SLIDE 1
Career Development Roundtable – St. Gallen – December 2019
From Recruitment to Talent Acquisition
Moving Selection Processes to Modern Practices
SLIDE 2
- What will be the main trends in talent acquisition in the next
decade?
- What are the three main obstacles do you currently face in
talent acquisition in your organization?
- How would you rate your Organization’s ability to promote
itself as an employer of choice?
- What are the three main skills recruiters need to develop at this
day and age to do their jobs effectively?
Group Discussion
SLIDE 3 Trends
Talent Pipelines Roster ter Man anageme agement Electronic Approvals Streamlined Processes
SLIDE 4 Trends
Integration Th Thir ird-Parties Parties to Support upport Out utrea each ch Impact of Social Media Artificial Intelligence
SLIDE 5
SLIDE 6 Change Management
Stakeholder Management Appr proa
ch to Work rk Need to Upskill and Re-Skill Focus on Process
SLIDE 7
SLIDE 8
SLIDE 9
SLIDE 10
Educating Stakeholders
SLIDE 11 Stakeholder Mapping
Candidates
Passive Applicants Active Applicants OSCE Employees Recruiters Interview Board Members Hiring Managers Collaborators Participating States
SLIDE 12 Results Pyramid
- 1. Make it real.
- 2. Make it applicable to your
audience.
- 3. Make it simple and repeatable.
- 4. Make it convincing.
- 5. Make it a dialogue.
SLIDE 13 Recruitment Marketing
Enhancing Focus on Employer Branding
Awareness Consideration Interest Application Selection
Hire
Recruiting
Talent Acquisition
SLIDE 14 Increased Efforts on Sourcing and Outreach
Sourcing & Outreach
- Passive Candidate to Active Candidate
- Raising Awareness of Organization as
Employer of Choice
- Curating professional networks
- Development of Recruitment
Champions
- Strategic use of social media
- Leveraging partnerships with pS
SLIDE 15 Walking through the Change
Bridges, 2009
SLIDE 16
Re-branding the Organization’s EVP
SLIDE 17 Focus on the Career Journey
What’s the value of adding the OSCE to your career journey? Where have you worked before?
SLIDE 18 Focus on the Career Journey
SLIDE 19
OSCE and its impact on your Career Journey
SLIDE 20 More engaging job postings and announcements tying the mandate of the Organization with the potential impacts of adding the OSCE to one’s career journey
Promoting the OSCE an Employer of Choice
SLIDE 21 Old Standard
and not enticing to potential applicants.
hashtags to attract targeted audiences
impact
SLIDE 22 New Standard
- Description highlight work
- f the OSCE promoting the
Organization and the job being advertised
- Specific key words tied to
the job description listed
indicate greater engagement by audience in much less time
SLIDE 23 New Standard
multiple backgrounds increasing visibility among potential applicants
- Specific key words tied to
the job description listed
- Hashtags bringing attention
to Job Description focus
SLIDE 24 New Standard
produced content driving viewers to OSCE’s website
- Tie with job opening in the
same area
SLIDE 25
Side by Side Comparisons
SLIDE 26
Side by Side Comparisons
SLIDE 27
SLIDE 28
DHR – Gustavo Araujo – Nov 2019
Enhancing the Candidate Experience
SLIDE 29 How do we differentiate ourselves?
SLIDE 30
Webinar Outreach Programme
SLIDE 31 Webinar Outreach Programme
+2032 individual registrations in 6 months of 2018 55% Women 77% = > Master’s degree ~40% First- time Applicants ~40% senior level 21% from ISC sector, gov or NGO
SLIDE 32 Communicating Results
2018 2019
SLIDE 33 Internal Resources
2 recruiters with
Graphic Design Skills
SLIDE 34
Recruitment in 10 Steps
SLIDE 35 How do we differentiate ourselves?
Directing potential applicants to our resources Providing standard responses to common requests
SLIDE 36 How do we differentiate ourselves?
Directing potential applicants to our resources Providing standard responses to common requests
SLIDE 37 Feedback to Targeted Candidates
Targeting stakeholders in high-level positions or Qualified women Candidates from less- represented participating States Well-Qualified candidates who should be kept ‘warm’
SLIDE 38
What’s in it for Recruiters?
SLIDE 39 Three Reinforcing Systems
Networks of Committed People Improved Business Results Individual Personal Results
SLIDE 40
What is a growth-based career?
SLIDE 41 Re-Skilling and Up-Skilling Recruiters
All 12 Recruiters at OSCE Secretariat are currently pursuing Talent Acquisition Certification!
SLIDE 42
Developing New Skills
SLIDE 43
Creating an Even More Robust Process
SLIDE 44
Catching up with the 21st Century
SLIDE 45 Enhancing Assessments
SONRU Pre- Screening Interviews in use since 2015 Psych chometr
ics for r P5 & D Testing Platform TBD
SLIDE 46
Asynchronous Interviews
SLIDE 47
Hiring Manager’s Perspective
SLIDE 48
Evidence-Based and Data-Driven Approach
SLIDE 49
Promoting the OSCE as an Employer of Choice
SLIDE 50
Better Branding Leading to Higher Visibility
SLIDE 51 Targeted Campaigns
2018
SLIDE 52 Targeted Campaigns
2019
SLIDE 53 Recruitment Bootcamps w/Professional Associations
- Women for Careers in IO’s (June 2019)
- Women in Information Security (Oct 2019)
- Professional Women’s Network in Vienna
(Nov 2019)
SLIDE 54 Recruitment Bootcamps
Consistency in cross-promoting Services and Resources (our differentiator)!
SLIDE 55 Sponsored visits by FO’s and/or pS
Central Asian Youth Network – Kazakhstan (July 2019) Georgian Ministry of Foreign Affairs (July 2019) Visits to OSCE Bishkek Academy, MFA Academy and POiB Kyrgyzstan (September 2019)
SLIDE 56
Promoting Opportunities
SLIDE 57 Professional Groups on
- UN Women (Unofficial) - >29K members
- United Nations Open Link - >2,300
members
- Women in International Security -
<4,900 members
- United Nations - <13,400 members
SLIDE 58 Talent Acquisition Newsletter
Interviews – Tips – Webinar Registration – Podcasts – Videos – Articles-
>11,500 subscribers
Average 400 new subscribers per month
64%
engaged/highly engaged
X
13% for industry average
46%
Open rate
21.33% for industry average
SLIDE 59 Talent Acquisition Newsletter
Interviews – Tips – Webinar Registration – Podcasts – Videos – Articles-
SLIDE 60 Virtual Career Fairs
employees to participate
recruiters per 2 hour session
in advance
also encourage to post
Monika Ivic
SLIDE 61
DHR- Recruitment Unit – September 2018
Mitigating Implicit Biases
SLIDE 62 Addressing Multiple Factors
Job Descriptions New Sourcing Strategies Internal Capacity Building
SLIDE 63
Priming Interview Board
SLIDE 64 Supporting our Sourcing Strategy
Academic and Technical Institutions Professional Orgs and Associations Points of Contact
SLIDE 65
Questions
