Talent Acquisition - The Customer Perspective
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Transcript of Talent Acquisition - The Customer Perspective
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Talent Acquisition
The Customer Perspective
25 February 2016
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Global Workforce Demographics 2030 Report: Boston Consulting Group
By the year 2030, in the 15 leading industrial nations of the world, there is the real danger of a demographic “perfect storm”.
It will be caused by:
• Baby boomer retirement
• Generation x, y and the “millennials” leaving corporate life or not joining in the first place
• Disruptive technology
• Inability of companies to keep their workforces suitably educated
• Poor Diversity and Inclusion strategies
• A breakdown of the historical employer/employee psychological contract.
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Labour Supply 2030
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Talent Acquisition Assignment
A talent acquisition assignment should be defined as being from the point that the assignment is formally authorised to one year after the successful candidate has been in the company.
Peter Wright
February 2016
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Talent Acquisition Process
• Identification and authorisation of vacancy
• Who is going to oversee the process
• Identification of those to be involved in the process
• Means of going to market
• Initial impact
• Interview/selection process
• Offer letter -> start date stage
• First 90 days – including induction
• Remainder of first year in the company
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Three Main Tools Available to You
• Employer Brand
• Employee Value Proposition
• Employee Engagement Process
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Employer Brand
• It is a tough market and it is going to get tougher.
• Your brand must say something about your company that is distinctive and separates you from others.
• Your points of differentiation have to be current, relevant and capable of being delivered.
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A Global Branding Strategy?
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What makes an Employee Value Proposition?
Espoused Organizational
Values
Tangible
Organizational
Intangible
Individual
The Job• Degree of autonomy• Level of authority• Formal recognition• Personal Development• Work/ life balance
The Package• Pay & Benefits• Role Definition• Job Content• Nature of work Organizational Processes
• Informal/ formal• Physical environment• Career opportunities• Social events• Training
Profile• Growth•Financials•Reputation• Product/ service brand•Major successes• History• Size
Working Experience• Role Clarity•Perceived worth• Relationship with manager•Respect for colleagues• Ability to be oneself• Diversity
Social Systems• Friendships• Informal recognition
Conviction• Belief in purpose• Making a difference• Confidence in organization
Leadership Style• Respected Behaviours•Politics
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Blueprint – EVP Development snapshot
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Most Like Us
(Authentic/Credible)
✔ ✖ ?
Professional
Socially Responsible
Stability
Flexibility
Effective
Communication
Friendly & Supportive
Colleagues
Honesty
Career Opportunity
Challenge
Fulfillment
High Calibre People
Personal Development
Respect
Not Sure (At Our Best /
Momentum Builders
✔ ✖ ?
Technical Experience
Global Mobility
Networked
Fairness (to people)
Scope for Personal
Initiative
Work Life Balance
Collaboration
Fun
Meritocracy
Customer Focus
Growth Focus
Not Like Us (Wishful
Thinking?)
✔ ✖ ?
Learning Culture
Accountability
Diversity
Dynamism
Bravery
Fast Pace
Openness
Simple
The current working experience
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Talent Acquisition Process - Challenges
• Poorly conceived role or assignment – 40% of all executive search assignments are cancelled by the company.
• External agency used to help company and starts contacting people when they have insufficient answers.
• The process takes 180 days when it could be done in half that time.
• The “Predictors” used have not been structured appropriately.
• Companies “drop the ball” at job offer stage.
• “Induction” should take a year – candidates are not successfully handed over.
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MEN WANTEDMen wanted for hazardous journey,
small wages, bitter cold, long months
of complete darkness, constant danger,
safe return doubtful, honour and
recognition in case of success….
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Advertisement placed by Sir Ernest Shackleton,1906 prior to his South Pole expedition
•
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Accuracy of Predictors
1.0
0.9
0.8
0.7
0.6
0.5
0.4
0.3
0.2
0.1
0
-0.1
Perfect prediction
Assessment centers (promotion)
Ability testsWork sample tests
‘Situational’ interviews/criteria-based interviewsAssessment centers (performance)Bio-data, personality tests
InterviewsReferences
AstrologyGraphologyChance Prediction
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Channels to the candidate to promote your Talent brand
47% 49%
61%
76%
0%
10%
20%
30%
40%
50%
60%
70%
80%
General SocialMedia
Word of Mouth Social ProfessionalNetworks
Company Website
16 Source: LinkedIn Global Talent Report, 2015
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“Customer Interaction”
• Every time you contact someone on behalf of your company one of 3 things will happen:
– the customer will be delighted
– the customer will feel indifferent about the experience
– the customer will be upset
Only one of those outcomes is a good one for your company.
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