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Stanton Chase InternationalStanton Chase International
Presented by Presented by Stanton Chase Stanton Chase ChicagoChicago
Talent Acquisition - Best Practices
Stanton Chase is distinct
among today’s Executive
Search firms in that we view
the talent acquisition process
as an ongoing strategic
initiative
Our focus is on mid and
PR
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Best
PracticesEngagement
Research
Candidate
Development
Soft
QualifyAssessment
Expediting
C.A.T.
Coordination
FeedbackOur focus is on mid and
senior level management
positions with an objective of
attraction, assessment, and
acquisition as a top business
process imperative.
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Best
Practices
Talent
Acquisition
Program
Launch
Program
Assessment
Engagement
Refinement
Negotiations &
Administration
Offer
& Close
Feedback
Talent
Relationship
Management
Program
Assessment
Engagement
Refinement
Best Practices - Talent Acquisition Consulting
Best Practices begin by embracing the
philosophy that talent acquisition is an
ongoing process.
At the commencement of each
engagement Stanton Chase guides a
detailed talent pursuit exercise.
This process for each engagement is
Program
Launch
AssessmentThis process for each engagement is
initiated with a Talent Detail Document
specific to that position.
Additionally, a detail competitive
landscape review with specific executives
identified is performed
Program
Assessment
Engagement
Refinement
Talent Acquisition Consulting -Program Launch
A qualitative overview of the program that
includes defining the scope, establishing the
structure, designating the key players, and
establishing the deliverables.
We work with our clients to build and
communicate a clear understanding of the
necessary process for hiring the best possible
talent.
Program
Launch
Assessment
• Process Review
• Culture Overview
• Values Overview
• Program Timeline Established
• Assignment of Responsibilities
• Technology Integration
• Metrics Review and Monitoring
talent.
Program
Assessment
Engagement
Refinement
• Audit Workforce Plan
• Perception Survey (EVP-EOC)
A thorough process that builds awareness
of your firm and its talent needs, challenges,
values, and organization dynamics.
The detailed Guidebook process allows a mutual
understanding that defines the talent acquisition
process.
Talent Acquisition Consulting -Program Assessment
Program
Launch
Assessment• Perception Survey (EVP-EOC)
• Current Staff Assessment
• Position Reviews
• Candidate Acquisition Teams (CAT)
Assignments
• Compensation Benchmarking
• Core Competencies Review
• Talent Marketing Strategy Review
• Establish Initial Action Plan
Program
Assessment
Engagement
Refinement
• Talent Detail Document (TDD)
Development & Review
For each engagement, we work with
our clients to develop a Talent Detail
Document (TDD). Commencing with
Research, this guides our attraction,
assessment, and acquisition of talent.
Talent Acquisition Consulting -Engagement Refinement
Program
Launch
AssessmentDevelopment & Review
• Develop Competitive Research Strategies
• Deploy Web Marketing Strategies
• Set Engagement Goals and Timeline
• Define Must-Have and Desirable
Selection Criteria
• Refine CAT Assignments
Candidate
Development
Best Practices - Talent Attraction
Each engagement is custom-built/handled
uniquely which incorporates our extensive
network, current database, and custom
competitive research to insure that we have
presented our client’s opportunities to all
relevant candidates in the marketplace.
• Research Project Document (RPD) is
Research
• Research Project Document (RPD) is
Created and Defined
• Keyhires-based Engagement
Monitoring
• Scripted Introduction of Position to Set
Pool of Candidates
Talent Attraction - Research
For each engagement, we work with our clients
to develop a Research Project Document (RPD)
which defines the research sources we will
employ to mine our current database, subscribed-
to databases, and to generate new candidates
from competitors.
We then identify and refine data, deploy research,
and offer an initial sampling of candidates specific
to the needs of each engagement.
Candidate
Development
to the needs of each engagement.
• Fundamental Industry Research (IRP)
• Research Principal Competitors (CRP)
• Development of Research Project Document
(RPD)
• Internet Research Strategies
• Primary and Secondary Competitor Mapping
• Research Data Verification and Refinement
• Initial Candidate Sampling
Research
Talent Attraction - Candidate Development
This phase initiates discussions between
our consultants, candidates, and clients
that result in a refined search process and
sustained candidate relationships.
• Candidate Development and Screening
• Employer of Choice (EOC) Deployment
• Candidate Research Feedback
Candidate
Development
• Candidate Research Feedback
• Sustained Talent Relationship
Management Strategies (Keyhires)
• Market Perceptions Feedback
• Candidate Perception and Motivations
Analysis
• Ongoing Talent Relationships
Established and Maintained
Research
Best Practices - Talent Assessment
Soft
Qualify
Assessment
Proper assessment leads to a higher quality
potential hire.
We transform the pool of qualified
professionals identified via our research
process to a short list of highly-qualified
candidates appropriate to the needs of
your firm. your firm.
Talent Assessment – Soft Quality
Soft
Qualify
Assessment
Once the Talent Detail Document (TDD) is
completed, refined, and authorized by the
client, we define a pool of candidates that
initially qualify for the position based on the
intersection of their professional
backgrounds and the skills specified in the
TDD.
Our goal is that these candidates meet 80% Our goal is that these candidates meet 80%
of the requirements outlined in the TDD.
• Discussion of Candidates’ Motivations
• Initial Assessment Commentary
• Continuous Calibration Process
• Standardized Ten Question Assessment
Talent Assessment – Assessment
Once a candidate meets the initial criteria for the
position as defined in the TDD and our client indicates
an interest in pursuing them further, we complete a
thorough, person-to-person assessment that goes
beyond a review of their professional qualifications
to create a clear picture of the candidate’s
appropriateness as determined by the Stanton Chase
team.
