10 Strategies for Building a Talent Pool that Makes Recruiting …€¦ · · 2013-11-14prime source of competitive advantage. ... • In-house/External recruiters • Points of

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10 Strategies for Building a Talent Pool that Makes

Recruiting Easy

Wednesday, November 13, 2013 2:00 p.m. to 3:00 p.m. Eastern 1:00 p.m. to 2:00 p.m. Central

12:00 p.m. to 1:00 p.m. Mountain 11:00 a.m. to 12:00 p.m. Pacific

Presented by:

Christopher Lee, Ph.D., SPHR

Assoc Vice Chancellor for HR

Virginia Community College

Connie Costigan

Dir., Marketing Communication

Halogen Software

This program has been approved for 1.00 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).The Program ID number will be emailed to the registered participant at the completion of the conference. For more information about certification or recertification, please visit the HRCI website at www.hrci.org.

10 Strategies for Building a Talent Pool that Makes Recruiting Easy

Presented by: Sponsored by:Christopher Lee, Ph.D., SPHRAssoc Vice Chancellor for HRVirginia Community College

Connie CostiganDir., Marketing CommunicationHalogen Software

© 2013 Halogen Software. All rights reserved. All contents are confidential.

10 Strategies for building a talent pool that makes recruiting easy

Today’s Presenters:

Connie CostiganDir., Marketing CommunicationHalogen Software

Christopher Lee, Ph.D., SPHRAssoc Vice Chancellor for HRVirginia Community College System




© 2013 Halogen Software. All rights reserved. All contents are confidential.May 2009

Business Case

Over the past decade, talent has become more important than capital, strategy, or R&D…

For many companies, that means that people are the prime source of competitive advantage. Talented people, in the right kind of culture, have better ideas, execute those ideas better - and even develop other people better.

~War For TalentMcKinsey & Company


~Manpower: The Great Talent Shortage


~Manpower: The Great Talent Shortage


State of the Art

Research findings

Emerging trends…

Reporting of best practices

Progressive tips


A community of qualified internal and external candidates who are actively interested in your

organization, industry, and your success in which you engage over time to fill vacancies or refer

people they know…

A talent community is a network of candidates, employees, alumni, and our social and professional

networks allowing productive two-way communication between all permitting and willing connections.


Pool vs. Database• Opportunity to interact• Building Relationships• Conversations• Engagement• Established value


Characteristics• Community• Shared values or interests• Communication• Collaboration• Openness• Engagement• Feeling included


Buzz Words• Bench Strength• Pipeline• Community of Interest• Talent

• High Performers• High Potentials• Key Positions/Critical Roles• Key levels

• Talent Profiles• Competencies


Strategy Categories

Infrastructure

• Always• 4P

Technology

• Tech• Pages• Social Media

People

• Employees• Ambassadors• Customers• Companies• Diversity

Activities

• Host• Engage• Develop


Always be recruiting• Build bridges before you need to cross …• NPR and Network• Tell everybody• Tell everybody we are always looking• Tell everybody that we like talent …..• Get everybody involved in recruiting


Talent Pool StrategiesOFFENSE DEFENCE

Targeted Recruiting Advertising

Conversations Image Advertising

Social Media Strategy Employment Brand

Building a Community Job Board

Employee Ambassadors Employee Referrals

Development ‐‐‐‐‐‐‐‐

Internal and External Internal


4p• Policies• Procedures• Programs

• Referrals• Campaigns

• Protocols• In-house/External recruiters• Points of contact, website, etc.


10 Strategies for Building a Talent Pool


~Oracle, Talent Mobility White Paper

Technology

1


Use Technology to Facilitate the Entire Process

• Turn Skill Bank into a Talent Pool• Talent Profiles• Applicant Tracking Systems/Recruitment mechanisms• Integration of internal information about employees• Social Media• Engagement Activities

• Tracking, Communicating, Sharing…

• Forums• Virtual Conferences • Create home and meeting place for community of interest



Creating Internal Talent Pools:Assessing Performance and Potential


Creating Internal Talent Pools:Mapping Performance and Potential


Creating Internal Talent PoolsTargeting Competence Level By Pool


Creating Internal Talent Pools


Build An Employment Landing Page

• Landing place where interest is funneled• Branding Location

• Not an ‘applications taken here’ page

• Meeting Place• One-Stop shop for information• Keep them coming back ‘home-page’

• Build community and interactivity• Forums• Questionnaire• Social media

• About Us Information (read: propaganda)• Video, video, video 2





Social Networking ….• Old School social networking• Develop online presence• Hire a social media recruiter• Participate in the 21st century• NPR

3



Hire Your Own Employees• Retain best talent by …

• Moving to highest priority• Career Pathways• Incentives

• Develop their potential by …• Cross Training• Key Assignments• Interim Assignments• Project teams• Sponsor targeted ERG’s or affinity groups

