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7 Ways to Make Hiring Talent less Complicated Joe Minaudo and Charlene Gatenby

hrpa.ca/AC2016#HRPA2016

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Who Are We?

Joe MinaudoPractice Leader, Strategy & Transformation

@aTalentCompany#HRPA2016www.thetalent.co

@JoeMinaudo

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Who Are We?

Charlene GatenbyDirector, Human Resources

@CGI_Global#HRPA2016www.cgi.com

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• Understanding the changing dynamics of Talent Acquisition• Breaking down the complexity in attracting talent• 7 ways to make hiring talent less complicated• The business case for a more focused Talent Acquisition

function• How to keep your business stakeholders on side

What We Will Be Discussing In This Session

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• Old is New• The challenge is no longer finding candidates but rather

engaging and closing candidates• Recruitment is now about influencing and selling• Omni-Channel approach to employment branding• Experienced, later stage career hires• Networking as a potent recruitment tool

Understanding the Changing Dynamics of Talent Attraction

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Breaking Down the Complexity in Attracting Talent

Recruiters = Customer Service

Candidates = Customers

Hiring Manager = Customer Support

Sourcers = Market Research & Sales

Employment Brand = Marketing

Looking at Talent Acquisition like its a Business

• A career opportunity is a product or service you are selling

• Be different• Interviews are the customer experience• Best customers/candidates come from

word of mouth (referrals)• Drive down your marketing/acquisition

costs with happy “customers”• Treat customers/candidates well and

they will return!

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• Communicate• Educate• Attract• Engage / Disengage• Facilitate • Increase Capability• Execution

7 ways to make hiring talent less complicated

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• Employment Value Proposition – What do you offer?• Setting the stage – Engage your HR partners and business

stakeholders early• Develop a communication plan– With the business, with candidates, with recruiters

• Messaging through channels• Keep the “Candidate Voice” top of mind

Communicate

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• Explain how the hiring process works, role accountability and what is to be expected

• Educate your hiring managers on how to make the best quality hires

• Educate your recruiters – don’t assume they know the best way to hire for your organization

• Educate yourself – look at your metrics, ATS and candidate feedback online

Educate

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• Plan early with a candidate focused Brand strategy• Being authentic is key!• Consider all of the ways a candidate connects with your organization• Attracting candidates is not about fancy career sites and social

channels• Remember to listen and adjust• Referrals are still your best source for candidates!

Attract

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Business

Engage / Disengage

Engage

Disengage

HR Partners Candidate• Be prepared• Set expectations• Outline obstacles• Communicate often

• Anticipate involvement

• Provide data• Communicate often

• Know your value• Alignment with HM • Be authentic!• Communicate often

• Lack of communication

• Little to no results

• Lack of communication

• Lack of partnering

• Value proposition is weak

• Lack of communication

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• Talent Acquisition is about facilitating stakeholder involvement and managing the execution well

• Plan ahead and think about every touch point and interaction• Process must be candidate – not company focused• Be consultative with Hiring Manager’s• Think continuous improvement – this is a marathon, not a race!

Facilitate

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Increase Capability

• Recruiters need to think and act like a sales professional• They need to better develop their sales capability• Sales professionals learn about their market and clients

before starting the process• Reduce time to hire with Talent Mapping & Pipelining• Work your ATS (Recruitment) with a Sales focus (CRM)

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Execution

• Great execution is about all stakeholders doing their part!• Its about being accountable and following through• Where the value of a strong process and communication plan

come together • Candidates accept offers when you execute to plan• Candidates become strong ambassadors of your brand when you

execute well

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Business Case for a more focused Talent Acquisition function • Starts with understanding your business strategy• Understand the limitations• Build your network of resources (internal & external)• Define the budget needed• Set and sell your vision (business support)• Celebrate your successes (ROI)

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In Summary…

• Talent Acquisition requires multiple participants doing their part• All programs, processes and capabilities should centre around

the candidate• Recruiting for talent is more about selling and engaging

candidates• Communicate and then communicate some more…• Educating will remove the ambiguity

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Questions?