1. So you want to become a
Corporate Recruiter …..
Professional outlook by Alexander Crépin, recruitment strategist, trainer & interim manager
inspiration, innovation & results
2. So you want to become a Corporate Recruiter …..
Great!
Alexander Crépin Recruitmentcoach.nl
3. Exciting times to become a recruiter
Alexander Crépin Recruitmentcoach.nl
5. Why
exciting times to become a recruiter
1: Dynamics of the 21st century labor market
2: On demand talent supply strategic importance
3: Social Media & Broadband opened the global
labor market
Alexander Crépin Recruitmentcoach.nl
6. Exciting times to become a recruiter
1: 21st century labor market
Dynamics
Recruitment challenge
Alexander Crépin Recruitmentcoach.nl
7. Exciting times to become a recruiter: why?
Traditional Career Pattern is over
Life Time Employment
20th century
Alexander Crépin Recruitmentcoach.nl
8. Exciting times to become a recruiter
21st century
Talent is less loyal & more mobile
• Top Talent is more demanding, looking for continuous challenge & work life balance
• happy to switch companies after few years to move for the best opportunity
• geographically mobile
• more visible online
• competitors are getting smarter in mapping out talent pools, attracting staff away
• changing demographics require tailor made employer & job branding
Alexander Crépin Recruitmentcoach.nl
9. Exciting times to become a recruiter why?
2: Talent Supply on demand
more than ever
a strategic factor in company success
Alexander Crépin Recruitmentcoach.nl
10. Exciting times to become a recruiter
On demand: Speed is essential
• the right people at
• the right moment at
• the right place
to meet or surpass customer demands
Alexander Crépin Recruitmentcoach.nl
11. Exciting times to become a recruiter why?
3: Social Media & Broadband
has turned the Recruiting world on its head
Alexander Crépin Recruitmentcoach.nl
12. Exciting times to become a recruiter
Social Media & Broadband Internet
“Opened” the local AND global labor market
for TALENTS and COMPANIES
Alexander Crépin Recruitmentcoach.nl
13. Why to become a 21st century recruiter?
because
Corporate recruitment now a true profession
of strategic importance
with direct impact on company success!
Alexander Crépin Recruitmentcoach.nl
14. Corporate recruiter
challenging profession
Alexander Crépin Recruitmentcoach.nl
15. What will you be doing
in recruitment
Alexander Crépin Recruitmentcoach.nl
16. Corporate Recruitment
“Raison d’être”, goal
Ensure
continuous availability
of talent
to fulfil the promise to customers
Alexander Crépin Recruitmentcoach.nl
17. Corporate Recruitment
Professional Recruitment Process: PASHIE
• Planning ( HR workforce forecast )
• Acquisition ( 6 steps i-process )
• Selecting ( interviewing & assessment of candidates )
• Hiring ( making a suitable offer to accept )
• Integrating ( on boarding, getting started )
• Engaging ( alumni relations, life time talent relationship building )
Alexander Crépin Recruitmentcoach.nl
18. Corporate Recruitment
Professional Recruitment Process: PASHIE
• planning ( HR workforce forecast )
Alexander Crépin Recruitmentcoach.nl
19. Corporate Recruitment
Workforce planning
Make predictions of future talent needs
Qualitative forecasting
Skills Competencies Know how Experience
Quantitative forecasting
How many of each type of talent, where and when at what cost?
Alexander Crépin Recruitmentcoach.nl
20. Corporate Recruitment
Labour mobility:
Planned
The needs for new personnel arising from planned changes in organization & retirement
Anticipated
Those movements in personnel, which can be predicted on the basis of strategy &
ambition, plans & by studying trends in internal and external environment
Unexpected
Resignation, deaths, accidents, illness, customer problems give rise to unexpected needs
Alexander Crépin Recruitmentcoach.nl
22. Corporate Recruitment
Talent Acquisition challenge:
Get the best possible talent interested to work for you
Passive candidates not looking for a new job opportunity
+
Active candidates looking for a new job opportunity
Alexander Crépin Recruitmentcoach.nl
23. Corporate Recruitment
Acquisition = 6-i ( integrated 6 steps process)
• intake with jobholder(s)
• introducing & branding company & job opportunities
• intelligence, searching, finding target talent
• identifying, pre-selecting talent
• interacting & involving talent
• introducing talent on demand to jobholders
Alexander Crépin Recruitmentcoach.nl
25. Corporate Recruitment
Selecting
• Is this the person that will get the job done?
