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Talent Acquisition Strategy Stabilize-Revitalize-Revolutionize by Dennis Casely-Hayford 2009
Presentation Overview ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Strategic Goals ,[object Object],[object Object],[object Object],[object Object]
Inherent in achieving our goals…. ,[object Object],[object Object],[object Object],[object Object]
Intake Interviewing Decision Conversion Active Candidates Passive Candidates Larger mass of  passive candidates unavailable. Pools are  assembled almost entirely with active  talent looking for us. Process  starts from “standing   stop”  each time. All  insight  into candidate credentials  gained   after process  has been  set in motion . 1 2 3 4 5 New Hire Little to no emphasis is placed on restocking talent pools  with qualified declined candidates. Reactive Recruitment Model  The reactive stance of recruiting ignores the larger pool of passive candidates and focuses largely on active candidates. Source: Recruiting Roundtable Research
Proactive/Pipeline Recruitment Model The imperative to recruit before you have need to identify the best passive individuals and build strong relationships. Talent Pipelines:   Deep pools of  named and known  talent with which we have built  relationships  and that can be  tapped quickly  to fill interview slates High Quality Slates Every 10% improvement in slate  quality translates into a 5% improvement in quality of hire. Faster “Time to Slate” Every 10% improvement in slate quality translates into 3% improvement in time to fill Higher Quality Hires Decreased Time to  Fill Lower Cost per Hire Source: Recruiting Roundtable Research Organizations are investing in talent pipelines … … to drive slate quality ...and improve core recruiting metrics Direct Outcomes Ultimate Outcomes
Vision  ,[object Object],[object Object],[object Object]
[object Object]
Where the talent is going … SEARCH/PORTAL SOCIAL NETWORKS BLOG/CONTENT VIDEO Source: Alexa TOP 10 INTERNET WEB SITES
Search engine marketing tactics, which include search optimization, are effective for branding and sourcing  candidates that use search engines
 
 
A closer look at the top social networks…
 
[object Object],[object Object],[object Object],[object Object],… by the numbers ,[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],… by the numbers ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
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The Blog Revolution ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],For  any  topic you can think of (industry, occupation, location), there are many blogs with audiences visiting them regularly
… by the numbers ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Usage of Video ,[object Object],[object Object],[object Object],[object Object]
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A New Audience  Passive Job Seekers Active Job Seekers Online video Niche Content Sites Social Networks Blogs Podcasts Job Boards General Search Large pool of untapped talent within new media Search reaches both active and passive candidates Job boards reach active audiences
Recommendations ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Recommendations (continued) ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Summary ,[object Object],[object Object],[object Object],[object Object]

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Ta Strategy Corp2

  • 1. Talent Acquisition Strategy Stabilize-Revitalize-Revolutionize by Dennis Casely-Hayford 2009
  • 2.
  • 3.
  • 4.
  • 5. Intake Interviewing Decision Conversion Active Candidates Passive Candidates Larger mass of passive candidates unavailable. Pools are assembled almost entirely with active talent looking for us. Process starts from “standing stop” each time. All insight into candidate credentials gained after process has been set in motion . 1 2 3 4 5 New Hire Little to no emphasis is placed on restocking talent pools with qualified declined candidates. Reactive Recruitment Model The reactive stance of recruiting ignores the larger pool of passive candidates and focuses largely on active candidates. Source: Recruiting Roundtable Research
  • 6. Proactive/Pipeline Recruitment Model The imperative to recruit before you have need to identify the best passive individuals and build strong relationships. Talent Pipelines: Deep pools of named and known talent with which we have built relationships and that can be tapped quickly to fill interview slates High Quality Slates Every 10% improvement in slate quality translates into a 5% improvement in quality of hire. Faster “Time to Slate” Every 10% improvement in slate quality translates into 3% improvement in time to fill Higher Quality Hires Decreased Time to Fill Lower Cost per Hire Source: Recruiting Roundtable Research Organizations are investing in talent pipelines … … to drive slate quality ...and improve core recruiting metrics Direct Outcomes Ultimate Outcomes
  • 7.
  • 8.
  • 9. Where the talent is going … SEARCH/PORTAL SOCIAL NETWORKS BLOG/CONTENT VIDEO Source: Alexa TOP 10 INTERNET WEB SITES
  • 10. Search engine marketing tactics, which include search optimization, are effective for branding and sourcing candidates that use search engines
  • 11.  
  • 12.  
  • 13. A closer look at the top social networks…
  • 14.  
  • 15.
  • 16.
  • 17.
  • 18.
  • 19.
  • 20.
  • 21.
  • 22. A New Audience Passive Job Seekers Active Job Seekers Online video Niche Content Sites Social Networks Blogs Podcasts Job Boards General Search Large pool of untapped talent within new media Search reaches both active and passive candidates Job boards reach active audiences
  • 23.
  • 24.
  • 25.