staying ahead of the war for talent
DESCRIPTION
The role of technology in staying ahead of the war for talent. This presentation discusses some of the talent acquisition challenges and suggests some technology-enabled ideas.TRANSCRIPT
Staying ahead of the War for Talent: The role of technology
August 2010
Evans MunyukiGroup CIO, The Kelly Group &
Business Leader of TalentOcean – a Kelly Group Online Business
www.TalentOcean.com
www.TalentOcean.co.za
tal·ent (tāl'ənt)
n.
1. A marked innate ability, as for artistic accomplishment. See Synonyms at ability.
2. a. Natural endowment or ability of a superior quality.
2. b. A person or group of people having such ability: The company makes good use of its talent.
Talent Defined
http://dictionary.reference.com/browse/talent
Yesteryear’s Mobile Skills:1. Low skill2. Commoditized roles3. Traditional job roles
Today’s Talent - Mobile Skills: 1. Highly skilled2. Highly talented and Experienced3. Highly mobile (both in-country & internationally) and across
companies – not looking for a retirement job!4. They view the world as a true Global village5. Varied job roles, some which didn’t even exist 25 years ago!6. Competitive destination markets! 7. They want to solve problems, work on specific challenges8. Be aware of their generational differences9. Brand me
The Profile of Today’s Talent
Business Pressures in a Turbulent EconomyC-Level Concerns: CEO, CFO, CIO, HR Director, Marketing Director (CMO)
1. Grow Revenuesi. Ensure the right people are on board to drive revenues
2. Cut Costsi. In all processes
3. Manage Risksi. Skills pipeline
ii. Acquisition of key skills – from wherever they are
iii. Staff redeployment during tough economic times
4. Manage Productivityi. Speed to hire
ii. Better equip in-house HR departments & in-house recruiters
iii. Internal recruitment options for staff’s career-growth
iv. Paper
5. Brand image recognition i. By potential employees
6. Mobile workforcei. Leverage to address the skills shortage
Client ChallengesMore pain
1. Some have In-house Recruitment functions but they are not
in the recruitment industry and they want to leverage technology solutions which optimize their processes in:
1. Attracting and short-listing the right talent
2. Hiring the right talent
3. On-boarding talent
4. Developing talent
5. Retaining talent, and Helping talent grow their careers within the company (internal job growth).
2. They want to have the right tools, processes, and support structures
3. They want to increase the productivity of their recruitment functions without reinventing the wheel.
4. Expectations Management!
The fate of the job seeker in yesteryear’s world.
Hi, My name is John… Hi, My name is John… Hi, My name is John.
Technology enablement
Revenues under pressure
Profits under pressure
Uncertain economic times
Web 2.0
Marketing 3.0
The power of the crowd!
Social media and the connected world!
Today’s Business Environment
The COO wants ‘it’ faster (speed to market)
The CFO wants ‘it’ cheaper (controlled cost posture)
The CEO wants ‘it’ better (with competitive differentiation)
The CIO wants ‘it’ smarter
The CMO wants it everywhere (within her defined markets)
The CRO wants it legal (I ain’t going to jail over this)
The CSO wants it sold! (Show me the money!)
The HR Director wants the right talent
Faster, Cheaper, Better, Smarter, Everywhere, Legal, Right Talent, and Cha-Ching!!!
What do businesses want? Talent
Everything
But, you can’t love ‘em if you can’t reach ‘em!
So what?
If you want to catch fish, go to the lake! Go where the fish hang out…
Want to stay ahead of the talent war? Incorporate technology into your Talent Management and Talent Acquisition arsenal! They’re online anyway!
What’s Love Got to do with it?
3 Talent Acquisition Options
Let Me Do It
D-I-Y Talent Acquisition
Help Me Do It
A mix of technology-enabled lower-cost
acquisition models + recruitment agencies if
you want (e.g Ad response handling) +
some self-service
Do it For Me
Leverage the power of traditional recruitment agencies (big or small; generalists or niche)
1. What is your brand? How do you want it to be known to the talent you want to attract?
2. Get found Online! Are you top of mind for jobseekers?
3. Get found on Google!
4. Get found in the Social Media space1. At a minimum, get found on LinkedIn and on Facebook.
5. Get your jobs found on Google.
6. Get your jobs found on Career Portals – this can help with #2, #3, and #5.
7. Leverage recruitment processes imbedded in technology solutions – seek this out in technology solutions
8. Hear from your employees. What do they think? Listen to them. Use Online Assessment Tools.
So, what is the arsenal for staying ahead of the war for talent?
1. Realize that your next best hire is probably sitting in a desert, getting tired of the sand, and is ready to return home… Use technology to reach talent, wherever it is.
2. Realize the generation differences in your talent pool. Reach them using ways that appeal most to them. 1. The MxIt Crowd
2. The Google Crowd
3. The Facebook Crowd
4. The LinkedIn Crowd
5. The Career Portals Crowd
6. The Newspaper Crowd
7. The “Head-hunt-me” Crowd
3. Use a variety of Career Portal solutions to reach talent –
including niche career portals.
So, what is the arsenal for staying ahead of the war for talent? (continued)
1. Use your in-house recruiters or recruitment companies for Ad-response handling, driving the Recruitment Management Processes, Talent Development, etc. All these get better and more productive when powered by the right technology solutions and business processes.
2. Use the web to find out more about your talent before you bring them onboard
1. Find out how your prospective employee has branded himself/herself.
2. Is she all over the web on blogs complaining about the company she works for or complaining about her boss? If yes, you are next!
3. Use technology solutions to manage the productivity of your talent, and to keep costs under watch.
So, what is the arsenal for staying ahead of the war for talent? (continued)
Hope this helps Thank you!
Evans MunyukiGroup CIO, The Kelly Group &
Business Leader of TalentOcean – a Kelly Group Online Business
www.TalentOcean.com
www.TalentOcean.co.za