• Complete Candidate Assessment Document (CAD)
AssessmentSoft
Qualify
• Complete Candidate Assessment Document (CAD)
• Extensive Person-to-Person Candidate Interaction
• Informal Reference Checks
• Current Compensation Package (CW)
• Keyhires-Based Presentation of Candidates
• Determination of Interviews
• Calibration Discussions
We then present the top candidates to the client
and determine those that are appropriate to
interview.
Expediting
C.A.T.Coordination
Feedback
Best Practices - Talent Acquisition
We maximize the effectiveness of each
interview opportunity through careful
coordination and optimization of the
client and candidate experience.
Constant communication with our client
and key candidates insures that each
phone conversation and face-to-face
Negotiations &Administration
Offer & Close
Feedbackphone conversation and face-to-face
meeting has a productive outcome.
Talent Acquisition – C.A.T. Coordination
The Candidate Assessment Team (CAT) is a
collaborative effort by Stanton Chase, the client
Human Resources team, and client hiring
managers that results in a well-orchestrated
interview process that keeps the candidate
engaged, challenged, and qualified.
The facilitation of an interview process in which
each interviewer focuses on a different aspect of
C.A.T.Coordination
Expediting
Feedbackeach interviewer focuses on a different aspect of
candidate qualification allows for an in-depth
picture of the candidate to emerge.
• Deploy Stanton Chase’s Eight Interviewing
Objectives
• Interview Training and Custom Questionnaire
Deployment
• Assign Interviewing Objectives to C.A.T. Members
• C.A.T. Members Post-Interview Debriefs
Negotiations &Administration
Offer & Close
Feedback
Expediting
Feedback
C.A.T.Coordination
Talent Acquisition - Expediting
Stanton Chase eases the stress of
interviewing candidates and insures a
smooth process.
We alleviate many of the “headaches”
associated with interviewing by facilitating
all logistical aspects including: • Communication with Candidates and
Interviewers
Negotiations &Administration
Offer & Close
FeedbackInterviewers
• Implementing Travel Plans
• Directing Transportation To and From
the Interview
• Meeting Coordination
Talent Acquisition - Feedback
We seek ongoing feedback from our clients and
candidates to insure that our deliverables match their
expectations.
By consistently reviewing the process at the close of
each engagement, we are able to address ongoing
talent acquisition needs and strategies.
At the conclusion of each engagement, we offer
immediate feedback regarding talent acquisition best Feedback
Expediting
C.A.T.Coordination
immediate feedback regarding talent acquisition best
practices.
• Report Metrics
• Review Processes and Activities with Senior
Management
• Assess Candidate Acquisition Team (CAT)
Performance
• Refinement of Approaches and Strategies
• Candidate Feedback (Candidate Debriefs)
• Review of Research and Competitor Mapping
Feedback
Negotiations &Administration
Offer & Close
Talent Acquisition -Negotiations & Administration
Stanton Chase facilitates all logistical
aspects of composing an offer to the
candidate on behalf of clients, resulting in
a 80% or higher offer-to-acceptance ratio.
• Review Compensation Worksheet (CW)
with CAT Members
• Facilitate Relocation Package, When
Expediting
C.A.T.Coordination
Feedback• Facilitate Relocation Package, When
Applicable
• Candidate and Client Expectations
Management
• Facilitate Client Presentation of
Compensation Package
Negotiations &Administration
Offer & Close
Feedback
Expediting
C.A.T.Coordination
Feedback
Talent Acquisition – Offer & Close
Proper coordination during this critical
phase of the process should facilitate a win-
win for candidates and clients.
Stanton Chase is involved in every aspect of
the Offer and Close including:
• Foreseeing Any Challenges to
Candidate Acceptance
Offer & Close
Negotiations &Administration
FeedbackCandidate Acceptance
• Timely Extension of Official Offer
• Review and Negotiation of Counter-
Offer, When Applicable
• Agreement to Close by Candidate
and Client
Best Practices - KeyhiresTM
Acquiring your company’s KeyhiresTM
requires a deep understanding and
firm commitment to the talent
acquisition process.
Strategy, process improvement
training, and continuous self-
evaluation are all key components to
Talent
Acquisition
Talent
Relationship
Management
evaluation are all key components to
win the “War for Talent.”
KeyhiresTM
- Talent Relationship Management
We insure that our clients are
competitively positioned to attract,
acquire, and retain the best possible talent
by identifying the right candidate for the
right position at the right company
• Continuous Talent Acquisition Process
Improvements
Talent
Acquisition
Talent
Relationship
Management
Improvements
• Regular Communications With Top
Talent
• Periodic Talent Message Management
• Candidate Acquisition Team (CAT)
Reviews
• Review and Analysis of Metrics
• Regular Review of EOC Branding
Strategies
KeyhiresTM - Talent Acquisition
In order to maximize your return on investment
in the talent acquisition process, we
continuously work with our clients to
understand how the industry and candidates
perceive their company.
Periodic review of the Program Launch
Guidebook heightens the awareness of the
importance of talent acquisition as a top
Talent
Acquisition
Talent
Relationship
Management
importance of talent acquisition as a top
business initiative.
• Workforce Planning
• Industry Perception Management
• Sustained Talent Sales and Marketing
Strategies
• Refine Employee Value Proposition (EVP)
• Continuous Talent Acquisition Process
Improvement Training