Strategic talent activation: Succeed in a world where just in time - PowerPoint PPT Presentation

@CIPD_Events #CIPDTA Strategic talent activation: Succeed in a world where ‘just in time’ hiring is not enough Katrina Hutchinson-O’Neill Talent Acquisition & Retention Expert Yardstick Associates Sponsored by

Stra te g ic T a le nt Ac tiva tio n Succeed in a world where ‘just‐in‐time’ hiring is not enough K a trina Hutc hinso n-O’ Ne ill F o und e r & Ma na g ing Pa rtne r 2018 UK I n-Ho use Re so urc ing L e a de r o f the Ye a r

UK E mplo yme nt Ra te UK Jo b Va c a nc ie s 2013-2018 2003-2018 Source: Office for National Statistics

85% Be lie ve the ir ta le nt a c q uisitio n wa s ha rd e r in 2018 tha n 2018 93% pre d ic t 2019 will b e to ug he r a g a in Source: RL100 member survey

01 02 03 04 05 Is your primary Are your recruiters, Do you socially Does your Do the candidates strategy to post jobs or even worse your share a job once business see in your on job boards or hiring managers, or twice and then talent acquisition recruitment LinkedIn and just spending the most if there’s no as HR / database/ATS sit wait for candidates time trawling response, decide Resourcing’s job? there whilst more to apply? through numerous it doesn’t work? are added? applications

Hiring stra te g ie s d e ve lo pe d in the 19 th c e ntury a re no t fit fo r purpo se in a hig hly c o mpe titive c a nd id a te d rive n ma rke t

&

1 2 High Need / Low Need / Hard to Hard to MAKE FRIENDS CONSIDER BEFORE YOU PARTNERSHIPS Source Source NEED THEM – WITH NICHE CULTIVATE PIPES AGENCIES 3 Everything STICK WITH POST & PRAY, WITH A Else RENEWED FOCUS ON AGILITY OF PROCESS

1 High Need / Hard to Source Invest in developing a strategic pipeline of potential candidates… but STOP thinking about them as candidates.

Vs.

1. K e e p it simple 2. Build yo ur c ulture o f T A a s a T e a m Spo rt 3. Prio ritise yo ur ta rg e t hig h ne e d & ha rd to fill ro le s a nd d e d ic a te 70-75% o f yo ur time to o nly tho se ro le s 4. I nve st in suita b le to o ls to he lp yo u c ura te a nd c ultiva te yo ur ta le nt pipe line s 5. Do n’ t fo rg e t a b o ut the impo rta nc e o f q ua lity o f c o mms c o nte nt- the y d o n’ t wa nt to he a r HR spie l, g ive the m a ma zing pro fe ssio na l inte re st c o nte nt

ka trina @ ya rd stic ka sso c ia te s.c o L inke d in.c o m/ re c ruit2 @ K a tHo n01