Talent Juncture ASTD+Presentation

8/8/2019 Talent Juncture ASTD+Presentation

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talentjuncture.com | [email protected] | +27 83 632 1380

ASTD 2010

Presented By: Leonie Pentz

Global Executive Search



The world is still round but the (recruitment)

market is already flat...

- Hermawan Kartajaya, President of World Marketing Association



A bird’s eye view : How did the

market become flat?

•Digitalization

•Globalization

•Futurization



...hierarchies are being flattened and value is

being created less and less within vertical silos

and more and more through horizontalcollaboration.

--Thomas L. Friedman

Author of The World is Flat

Digitalization:

a horizontal collaboration



Globalization: a borderless world

… The world has already attained the position of

being effectively without borders.-Kenichi Ohmae

-Author of The Borderless World



Futurization : an individual focus



BEFORE: Uninformed/ Uneducated

customers = Vertical Marketing



NOW:Clever customers = Horizontal

marketing



How do we adapt?

NEW Horizontal Market OLD Vertical Market

Communication Segmentation

Confirmation Targeting

Clarification Positioning

Codification Differentiation

Crowd Combo Marketing mix

Co-Creation Product

Value Price



How do we adapt?

NEW Horizontal Market OLD Vertical Market

Community Activation Place

Conversation Promotion

Commercialisation Selling

Character Brand

Caring Service



Tack the sails!!



HR: friend or foe?



Worst recruitment mistakes

• Flat recruitment advertising

• Inefficient recruitment processes

•

Wrong recruitment partners• Time to hire is way too long

• Treating (EE) candidates as if they are stupid



Case study 1. Belden Europe

• Identified recruitment process as inefficient

• Set target to reduce time to hire to 65 days

from sign-off (from 130 +days)

• Chose Head Hunting company as recruitment

partner for scarce skills

• Got Senior Management involved

• Reduced time to hire to 83 days in six months



Case study 2: Large Tobacco co,

South Africa

• Employer brand vs. Consumer Brand

• Employ for attitude (future fit)and train for

skill• Engage staff

• Drive recruitment policy from top down

• Partner with Head Hunter• Buddy system, Coaching, Training



Recipe for success: advertising

• Print media vs on-line

• Selling vs engaging

• Community activation: – Community sites

– Targeted industry websites

– Blogs



Recipe for success: advertising

•Brand vs. character

• Service vs. caring



Recipe for success: Process

• Drive process from top

• Human Resource Department vs. Hiring Manager

• First interview: Say WHAT?!

• Be realistic;

– Salary Surveys

– Industry Research

– Timeframes

– EE targets



Recipe for success: The ideal

Recruitment Partners

• Executive / Scarce Skill Search Partners vs.

general recruitment vendors

•

Head Hunter track record: success, integrityvalues

• Head Hunter access to decision makers and

crucial (confidential) information

• Hands off agreements



Recipe for success: Timelines

• Agree and commit to timelines with HR, Hiring

Managers and recruitment partners

•

Ensure all candidates are communicated withand regretted timeously and courteously



Recipe for success: Which Recruitment

Methodology?•

Consider EE targets, Scarce skills, Timelines



Recipe for success: Communicating

effectively in a flat market

• Head hunted candidates vs job seekers



Recipe for success:

Communicating in a flat market

• Will your favourite candidate choose you??



In a flat market theindividual rules

• www.talentjuncture.com

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Talent Juncture ASTD+Presentation