the hiring process. Key lessons learned include the importance of C-suite buy-in and creating scalable systems to support organizational growth.
Talent Engagement Summit 2019 - Kelsea Gibson
- 1. KELSEA GIBSON -LEAD TALENT ACQUISITION SCOUT | CANADA
- 2. KELSEA GIBSON Lead TalentAcquisition Scout at Colliers International
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- 6. THE PROBLEM WENEEDED TO SOLVE
- 7. Went public in2015. With that a 2020 Enterprise Plan to double in size.
- 8. 72 10% 23030%380 Current advisor headcount across Canada Netnew advisors to be hired by 2020 Turnover, on average, per year Advisors over 50 years old Advisors needed to hire to achieve strategic goal for business
- 9. HOW DID WESOLVE IT
- 10. How do otherindustries seek world-class skill and expertise? How can we ensure that Colliers
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- 13. University New candidate pools Juniorcompetitors (1-3 yrs exp) B2B
- 14. BRINGING SPORTS STRATEGYTO TALENT ACQUISITION
- 15. Skills of asports scout Crunch numbers and research the leagues People skills and sales ability Keep up to date on prospects Negotiate fees Builds relationships with all coaches in the league Assess and evaluate talent
- 16. Scout ✔ Consistent Networking ✔Proactive ✔ Consultative & challenge HM’s unconscious bias ✔ Creates sourcing strategies ✔ Subject matter experts ✔ Identifies talent from other industries Recruiter ✔ Full cycle recruitment ✔ Reactive ✔ Creates job descriptions ✔ Offer letters ✔ Deals with direct candidates ✔ Partners with hiring managers ✔ Manages relationships Sourcer ✔ Works on various roles ✔ Interviews ✔ Works collaboratively with recruitment ✔ Hunter ✔ Market map ✔ Utilizes tech ✔ Build talent relationships over time How do our Scouts fit?
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- 20. POST MATCH ANALYSISAND LEARNINGS
- 21. 8 37% 80%13%130 Post-Matchresults
- 22. Supporting the businessstrategy
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- 24. GETTING EVERYBODY PLAYINGON THE SAME COURT
- 25. Lessons learned 1 23 4 5
- 26. AMPLIFYING “A” PLAYERSOURCING WITH TECH
- 28. A seamless ATS,CRM and HCM integration to support scalability and growth to 2020 targets. Illustrate success with your pilot. C-suite buy in will follow.
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