Talentjuncture ASTD Presentation
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Transcript of Talentjuncture ASTD Presentation
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talentjuncture.com | [email protected] | +27 83 632 1380
ASTD 2010
Presented By: Leonie Pentz
Global Executive Search
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The world is still round but the (recruitment) market is already flat...
- Hermawan Kartajaya, President of World Marketing Association
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A bird’s eye view : How did the market become flat?
•Digitalization•Globalization•Futurization
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...hierarchies are being flattened and value is being created less and less within vertical silos and more and more through horizontal collaboration.
--Thomas L. FriedmanAuthor of The World is Flat
Digitalization: a horizontal collaboration
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Globalization: a borderless world
… The world has already attained the position of being effectively without borders.
-Kenichi Ohmae-Author of The Borderless World
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Futurization : an individual focus
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BEFORE: Uninformed/ Uneducated customers = Vertical Marketing
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NOW:Clever customers = Horizontal marketing
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How do we adapt?NEW Horizontal Market OLD Vertical Market
Communication Segmentation
Confirmation Targeting
Clarification Positioning
Codification Differentiation
Crowd Combo Marketing mix
Co-Creation Product
Value Price
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How do we adapt?
NEW Horizontal Market OLD Vertical MarketCommunity Activation PlaceConversation PromotionCommercialisation SellingCharacter BrandCaring Service
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Tack the sails!!
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Worst recruitment mistakes
• Flat recruitment advertising• Inefficient recruitment processes• Wrong recruitment partners• Time to hire is way too long• Treating (EE) candidates as if they are stupid
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Case study 1. Belden Europe
• Identified recruitment process as inefficient• Set target to reduce time to hire to 65 days
from sign-off (from 130 +days)• Chose Head Hunting company as recruitment
partner for scarce skills• Got Senior Management involved• Reduced time to hire to 83 days in six months
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Case study 2: Large Tobacco co, South Africa
• Employer brand vs. Consumer Brand• Employ for attitude (future fit)and train for
skill• Engage staff• Drive recruitment policy from top down• Partner with Head Hunter• Buddy system, Coaching, Training
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Recipe for success: advertising
• Print media vs on-line• Community sites • Targeted industry websites • Blogs• Selling vs engaging
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Recipe for success: advertising• Employer Brand integrity (character)• Net promoters?
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Recipe for success: Process
• Drive process from top• Human Resource Department vs. Hiring
Manager• First interview: Say WHAT?!• Be realistic;– Salary Surveys– Industry Research– Timeframes– EE targets
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Recipe for success: The ideal Recruitment Partners
• DO not treat Executive / Scarce Skill Search Partners the same as general recruitment vendors
• Ensure your Head Hunter has a track record of success, integrity and similar values
• Allow Head Hunter access to top decision makers and any information which will affect the appointment
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Recipe for success: Timelines
• Agree on timelines with HR, Hiring Managers and Head Hunter and STICK TO THEM
• Ensure all candidates are communicated with and regretted timeously and courteously
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Recipe for success: Which Methodology?
• Consider EE targets, Scarce skills, Seniority
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Recipe for success: Communicating in a flat market
• Candidates are informed and intelligent
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Recipe for success: Communicating effectively in a flat market
• Head hunted candidates vs job seekers