Talent Acquisition - PDF by ImtheKiller

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									    Talent Acquisition

       An Overview

                 Talent Acquisition
                     What is it?
  Talent Acquisition is the                Employment Brand
    process of attracting,
finding, and selecting highly
 talented individuals (those
who align with the business     Definition of Need
 strategy, possess required                          Sourcing
competencies, and who will
   integrate smoothly and
     productively into the              Selection
organization and its culture)                                   Pre-Boarding
 to meet current and future
     employment needs.
                 Why is it important?

• The Commonwealth must have the right people to
  fill the right needs at the right time.
   – Success: Effective Acquisition sets the stage for the
     success of the agency and the employee.
   – Cost: Multiple sources identify the cost of a bad hire as
     1.5 to 3 times/salary.
   – Opportunity Loss: The amount of time a need is left
     unfilled results in opportunities unrealized and costs
                 Employment Branding
What Is An Employment Brand?
 – An employer’s brand is the image seen through the eyes of employees
   and potential hires.
 – Employment branding is the employer’s unique traits and characteristics
   that are valued by employees and prospective employees and is used as
   part of the employer’s marketing strategy.
 – It is the way an organization distinguishes itself internally and externally.

How Does An Organization Create an Employment Brand?
Employment is a 2-way partnership; the employer and prospective employee sell each
other an employment proposition. As part of creating this proposition, an employer
needs to understand its current and future audience and how this audience intersects
with what the employer is and what it hopes to achieve. The employment brand will
allow the organization to know what it is “selling” and will help candidates know what
they may be “purchasing” in terms of potential commitment.
       Definition of Need & Sourcing

      Effective Sourcing First Requires Accurately Defined Needs
An employer must first define what need exists and then determine what
             types of talent it requires to fulfill that need.

What is Sourcing?
– Determining the most effective places to find the talent
    – Includes internal and external sources
– The process includes announcing the job’s availability to the
  market and identifying and attracting qualified candidates
  to apply.
    – Includes traditional techniques like advertisements, job fairs
      and postings
    – Also includes techniques like social networking, finding passive
      candidates, and targeted functional searches

The process used to choose the                   Tips & Tools
best talent to make the best fit   Common Types of Interviews
                                   •Behavioral – based upon the premise
with the organization.             that past behavior is the best predictor
The process involves:              of future behavior

– Interviewing to reveal certain   •Situational – based upon hypothetical
  desired characteristics;         situations and the candidates’ responses
– measuring applicants on those
  characteristics; and             •Traditional – basic questions usually
                                   centered around education, experience,
– extending an employment offer    skills…

                                   •Technical – focused on specific skill and
                                   knowledge needs for a particular
                                   function or field

Pre-Boarding is the process of beginning the integration of a
new hire into the new organization and work team.
  Begins as soon as the employee is offered and accepts the position

  Should immediately connect the employee to the agency via the
  supervisor, human resources, and the work buddy/mentor as the
  primary points of contact

  Initiates the process for the employee’s workstation, equipment,
  supplies, technology and online access
Talent Acquisition Operational Workflow

           Requisition Process


           Application Process

        Screening and Interviewing

 Employment Offers          Notification of
                  How to measure the success of talent
                         acquisition strategies

Quality of Hire                           Percentage of new hires that were the organization’s top
Quality of Candidates                     The ability of the organization to define the knowledge,
                                          skills and abilities needed to succeed in the job and work
                                          environment and to source candidates that meet the
Program Satisfaction                      Hiring manager satisfaction with the recruitment and hiring
                                          process and quality of candidates
Time-to-Hire                              The time it takes to hire a candidate to fill a position from
                                          job open until the position is offered and accepted
New Hire Retention Rate                   The number of new hires who remain on the job for the first
                                          12 to 18 months
New Hire Failure Rate                     The percentage of new hires in key jobs that were
                                          terminated or asked to leave

New Hire Retention Rate                   The number of new hires who remain on the job for the first
                                          12 to 18 months
Performance Ratings of “Contributor” or   Whether top candidates meet or exceed expectations on
“Extraordinary Contributor”               performance reviews
                       Additional tips
                Talent Acquisition Strategies

Best Practices:
•   Proactively build and expand the pool of candidates.
•   Seek to fill positions internally, if applicable.
•   Improve candidates’ pre-screening process.
•   Enhance employer brand and reputation in the recruiting market place.
•   Explore new marketing outlets using Internet-based technologies (i.e.,
    social networking sites) to reach passive candidates and targeted groups.
•   Create efficiencies in recruitment processes and workflows.
•   Obtain input from hiring managers.
•   Solicit new hire feedback.
•   Emphasize strategic workforce planning beyond 18-months.
•   Scale back or freeze talent acquisition efforts, when the need arises.
Thank you

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