4


Hire Your Own Employees:Develop Their Potential


Hire Your Own Employees Monitor Results of Your Internal Talent Pool


Hire Your Own Employees: Talent Profiles A Holistic View of Your Internal Talent Pools


Hire Your Own Employees• Replicate talent by …

• Targeted Employee Referrals (you identify employees)• ERG’s• Employees involved in communities of interest and

sponsored group• Support their efforts, interests

• Combine referrals with retention efforts• Retention interviews• Focus groups• Invited a _________ to work• Open Houses• Picnics• Community service and charitable events


Ambassadors• Unleash the Army

• HR enlists the whole village• Military Expedition

• Equip them with stuff (e.g. propaganda, cards, fliers, links, etc.)• Train them on how to do it• Support them with 4P’s

• Beyond Employee Referrals to Ambassadors• Managers

• Train, empower, and rate them, etc.• List building

• On-going Networking• Cultivate employees, sponsor groups, make presentations, etc.• Recruit speakers at conferences, thought leaders, etc.

• Guaranteed interview 5


Hire Your Best Customers• They love your products• Passionate about your company/brand• Have great ideas about how your product and

services are really consumed• Likely have good ideas about product improvements• …

6


Hire Your Best Customers• “Hey, we are looking for a new ________? Do you

know anyone who is interesting in doing things like ………?”

• Techniques• Signs in window• Fliers in products• Newsletter• Comment cards• Open Houses/Product launches• Direct Mail• Search customer reviews and forums


Poach from other Companies• War for Talent• Targeted recruitment from …

• Great Companies• Competitors• Particular industries• Vendors• Associations

• Failed ventures, M&A• Competitive offers• Clearly define culture and fit• Breadcrumbs with former employees 7



Diversity• Yes, diversity…are you fishing in the same old ponds?• Are you using the same bait?• Are you using the same techniques?• Check the facts and statistics …

8


Host/Sponsor a Community• Host and fund a gathering of people who like ______

• Alumni• Bikers and Programmers• Model Airplane Society• Runners Club• 4H• User Conferences• Social responsibility/Advocacy Group

• Brought to you by the makers of …• Get employees involved in sponsored groups

9


Engage• Give Value• Involve• Build Community • Relevance, belonging, community• Engagement, collaboration• Don’t fake it

• Similar values, interests, etc.• Product Development

• Free assessments• Games• Hack-a-thons• Contests

• Beta-testers• Focus groups• Meetings• Surveys 10



Develop• Free Professional Development

• Webinars• Websites• Events• Surveys and share results

• Cultivate the talent and interest of target audience over time

• Brought to you by the makers of …..

11




Review

Infrastructure

• Always• 4P

Technology

• Tech• Pages• Social Media

People

• Employees• Ambassadors• Customers• Companies• Diversity

Activities

• Host• Engage• Develop


ReviewBuilding Relationships

CommunityInteraction, involvement, engagement

ConversationsGenuine value proposition

Social networking for the 21st century


• Additional questions regarding the webinar? Contact:Christopher Lee‐ [email protected]

• For additional Halogen Software inquiries or to request a personal demonstration, contact: Connie Costigan – [email protected]

Q&A

Disclaimers

*This webinar is designed to provide accurate and authoritative information about the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. *This webinar provides general information only and does not constitute legal advice. No attorney-client relationship has been created. If legal advice or other expert assistance is required, the services of a competent professional should be sought. We recommend that you consult with qualified local counsel familiar with your specific situation before taking any action.

Dr. Christopher Lee is the Associate Vice Chancellor for Human Resources, Virginia Community College System. Dr. Christopher Lee is a human resources practitioner, lecturer, researcher and author. His background includes having served as the chief human resources officer for three different colleges and universities and is the associate vice chancellor for human resources for the Virginia Community College System. Lee is a former question writer and member of the Exam Review Panel for the PHR and SPHR examinations administered by the Human Resources Certification Institute. His areas of expertise are employment, training and performance management — or, in his words, "finding, developing and managing talent in organizations.” Lee is the author of numerous human resources articles and two books, including Performance Conversations: An Alternative to Appraisals. He is completing his next book, tentatively titled Managing Behavior: The Other Half of Performance. He has presented at conferences and consulted with clients in the US, Canada, Australia and South Africa on HR related topics. He holds a master's degree in HR Management, a doctor of philosophy degree in HR Development, and he is also certified as a Senior Professional in Human Resources.

Christopher Lee

Speaker Biography

Halogen Software’s vision is to help organizations of all sizes build world-class workforces that are aligned, inspired and focused on delivering exceptional results. Ranked number one in customer satisfaction, Halogen offers the first and only talent management system organically built from the ground up to drive higher performance. The company’s award-winning cloud-based products are designed to automate, simplify and integrate performance appraisals, 360-degree feedback, compensation management, succession planning, job descriptions, learning management and recruiting.

Halogen Software

Documents

10 Strategies for Building a Talent Pool that Makes Recruiting …€¦ · · 2013-11-14prime source of competitive advantage. ... • In-house/External recruiters • Points of