talent acquisition trends in 2016 and beyond · current recruiting challenges attracting talent...

Talent Acquisition Trends in 2016 and Beyond

Kristine Karski, PHR, SHRM-CP

Katie Welch, M.A., SPHR

Topics

Current Recruiting Challenges

Attracting Talent

Engaging Talent

Retaining Talent

Current Recruiting Challenges

Recruiting Roadblocks

X The War for Talent

X Changing Demographics - Millennials taking over?

X Impact from P.E.S.T. Factors

(Political, Economic, Social, Technological)

X Barriers to Hiring

- Ban the Box?

X Technological Advances

X Time to Fill

X Lack of Compelling EVP

The War for Talent

Source: Mercer 2016 Global Talent HR Trends Report

0%

10%

20%

30%

40%

50%

60%

No Increase Some Increase

Significant Increase

10%

56%

35%

2016 Outlook on Competition for Talent

The majority of employers surveyed anticipate an increase in competition for talent in 2016

Multiple Generations At Work

Recruiting Across Generations

Attracting Talent

Employee Value Proposition: “Why should I work here?”

An EVP is the experience offered by an employer in exchange for the productivity and performance of an employee

Purpose and Values

• Mission, vision, values • How you deliver value • How your business is externally viewed

Rewards, Recognition, and Opportunity

• The rewards and benefits an employee receives in return for the skills, capabilities, and experience employees bring

• Learning and career opportunities

The Work Environment

• What are the culture and environment like? • How are employees supported to do good

work?

What Does Your Career Page Say About You?

Company Preview Visuals

Mission/

Vision/

Values

Culture EVP

User-friendly

Benefits/

Perks

Employee Testimonials

Visuals

You WANT to

work here!

Career Page: Walt Disney

Career Page: Southwest Airlines

Career Page: Nike

Career Page: Verizon Wireless

Advertise your positions

Connect with passive candidates

Use online talent communities

Tap into your current employees’ networks

Search and screen candidates on social media

CAUTION: EEOC’s position that personal information-such as that gleaned from social media postings-may not be used to make

employment decisions on prohibited bases, such as race, gender, national origin, color, religion, age, disability or genetic information.

Social Recruiting Best Practices

Create a mobile-ready career site

Push notifications for new opportunities

Mobile-enabled job application

Mobile Recruiting Best Practices

Engaging Talent

Top Trends for Engaging Your Talent Begin engaging your potential new hires from their initial visit to your career page to their first days on the job and beyond.

Create a compelling Employee Value Proposition

Develop your company careers page

Build a welcoming recruitment presence on all social channels

Make the application process simple and transparent

Grow your network – directly and indirectly

Employee referrals

Personalize the experience and manage expectations

Benefits of Hiring Fairs

+ Gain access to a large number of candidates in a one-stop environment

+ Connect with hard to reach candidates

+ Reduce your time to fill rates with on-the-spot employment offers

Does a Hiring Fair Fit Your Needs?

Do sufficient job vacancies exist to justify conducting a hiring fair?

Will a fair attract a sizable number of highly qualified applicants?

Do you have the resources to be successful?

Will results offset overall costs?

Successful Hiring Fairs

Identify your hiring objectives and

define your target audience

Determine space and resources

needed

Organize a hiring fair team involving

your best employees

Assign specific responsibilities

Create an applicant process flow

Interview on site!

Ability to effectively communicate orally

Ability to work effectively in teams

Ability to effectively

communicate in writing

Demonstrate ethical judgment and decision-making

Possess critical thinking and analytical

reasoning skills

Capable of applying knowledge/skills to real world

settings

College Graduates are a Top Talent Source

Building Campus Relationships

Choose your target schools

Build, develop, manage and

maintain campus relationships

Send your top performers to campus events

Communicate with students about

your hiring process

Feed your full-time hiring

with an internship program

Campus Recruiting

Career Centers are your “home base”

Participate in campus career fairs

Post available positions on college

job boards

Conduct on-campus interviews

Develop relationships with faculty and administrators

Participate in mock interviews, resume critiques and career

panel discussions

Benefits of an Internship Program

73% of interns were offered full-time opportunities

85% of these offers were accepted Source: 2016 Internship & Co-op Survey Report, National Association of Colleges and Employers

Find future employees

Test-drive the talent

Increase productivity

Increase employee retention rates

Fresh perspective

Take advantage of low cost labor

Internship Best Practices

Indentify internship needs

Have an “Intern Manager”

Involve your recruiting team

Conduct orientation/training

for all involved

Hold new-hire panels or Q&A

sessions

Engage your company’s executive

team

Provide the tools needed for success

Offer flexible working

arrangements

Provide real work assignments

Conduct exit interviews

Trends in Interview Techniques Webcam Interviews. Utilizing technology such as Skype, WebEx,

FaceTime or Spark Hire, employers are able to conduct face-to-face interviews with candidates not local to the hiring location.

Pre-Recorded Video Interviews. Applicants record their interviews for later on-demand viewing. Quickly becoming the most effective method on staff selection, this interview method is an efficient replacement of telephone screenings that allows companies to shrink recruiting time by up to 75%.

Retaining Talent

Why Onboard?

Over 32% of new hires had barely any on-boarding or none at all

15% of survey respondents stated that lack of an effective onboarding process has contributed to them quitting or considering quitting

75% of survey respondents felt thorough new hire orientations are worth the time spent

Source: The Definitive Guide to Onboarding, bambooHR

The Honeymoon is Over

23% said “receiving clear guidelines on responsibilities”

21% wanted “more effective training”

17% said “a friendly smile or helpful coworker would have made all the difference”

12% wanted “to be recognized for their unique contributions”

9% wanted “more attention from manager and coworkers”

Source: The Definitive Guide to Onboarding, bambooHR

Survey respondents who left within the first six months said the following things would have helped them stay in their new job:

3As of Employee Onboarding

Accommodate: Work space is ready on day one

Desk, Phone, Computer, Software Permissions, Business Cards, Give tour of office

Assimilate: Welcome new employees to the team

Introduce people, assign mentor/buddy, lunch on first day, team meeting, give performance goals

Accelerate: Get new hires up to speed

On-the-job training, department specifics, early feedback/recognition, assign team project, regular check-ins

Avoid “Sink or Swim”

Create accurate job descriptions

Provide candidates a realistic job preview

Provide a meaningful orientation and onboarding process that sets employees up for success

Consider a “buddy” or mentor program

Onboarding does not stop after the first day/week/month… • Targeted check-ins at 30, 60, 90 days, and regular intervals throughout the first

year

• Ensure new hires have the resources and training they need to be successful

• Regular 1:1 check-ins between managers and employees go a long way

“Sink or swim” is not a smart policy for swim classes, and it is not the most effective

approach for onboarding talent. Providing transition support is like telling your talent to come on in, the water is fine. –Kevin D. Wildeis

QUESTIONS?