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8/14/2019 Out Talent Your Competition: Buliding High Impact Talent Pools
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Out-TalentYour Competition
Designing highperformance talent-pooling solutions
8/14/2019 Out Talent Your Competition: Buliding High Impact Talent Pools
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Things you should know«.
Submit questions during the presentation
Slides will be available after the webinar
We¶re recording today¶s discussion
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Join the conversation -
Dimitri Boylan
CEO, Avature
Trevor Vas
Executive Director, HCMS
Susan Burns
Chief Talent Strategist,Talent Synchronicity
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Agenda Talent Pools Vs Active
Requisition hiring
Building the CompellingCase - define, align anddeliver
Developing a Solution andPath to Success - what¶syour ROI & personal equityfactor
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H ow do you define talent pools and how
does recruiting for them differ fromrecruiting for open roles?
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What is a Talent Pool?
What is a Talent
Pool?
A community of qualifiedcandidates who can beengaged over time tofill vacancies
Usually identified by
tapping passivecandidate markets toidentify the brightest andmost capable individuals Direct/
Proactiveapproach
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What are the main obstacles a recruiting
team could anticipate if they decide to pursue a talent pooling strategy?
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Obstacles Are Simply Opportunities Defining the business problem &
gaining insight into futurecapability
Engaging hiring managers
Managing expectations betweenrecruiters and sourcers
Structuring the talent function -dedicated recruiters / sourcers withright skills and mindset
Access to the right technology
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G
aining Executive Buy In for theTalent Pool
Develop metrics to monitor your Talent Pool¶s
efficiency and effectiveness
Develop a comprehensive business case thatclearly outlines the recruitment cost savings
from having a talent pool
Encourage senior stakeholder sponsorship andparticipation to ensure talent pool success
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What is the core value derived from buildingtalent pools - for the individual and the
company?
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Talent : Business Strategy Alignment
Tie talent insight to business strategy -know what it takes for the organizationto win
Help the organization mitigate risk -
future projects
Improve resource allocation
Gain competitive insight
Incorporate external successionplanning
From intangible to tangible
Enhance your credibility and buildpersonal equity!
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Are talent pools appropriate for all types
of roles?
What approach should be taken to
identify the types or groups of roles that
would deliver the highest return fromtalent pooling?
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Insidejob®
All Roles Are Not Created Equal. So, why take the same approach?
4
3
2
1
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I f I ¶m building a talent pool am I also
building a talent community?
What specific actions would differentiate
the company¶s employment brand and build a more engaged talent community?
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Developing CRM Tactics
What does the
community value?
What is your level of
commitment?
Relevancy
Consistency Personalization
K now your audience
Motivation to join XYZ Ltd and EVP Match
X Y Z
C o m p e t e n c y M a t c h
High
H i g h
Low
L o w
D
C
A
B
Medium
M
e d i u m
High-touch CRMTactics
y Invitation to targetedcompany events
y Meet with senior stakeholders in thebusiness
y Receive mentoringopportunities
y Skills assessment
Low motivation to joinXYZ and poor capability
profile
High motivation to joinXYZ but poor capability
profile
High motivation to joinXYZ with highly
desirable capabilityprofile
Low motivation to join XYZ but
highly desirablecapability profile
Motivation to join XYZ LtdandEVP match
X Y Z L t d
C o m p e t e n c y
m a t c h
High
H i g h
Low
L o w
Medium- touch CRMTactics
y Invitation to XYZ ÔsocialÕ or networking events
y Meet regularly with XYZambassador
y Participate in XYZ career planning workshops
Low-touch CRMTactics
y Access to blogs , podcastsy Invitation to join XYZ social
network e .g. Facebook , MySpace
y Receive free samples of product
y Receive email updates fromXYZ on company activities
Increasing automation
Proposed approach for deploying CRM Tactics
Incremental CRMTactics
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Talent
Pooling& the
Social
Web
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1
Source & AttractSocial Networks, Blogs,Job Boards, Directories,OpenWeb, Micro-sites,bulk data upload
2
EngageEmail or SMS directlyfrom the Avature
System, in bulk or one-off
3
Profile and
SegmentUse tags, custom fields,workflows, notes tobuild a complete profile
4
CRM & Workflow
Builder Manage relationshipwith candidates andclients. Using email,sms enabled byworkflow management.
Create bespoke clientapplications
5
Recruit & PlaceRecruit or export thedata to your RTS
Reporting & MetricsDashboard style reportingwith metrics driven aroundpipelines, segmentation,and CRM activity
Methodology Overview
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Avature Recruiting Solutions
Contact Information
Mike Johnson
Q & AIf you¶d like a copy of today¶s presentationsend an email to MikeJohnson.
All attendees will receivea link to the recordingonce its posted online. www.avature.net