Recruiting in a Competitive Market

Recruiting in a Competitive Market

MAURA DYER 15 YEARS Online Talent Acquisition Director, Rogers Facilitating the recruitment, engagement, and development of top talent at leading Canadian organizations across various industries @mauradyer ca.linkedin.com/in/mauradyer/

SIMON PARKIN 20 YEARS Online Practice Leader Recruitment Advisory The Talent Company Former Global Leader of Talent Acquisition at Fortune 100 company past 7 years as a Recruitment Advisor to organizations around the globe @atalentcompany @SimonParkin1 www.thetalent.co

AGENDA i Introduction ii The Labour Market Today & Tomorrow iii The Top 5 Things You Can Do iv Questions & Comments

i Introduction

Your Business Leaders Recognize Recruitment is now a Priority What are the biggest HR/people challenges facing your organization? Response Chart Percentage Retention of staff 21% Attrition and retirement of skilled employees 14% Succession planning 49% Ability to recruit new, skilled employees 47% Obsolete/dysfunctional HR systems 19% HR staff not skilled enough to support the needs of the business 18% Other, specify: 18% Source: The Talent Company s HR Pulse Study 2014

It s no longer an Employer Centric Market where You are lucky to work for us!

Here is the Candidates Perspective: I have options! Why should I work for you?

Recruitment Today Unfortunately Recruitment within many organizations: Not appropriately funded based on expectations. Inadequately championed at the Executive level. Treated as a transactional admin process.

ii The Labour Market Today & Tomorrow

The Ever Changing Labour Pools in Canada

Our Labour Market Canada is a tough market to use one approach to recruit in nationally..each region, industry & skill set is unique from a talent perspective and each talent segment uses different mediums to find opportunities

Our Ever Changing Labour Market the many influencers.

Top Talent will always be in Demand..including your Top Talent!

Your Approach to Recruitment Must Also Change

iii The Top 5 Things You Can Do

#5 Your Recruitment Strategy Structure & Resourcing

The Role of Recruitment Continues to Evolve

but the top 2 recruitment functional challenges remain the same Capacity Effectiveness

Factors in Building an Effective Recruitment Strategy & Model Timing with the Business Strategy Leadership attitude, buy-in & investment Recruitment today vs. tomorrow Budget & Resourcing

Understand Where Your Organization is Today Key Factors: Capacity Capabilities Investment Challenges Org Reputation Business Engagement

Define Where You are Going/ Where You Want to Go Business Plan Workforce Plan Talent Plan Recruitment Strategy Develop the plan for your organization

But don t try and boil the ocean!

Many Different Recruitment Models to Choose From. Which is best for you? Traditional End-to-End Recruiters - Centralized - By LOB - Decentralized - By Skill Set/Function Specialized Focused Recruitment Roles i.e. Relationship Recruiters, Sourcers & Researchers, Coordinators, COEs Outsourced Hybrid

The Balancing Act within a Recruitment Model What s your Priority? Business Relationship and/or Candidate Hunting

Bottom Line - Invest in Your Recruitment Function Recruitment must be an organizational focus not just an HR focus!

#4 Enhance Your Talent Sourcing

Your Candidate Sourcing Must Evolve Many organizations are still Posting & Praying

.and yes, posting on LinkedIn is still considered Post & Pray!

The First Thing to do to Enhance Your Sourcing Ensure you are getting the most out of the sourcing tools you are already paying for!

Candidate Sourcing Best-in-class Recruitment teams are integrating a dedicated candidate research and sourcing approach into their recruitment practices

Change the sourcing mindset! Talent Pipelines

Your Top Performers How can I recruit you again profile

Build & Develop Your Own

Boomerang Talent

#3 Developing Your Hiring Managers

Do you recognize this?

Really!!!!!!!!

It all starts with your Recruiters having more effective Intake Discussions with your Hiring Managers Coaching Consultative Set Expectations Understand the Market Deliver Tough Messages

Your Recruiters need to be more consultative with Hiring Managers Managing expectations with the wanted vs. the needed candidate skill sets based on their understanding of the labour market

Timeliness of your Hiring Decisions According to Glassdoor, the average interview process takes about 25 days How many of your top candidates will still be available when you finally make the decision?

Hiring Managers & Their Biases Top Influencing Factors in Hiring Candidates* 1. Candidate s Sense of Humour: 27% 2. Involved in Community: 26% 3. Candidate who is Better Dressed: 22% 4. Candidate with whom the Hiring Manager has more in common with: 21% 5. Physically Fit: 13% *survey by Harris Interactive - 2013

Deeper Assessment of Candidates Assume 50% of candidates misrepresent themselves on their resume or exaggerate their experience in an interview is your organization and your Hiring Managers equipped to assess which candidates?

Developing your Hiring Managers Educate, train and build their confidence in making hiring decisions

Developing your Hiring Managers Today more organizations are investing in programs to develop their Hiring Leaders Recruitment Capabilities: - Talent Scout (Source) - Talent Ambassador (Candidate Experience) - Talent Assessor (Peer Interviewer)

Developing your Hiring Managers Integrate recruitment & hiring into their leadership accountabilities

Managing Through a Candidate s Multiple and/or Counter Offers Are your Hiring Managers and your Recruiters equipped to deal with them?

#2 Social Recruitment & Candidate Engagement

Your Organization s Employee Value Proposition And how does it translate for candidates? But the Employer Branding landscape has changed dramatically..

An Inside Look at Your Organization & EVP.Now

The Social Recruitment Challenge Everyone is using different social media platforms for very different reasons. Where is your quality talent coming from?

The Other Social Media Recruitment Challenge Candidate Flow before Social Media Candidate Flow now with Social Media Is the quality lost in the quantity?

Is the higher volume of candidates straining the capacity of recruitment to find quality talent?.and hurting your reputation with candidates in the market?

Candidate Engagement vs. Experience

Candidate Engagement 64% of candidates never hear back from a company 80% will share their poor experiences with their friends & family and 20% will share it on Social Media (and increasing)

#1 Best-in-class Recruiters

The Top 3 Challenges of a Recruiter Continue to Remain the Same 1. Finding Good Candidates 2. Filling Positions Quickly 3. Engaging Hiring Managers

But How Effective are your Recruiters? 32% of candidates say your Recruiters are: Not engaging Not enthusiastic Not knowledgeable Not professional

The Role of the Recruiter Continues to Evolve

The Recruiter Profile in 2015 Knowledge Skills Competencies Organization Specifics news, trends, outlook, etc. Skill Sets, Industry & Job Function Expertise Employee Value Proposition translated for Candidates Labour Market Trends & Conditions General Business Acumen Organization & Recruitment Function Practices Intake & Understanding of Business Requirements Consultative Approach Talent Research & Sourcing a hunter Technology & Social Media Sales, Marketing & Customer Service Oriented Communication and Follow Up with Clients & Candidates Coaching Candidate Engagement & Assessment Compliance Influence, Negotiation & Closing Relationship Building Will to Win!

Ensure your Recruiters are Setup to Succeed As a HR Leader: Train & develop them Help them remove the barriers they face usual involving difficult Hiring Managers Keep an eye on capacity issues potentially hurting their performance Motivate & reward performance

In Summary Understand what you do well and not so well Change the sourcing mindset of your organization Build confidence in your Hiring Managers Social Recruitment is about quality not quantity Great Recruiters drive great Recruitment outcomes Ensure your Recruiters are setup to succeed

Your Organizational Priority for 2015 & Beyond Onboard, Develop, Engage & Retain Your Talent.so the talent you need doesn t leave!

iv Questions & Comments