1. Acquiring creative talent Ann Swain, CEO, APSCo The Job Post
Talent Leaders Connect 12th June 2014
2. Agenda The global war for the best talent Do we really need
creative types? How do we find and attract them? Summary 3.
Introduction Over 30 years in the recruitment market ATSCo founded
in November 1999 APSCo created in January 2009 Over 600 members
International reach 4. The global war for the best talent The
global war for the best talent Geographically mobile Talent is more
demanding Experienced talent pool is shrinking Graduate pool less
skilled Less loyal Competitors getting smarter 5. The automated war
for the best talent 65% of all organisations indicate their talent
acquisition system is either fully or partially automated 2%
decrease year-over-year in cost per hire, at organisations using
automation 6. The automated war for the best talent Top 5 tools
Employment screening tools for background checking, reference
checks, or drug tests Recruitment tools such as applicant tracking
systems or hiring management systems Pre-hire assessments Candidate
relationship management technology Use of social networks and
mobile technology 7. Sourcing Not just Boolean Logic Cannot be
replaced by software Undervalued in proportion to corporate impact
Few in-house resourcers have premium tools Resourcer relatively
junior role RPOs/MSPs as intermediaries distance from recruiters 8.
Do we really need creative types? Creativity and innovation are the
No. 1 strategic priorities for corporations the world over (Boston
Consulting Group) Creativity is part of all of our day jobs (NESTA)
Organisational profitability rests on individual creativity (Baer
and Oldham) Creative teams perform better and are more efficient
(Gilson, Mathieu, Shalley and Ruddy ) 9. Do we really need creative
types? Creative organisations are more profitable (Ernst &
Young) More than rigor, management discipline, integrity or even
vision successfully navigating an increasingly complex world will
require creativity (IBM Global CEO Study ) Successful economies and
societies will need to be creative (Winning Ingredients report )
10. Definitions Creativity is the capacity to develop ideas for the
purpose of solving problems and exploiting opportunities Innovation
is the application of creativity to give rise to a new product,
service or process, delivering something new and better to the
world 11. Why do companies struggle to identify creative people
when recruiting? Heavily automated recruitment processes Outmoded
selection techniques An over emphasis on competency models and
frameworks 12. 10 Behavioural characteristics of innovators
Innovators always think there is a better way 1. Innovators know
that without passion there can be no innovation 2. Innovators
embrace change to a fault 3. Innovators have a strong point of view
but know that they are missing something 4. Innovators know that
innovation is a team sport 13. 10 Behavioural characteristics of
innovators 6. Innovators embrace constraints as opportunities 7.
Innovators celebrate their vulnerability 8. Innovators openly share
their ideas and passions expecting to be challenged 9. Innovators
know that the best ideas are in the grey areas between silos
10.Innovators know that a good story can change the world 14. How
do we find the creative types ? Workforce planning Create
flexibility within your framework Understand the importance of
creativity Look specifically for creative types Not everyone is
looking, but everyone is a candidate Hand pick dream candidates and
show them you want them 15. How do we find the creative types ?
Look for talent in unlikely places Attend events that are not job
fairs Build a sustained pipeline through talent communities and
engage Employment brand is pivotal to your success Internal
mobility programmes Rethink technology options to create a positive
candidate experience 16. Summary The sheer volume of potential
candidates combined with the drive for cost and efficiency savings
have driven the automation of the recruitment process The emphasis
on right fit for the role and organisation can lead to the
recruitment of the same candidate over and over again Against a
backdrop of uncertainty, economic turmoil and unprecedented change,
a new picture is emerging of the skills and traits for success
creativity is the main one 17. Summary If you want creative capital
whose ideas can be turned into innovative products and services,
your sourcing process, branding, strategy and indeed management
culture may need to change How confident do you feel that the next
Steve Jobs isnt receiving an automated no thanks email from you
right now?
