Talent Acquisition: Get Strategic with 7 Steps Kyle Hartwig, - - PowerPoint PPT Presentation

Talent Acquisition: Get Strategic with 7 Steps

Kyle Hartwig, Senior Human Resource Specialist (Corporate Recruiter), Client Services Division, Office of Human Resources, NIH

Agenda

• Why Talent Acquisition?
• Traditional Staffing vs. Talent Acquisition
• 7 Steps for Hard-to-Fill positions
• Key Take-Aways
• Questions

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Why Talent Acquisition?

• USAJOBS may not reach desired applicant pool
• Applicants lack specific competencies
• Short application window
• Repeat announcements
• USAJOBS announcement format has limits
• Key take away: Traditional Federal hiring may have limits

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Traditional Staffing vs. Talent Acquisition

• Key take away: Talent acquisition is both active and strategic

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• Reactive with customer
• May require multiple postings
• Engages active job seekers
• Post and pray
• Proactive with customer
• Short timeframe to fill job
• Engages passive talent
• Search and cultivate

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• 1. Prepare
• 2. In-take
• 3. Craft Plan
• 4. Source
• 5. Feedback
• 6. Engage Talent
• 7. Follow-Up

Let’s Get Started!

Learn How To:

• Find and engage ideal

candidates before you post

• Source candidates using

LinkedIn, Indeed, etc.

• Provide effective consulting

services to your clients

Step 1: Prepare

• Ensure the right people attend in-take meeting
• Secure candidate wish list in advance
• Do your homework!
• Recruitment history to be aware of?
• Key take away: Gather the right people, resources, and build up

position/client knowledge quickly

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Step 2: In-take meeting

• Agenda is a must; facilitate for all parties to share
• Share sample candidate CV for reaction
• Listen and watch body language of hiring team closely
• Probing questions clarify “must” vs. “nice” desires
• Ask hiring manager to engage with talent prospects
• Follow up email sets expectations, roles, and actions

Key take away: Participants understand roles and responsibilities

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Step 3: Craft Strategic Plan

• Succinct strategy w/ actionable details
• Develop timeline, roles, risks, and actions
• Include outreach techniques; webinars, etc.
• Create short “to do” lists for participants
• Update periodically as timeline progresses

Key take Away: A written strategy becomes a “contract” of future behaviors

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Step 4: Talent Sourcing

• Utilize advanced Boolean logic (And, or, “”)
• You need both volume and quality
• Social media promotion- “Coming attraction”
• Design flyers; employees use at meetings, etc.
• Pre- announcement “Expressions of Interests”
• Create “day in the life” YouTube videos
• Collect metrics on talent prospects

Key take away: Find passive and active talent using a variety of sources

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LinkedIn Search Profiles

Pediatric Nurse 39,000 “” Masters 11,000 “” Senior Manager 178 “” D.C. Metro Area 11

Source Members

LinkedIn 467 Million Indeed.com 200 Million Zip Recruiter 120 Million Glassdoor 50 Million Doximity 500,000 Medzilla 285,000

Step 5: Hiring Manager Feedback

• Invite criticism- ask about talent quality at

meetings and be open to changing directions

• Re-calibrate search based on new feedback
• Share social media content to thrill clients
• Keep collecting metrics on talent prospects

Key take away: How are hiring manager informational calls going?

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Step 6: Engage Talent

• Use creative and short messaging
• Include hiring managers contact information
• Articulate employer value proposition
• Ask unresponsive candidates for referrals
• Keep telling candidates next step in process

Key take away: Watch your response rate and nurture personal relationships

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Hi Krista, Barbara Jordan, Service Chief, is intrigued with your experience at Childrens, M.S., and 2 publications. As a research hospital, our doctor- patient-nurse environment is a nice mix of pace. Barbara would enjoy telling you more. Barbara.Jordan@nih.gov Subject: PEDS S.N.M. NIH Opening

Step 7: Follow up and Follow Thru

• Set up feedback meeting with entire hiring team
• Acknowledge each individuals contributions
• Discuss metrics and share story for future referrals
• Record names into ROI tracking process
• Share success via presentations, newsletters, etc.

Key take away: Track success, share success, and learn from mistakes

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• 11 LinkedIn profiles sourced
• 5 Messaged (45%)
• 2 responded (40%)
• 2 Interviewed
• 1 hired

Krista Cato Senior Pediatric Nurse Manager

Key Takeaways

• Sourcing potential candidates involves creativity and dedication
• Engaging talent requires hiring manager involvement
• Talent acquisition involves a search and cultivate mentality

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Resources

• For additional information please visit:
• Recruitment Policy Studio: www.HRGRU.gov
• Career site marketing ideas: www.jobs.nih.gov
• NIH Jobs YouTube Channel: https://www.youtube.com/user/NIHforJobs

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Contact Information

• Kyle Hartwig
• National Institutes of Health
• Kyle.Hartwig@nih.gov
• 301.435.7276

jobs.nih.gov - linkd.in/NIHJobs - facebook.com/NIHforJobs - twitter.com/nihforjobs - glassdoor.com/NIH

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