Top 5 Challenges with Talent Acquisition and How to Overcome

Transcription

1 Top 5 Challenges with Talent Acquisition and How to Overcome Presented by: Vincent Fabello, Solutions Engineer with Deltek Sarah Gonnella, VP of Marketing & Sales with Full Sail Partners

2 Top 5 Talent Acquisition Challenges 1. Quick Hiring Decisions 2. Lack of Resources 3. Finding Qualified Candidates 4. Choosing the Wrong Candidate 5. Employee Retention 9

3 Quick Hiring Decisions

4 Strategic Hiring 11

5 12

6 13

7 The Talent Forecast What is it? A process for predicting upcoming changes in the demand for and the supply of talent. Key Components Estimated increases or decreases in company growth, output and revenue Estimates of the corresponding changes in talent needs Projections of future vacancies Estimates of internal and external availability of talent needed to meet forecasts Purpose To educate or provide a heads-up to managers and HR about what they should expect on the talent front To provide specific information on the supply of and demand for talent across industries 14

8 Talent Action Plan What is it? A talent action plan outlines what specific actions all (HR or otherwise) managers will have to take in terms of talent management. Key Components: Sourcing and recruiting an adequate supply of leaders and key talent Internal development and supply of qualified leaders and key talent Forecasting the gap between talent needs and its availability Purpose Action plans are designed to attract, retain, redeploy, and develop the talent a company needs in order to meet the forecasted quantity and quality of employees in the future. 15

9 Improve Efficiency 16

10 Improve Efficiency 17

11 Streamlined Data Push 18

12 Streamlined Process Examples 1. Standardized job descriptions 2. Requisition request and approval 3. Write once, share often (website, job boards, social media) 4. Qualified candidate pool in one place 5. Quick notifications to candidates 6. Standardized offer letter, decline letters, etc. 7. Electronic forms and checklist for new hire 8. Internal notifications for IT, accounting, etc. 9. Reducing manual entry of resume data 19

13 Overcome Quick Hiring Strategic Hiring Talent Forecast Talent Action Plan Improve Efficiency Standardize Automate Reduce Redundancy 20

14 Lack of Resources

15 Social Ambassadors Nurture employees with strong social media skills Distribution of content to employees Employee scouts 22

16 Referral Fee 23

17 Social Media Since implementing social recruiting, which of the following have improved? Quality of candidates - 44% Quantity of candidates - 44% Time-to-hire - 34% Employee referrals - 30% 24

18 Social Media Cross Posting 25

19 Employee Referral Fee 26

20 Overcome Lack of Resources Social Ambassador Social Media Referral Fee 27

21 Finding Qualified Candidates

22 How Candidates Search 29

23 How Candidates Search Use Smartphone Job Search Issues 30

24 Sources Other Results Campus 5% 5% CareerBuilder 5% Our Homepage 20% Dice 5% Facebook 8% Family or Friend 10% Employee Referral 20% 31 Google 10% Monster 12%

25 Proactive Networking Social Media Connected Individuals Consultants Associations Colleges/Universities Internal Identify candidates when you have no opening! 32

26 Referral Sources 33

27 Sourcing Effectiveness 34

28 Overcome Lack of Quality Candidates Think How Candidates Search Improve for Mobility Track Referral Sources Understand Sourcing Effectiveness Proactive Networking 35

29 Choosing the Wrong Candidate

30 Culture Fit 37 One of these things is not like the other?

31 Culture Fit 38

32 Performance 39

33 Better Interviews 40

34 Screening Tools Assessments Questionnaires Practical Tests Background Screening Reference Checks 41

35 Screening or Interview 42

36 Screening or Interview Let s add a screening or interview example here for you to show 43

37 Employee Profile 44

38 Overcome Choosing Wrong Candidate Culture Fit Track Performance Better Interviews Screening Tools 45

39 Employee Retention

40 Tracking Employee Retention 25 5 = / 25 = x 100 = 80% 47

41 Cost of Hire The cost of hiring someone can be more expensive than a full year s salary. 48

42 Factors in Cost per Hire Advertising and job board subscription costs Relocation assistance Referral bonus Travel expenses Agency fees Recruiter labor Additional staffing expenses Oh yeah! Salary, training/mentoring, benefits and severance. 49

43 Growth Path 50

44 Competencies Gap 51

45 Competencies Gap 52

46 Overcome Employee Retention Track Employee Retention Cost of Hire Growth Plan 53

47 Recap

48 Recap 1. Quick Hiring Decisions Strategic Hiring Improve Efficiency 2. Lack of Resources Social Ambassador Referral Fee Social Media 3. Finding Qualified Candidates Think How Candidates Search Track Referral Sources Proactive Networking 4. Choosing the Wrong Candidate Culture Fit Track Performance Better Interviews Screening Tools 5. Employee Retention Track Employee Retention Cost of Hire Growth Plan 55

49 Questions? Connect with Full Sail Partners: LinkedIn: Twitter: YouTube: 56

50 Thank you for attending For more information contact: Sarah Gonnella VP of Marketing & Sales x102 Hearing what you have to say, whether criticism or praise, helps us provide you better information and service. Please fill out the survey and provide your feedback. 57