Reactive to Proactive Recruitment: Managing the Phases of Change | Talent Connect Vegas 2013
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The document discusses the shift from reactive to proactive recruitment strategies. It outlines a talent acquisition maturity model with four phases - traditional, developing, foundational, and strategic. As companies progress through the phases, their recruitment moves from transactional and quantity-focused to more efficient, quality-focused, and data-driven. Their talent brand, jobs, sourcing, and partnerships also become more strategic and collaborative. The final section lists three recruitment experts discussing managing change in the recruitment process.
Reactive to Proactive Recruitment: Managing the Phases of Change | Talent Connect Vegas 2013
- 1. Reactive to Proactive Recruitment: Managing the Phases of Change Tim Grogan Head of Solutions, APAC
- 2. “The only thing that is constant is change itself”
- 3. Talent Solutions is Enabling Organizations Proactive Sourcing & Branding Efficient & Effective Quality = Passive Reactive Transactional Recruitment High Cost Quantity = Active Strategic Foundational Emerging Traditional People Talent
- 4. “It‟s a digital world”
- 6. Nearly 63% of consumers indicate they are more likely to purchase from a site if it has product ratings and reviews. Source: Kissmetrics
- 9. “47% of workers say that a company's online reputation matters as much as the job offer.” -Harris Interactive UK 225 human resource managers and 2,035 employed adults
- 10. How are you engaging Talent today?
- 11. Managing the phases of change Strategic Foundational Established metrics and benchmarks Data driven decision making Metrics Understanding of employee value proposition Defined employer brand strategy Influential talent brand engaging employees and candidates Brand Post-and-pray Jobs on niche boards and social platforms Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs Reactive, over-reliant on agencies Build internal capabilities to focus on passive talent Engage with strong pipeline of leads and „silver medalists‟ Team-wide pipelining with engaged talent communities Sourcing Talent Acquisition siloed from HR Engage HR counterparts and Hiring Managers Strong collaboration with Marketing, PR, Communications Strategic business advisor to C-Suite Partnership Developing Traditional Talent Acquisition Maturity Model
- 12. Reactive to Proactive Recruitment: Managing the Phases of Change Brett Ellen, Underhill Director Recruiting Programs at Prudential Financial Kara Yarnot, Founder & Chief Consultant at Meritage Talent Solutions Katie Larmon, Solutions Consultant at LinkedIn
- 13. Managing the phases of change Strategic Foundational Established metrics and benchmarks Data driven decision making Metrics Understanding of employee value proposition Defined employer brand strategy Influential talent brand engaging employees and candidates Brand Post-and-pray Jobs on niche boards and social platforms Targeted engagement to attract highly qualified candidates Talent segmentation and prioritization Jobs Reactive, over-reliant on agencies Build internal capabilities to focus on passive talent Engage with strong pipeline of leads and „silver medalists‟ Team-wide pipelining with engaged talent communities Sourcing Talent Acquisition siloed from HR Engage HR counterparts and Hiring Managers Strong collaboration with Marketing, PR, Communications Strategic business advisor to C-Suite Partnership Developing Traditional Talent Acquisition Maturity Model