Talent Acquisition

An Overview

Talent Acquisition What is it?

Talent Acquisition is the process of attracting, finding, and selecting highly talented individuals (those who align with the business strategy, possess required competencies, and who will integrate smoothly and productively into the organization and its culture) to meet current and future employment needs.
Employment Brand

Definition of Need Sourcing

Selection

Pre-Boarding

Why is it important?
The Commonwealth must have the right people to fill the right needs at the right time.
Success: Effective Acquisition sets the stage for the success of the agency and the employee. Cost: Multiple sources identify the cost of a bad hire as 1.5 to 3 times/salary. Opportunity Loss: The amount of time a need is left unfilled results in opportunities unrealized and costs incurred.

Employment Branding
What Is An Employment Brand?
An employers brand is the image seen through the eyes of employees and potential hires. Employment branding is the employers unique traits and characteristics that are valued by employees and prospective employees and is used as part of the employers marketing strategy. It is the way an organization distinguishes itself internally and externally. How Does An Organization Create an Employment Brand?
Employment is a 2-way partnership; the employer and prospective employee sell each other an employment proposition. As part of creating this proposition, an employer needs to understand its current and future audience and how this audience intersects with what the employer is and what it hopes to achieve. The employment brand will allow the organization to know what it is selling and will help candidates know what they may be purchasing in terms of potential commitment.

Definition of Need & Sourcing

Effective Sourcing First Requires Accurately Defined Needs An employer must first define what need exists and then determine what types of talent it requires to fulfill that need. What is Sourcing?
Determining the most effective places to find the talent needed
Includes internal and external sources

The process includes announcing the jobs availability to the market and identifying and attracting qualified candidates to apply.
Includes traditional techniques like advertisements, job fairs and postings Also Sourcing includes techniques like social networking, finding passive Tips candidates, and targeted functional Strategy searches Article: ERE.net - Develop a Recovery Sourcing
Article: ERE.net - Rrecruiting Lessons From the Olympics: Learning From Outside Your Box Article: ERE.net - Determining the Correct Source of Hire: The First Step in Recruiting Excellence

Selection
The process used to choose the best talent to make the best fit with the organization. The process involves:
Interviewing to reveal certain desired characteristics; measuring applicants on those characteristics; and extending an employment offer
Tips & Tools
Common Types of Interviews Behavioral based upon the premise that past behavior is the best predictor of future behavior Situational based upon hypothetical situations and the candidates responses Traditional basic questions usually centered around education, experience, skills Technical focused on specific skill and knowledge needs for a particular function or field Articles of Interest
Article: About.com - Behavioral Interviewing Article: ezinearticles.com - Behavioral and Situational Job Interviews

Pre-Boarding
Pre-Boarding is the process of beginning the integration of a new hire into the new organization and work team.
Begins as soon as the employee is offered and accepts the position Should immediately connect the employee to the agency via the supervisor, human resources, and the work buddy/mentor as the primary points of contact Initiates the process for the employees workstation, equipment, supplies, technology and online access
Tools and Resources
The On-boarding tool contains more information about pre-boarding. Click here to see the pre-boarding checklist. Article from Workforce.com

Talent Acquisition Operational Workflow

Requisition Process
Sourcing

Application Process Screening and Interviewing

Employment Offers

Notification of Non-selection

How to measure the success of talent acquisition strategies

Quality of Hire Quality of Candidates
Percentage of new hires that were the organizations top choice The ability of the organization to define the knowledge, skills and abilities needed to succeed in the job and work environment and to source candidates that meet the competencies Hiring manager satisfaction with the recruitment and hiring process and quality of candidates The time it takes to hire a candidate to fill a position from job open until the position is offered and accepted The number of new hires who remain on the job for the first 12 to 18 months The percentage of new hires in key jobs that were terminated or asked to leave The number of new hires who remain on the job for the first 12 to 18 months Whether top candidates meet or exceed expectations on performance reviews

Program Satisfaction Time-to-Hire New Hire Retention Rate New Hire Failure Rate New Hire Retention Rate Performance Ratings of Contributor or Extraordinary Contributor

Additional tips Talent Acquisition Strategies

Best Practices:
Proactively build and expand the pool of candidates. Seek to fill positions internally, if applicable. Improve candidates pre-screening process. Enhance employer brand and reputation in the recruiting market place. Explore new marketing outlets using Internet-based technologies (i.e., social networking sites) to reach passive candidates and targeted groups. Create efficiencies in recruitment processes and workflows. Obtain input from hiring managers. Solicit new hire feedback. Emphasize strategic workforce planning beyond 18-months. Scale back or freeze talent acquisition efforts, when the need arises.

Thank you