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High Performing Recruitment Behaviours- Talismatic

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A high-performing recruitment organization differs from its contemporaries because it invests in portraying itself as the ‘ideal employer brand’. Have a look challenges faced by job-aspirants and high-performance recruiting organizations. – PowerPoint PPT presentation

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Title: High Performing Recruitment Behaviours- Talismatic


1
HIGH-PERFORMING RECRUITMENT BEHAVIOURS
2
RECRUITING CHALLENGES FACED BY ORGANIZATIONS
TODAY
THE RECRUITING WORLD IS A SMALLER PLACE
38
  • The emergence of social media and hiring
    platforms has created a more compact recruiting
    sphere, thus intensifying the competition for
    quality talent.

ATTRACTING QUALITY TALENT
DEADLINES VS. QUALITY CANDIDATES
  • Contacting potential candidates has never been
    easier, despite this, recruiters struggle with
    their time-to-fill. Caught between hiring
    deadlines and finding the right fit, time-to-fill
    remains a major challenge for organizations.

31
TIME-TO-FILL OPEN POSITIONS
HIGH EMPLOYEE TURNOVER
In a candidate-driven market, retention becomes a
major challenge due to the vast number of options
for candidates. Also, the high costs of employee
turnover add to the disadvantage employers face
in todays recruiting field
18
RETAINING QUALITY TALENT
3
CHALLENGES FACED BY JOB-ASPIRANTS
LACK OF COMMUNICATION
34
  • A major challenge faced by talent today is the
    lack of communication that follows the
    interviewing process or hearing from an
    organization they have applied to.

RECEIVING REGULAR UPDATES FROM COMPANIES APPLIED
TO
LACK OF VISIBILITY
Too many applicants in todays market may
over-shadow the better talent. Aspirants find it
difficult to differentiate themselves from the
clutter and reach their preferred employer
brands.
LACK OF PROPER FOLLOW-UP
24
29
Job-aspirants would like to receive more
communication even from companies they are
waiting to interview with. Sharing updates on a
regular basis can also help a organization
convert passive candidates.
RECEIVING UPDATES FROM COMPANIES THEY INTERVIEWED
WITH
OBTAINING INTERVIEWS
4
THE NEED FOR A HIGH PERFORMANCE RECRUITING TEAM
Companies invest large amounts in recruiting
campaigns to seek the best talent with the right
skill-sets. In the meanwhile, positions that are
left vacant hamper the productivity of the
organization. For todays candidate-driven
market, recruiters face ample competition for a
particular candidate. Since the recruiting
process is a long one, ranging between the time
of a position becoming vacant to the onboarding
of a new hire, it is essential that a hiring team
and all its stakeholders carry out their roles as
efficiently as possible. Organizations develop
themselves as high performance recruiters so that
they are able to hire the best talent within the
desired times and set budgets. Lets take a
look at what are some of the traits that
typically define a high-performance recruiting
organization.
5
CHARACTERISTICS OF HIGH-PERFORMING RECRUITMENT
ORGANIZATIONS
THEY BUILD RECRUITMENT AROUND A FORMAL
RECRUITING STRUCTURE
  • Right from drafting job specifications to
    formulating the right advertising strategy, high
    performance recruiting organizations develop and
    adhere to standard procedures.
  • This includes the use of sophisticated
    recruitment software and programs such as
    analytical platforms for hiring and applicant
    tracking which are essential to the overall
    process.
  • They document and maintain information from
    initial stages of recruitment to final selection
    stage.
  • They use this information as a means to form a
    talent pool of relevant candidates for any future
    openings. This enables them to recycle the
    efforts from a particular recruiting campaign and
    utilize it for the next open positions.

Candidates who interview with such organizations
are 2.9 times more likely to be satisfied with
recruitment overall.
6
  • THEY FOCUS ON DEVELOPING A HOLISTIC RECRUITING
    PROCESS
  • A high performance recruiting organization
    ensures alignment between their recruitment and
    business goals.
  • This means involving all stakeholders of the
    recruiting process such as recruiters, hiring
    managers and candidates keeping them
    well-informed throughout the process.
  • By ensuring transparency within the recruiting
    chain, they are able to pull in the candidates
    who best fit the positions to be filled.
  • These organizations employ the use of technology
    to support recruiting processes and enhance
    performance.

High-performing Recruitment Organizations 3.5
times more likely to use technology
7
  • THEY CONSTANTLY EVALUATE THE RECRUITING PROCESS
  • High performance recruiting organizations
    constantly examine and evaluate the effectiveness
    of their recruitment process.
  • They develop crucial metrics that can be applied
    to measure the overall impact of a particular
    campaign.
  • Right from the planning stages to completion, the
    goal is to derive value from any recruiting
    effort that may have been invested by the
    organization.
  • If any effort is not yielding the desired results
    it may be removed or tweaked to gain efficiency.
    In this way, the success or failure of a
    recruiting campaign can be studied for future use
    and it remains relevant even in the case of a
    changing recruitment team.

High performance recruiting organizations spend
63 more time evaluating the efficiency of their
campaigns
8
STEPS TO MITIGATE THE RISK OF A BAD HIRE
  • Skills are prioritized as per the organizations
    needs. Recruiters identify the top three skills
    to be present in a candidate for each position,
    to give candidates a clear idea on the role they
    will be fulfilling.
  • It is up to all the members of the recruiting
    process to assess, also, which core competencies
    they would like their candidates to possess.
    Qualities like leadership, likeability, integrity
    come into play while selecting candidates who are
    a good fit for the organizational culture. This
    is also helps ensure better candidate retention.
  • By examining a job description, interviewers can
    develop behavioural screening questions that can
    gauge the ability of a candidate to perform that
    role well.
  • Many organizations have begun to turn to
    analytical technology to identify talent pools
    with matching skills so that they can shorten the
    search process.

ONLY 28 OF JOB SEEKERS SAY THAT THE RECRUITER
ALWAYS UNDERSTANDS A POSITIONS TOP THREE
PRIORITY SKILLS.
High-performing organizations are 1.4 times more
likely to say candidates are screened for skill
fit
9
BUILDING A PREFERRED EMPLOYER BRAND
EMPLOYER BRANDING STRATEGIES
A high performing recruitment organization
differs from its contemporaries because it
invests in portraying itself as the ideal
employer brand
STAND OUT
FROM A CANDIDATES PERSPECTIVE
Applicants view these organizations as the top
priority brands while making employment choices.
INCLUDE AN EMPLOYEE VALUE PROPOSITION (EVP).
SHARE INSIGHTS ON COMPANY CULTURE
10
TO REGISTER FOR A FREE TRIAL, EMAIL US AT
FOR MORE INFORMATION, VISIT
TO CONTACT US, CALL ON
www.talismatic.com
1 - 866 208 5594
info_at_talismatic.com
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