How to know this?
• Assessment (Interviewing, testing, probation period, ……..)
• Recommendations, reference checks
Who decides?
• Jobholder? HR? Team? Board? External specialist?
Recruiter ensures a professional selection process
Alexander Crépin Recruitmentcoach.nl
26. Corporate Recruitment
Professional Recruitment Process: PASHIE
• planning ( HR workforce forecast )
• acquisition ( 6 i-process )
• selecting ( interviewing & assessment of candidates )
• hiring ( making a suitable offer to accept )
Alexander Crépin Recruitmentcoach.nl
27. Corporate Recruitment
Hiring process
• Making a suitable offer
• Making the offer in time
• Ensure pay level is realistic, market competitive
• Ensure bandwidth for negotiations
• Selling the offer
• Check acceptance level
Recruiter ensures a professional closure process
Alexander Crépin Recruitmentcoach.nl
28. Corporate Recruitment
Professional Recruitment Process: PASHIE
• planning ( HR workforce forecast )
• acquisition ( 6 i-process )
• selecting ( interviewing & assessment of candidates )
• hiring ( making a suitable offer to accept )
• Integrating ( on boarding, getting started in a structured manner )
Alexander Crépin Recruitmentcoach.nl
29. Corporate Recruitment
Integrating talent in the organisation
• On boarding, getting started
• Ensuring that expectations are being monitored
• Ensuring that talent won’t be disappointed
Recruitment metric, the percentage of hires that leave
within 16 months is low
Alexander Crépin Recruitmentcoach.nl
30. Corporate Recruitment
Professional Recruitment Process: PASHIE
• planning ( HR workforce forecast )
• acquisition ( 6 i-process )
• selecting ( interviewing & assessment of candidates )
• hiring ( making a suitable offer to accept )
• integrating ( on boarding, getting started )
• engaging ( alumni relations, life time talent relationship building )
Alexander Crépin Recruitmentcoach.nl
31. Corporate Recruitment
Engaging talent
Building lasting talent relationships!
• Alumni
• Target talents
Ensuring a qualified talent pipeline
Ensuring continuous availability of talent!
Alexander Crépin Recruitmentcoach.nl
32. Recruitment in the 21st century
Life Time Talent Relationships
Company
recruitment
Alexander Crépin Recruitmentcoach.nl
33. Talent Relationship based Recruitment
building engaged talent communities, talent pipelines,
telling success stories, listening, discussing and fostering
an emotional attachment with (potential) new talent to
ensure that the right person at the right time is at the
right place!
Alexander Crépin Recruitmentcoach.nl
34. 21st century recruiter profile:
- Marketing communication savvy
- Excellent online networking
- Community expert
- Ambassador
- Engaging trust agent
- Service orientation
- Team player
- Social Media savvy
- Search Systems savvy
- Creative, open to try
- Long term focus
Alexander Crépin Recruitmentcoach.nl
36. A happy corporate recruiter
Knows what makes candidates happy
Shares with the jobholder how to get
happy candidates
Finds candidates who are happy in their jobs
Shows them a different perspective, makes
them feel not so happy
Offers them a great opportunity that will
make them happy again
Makes the jobholder feel happy
Everybody happy!
Alexander Crépin Recruitmentcoach.nl
37. Starting as a corporate recruiter
good choice for a challenging future
because
success starts with recruiting the right people
Alexander Crépin Recruitmentcoach.nl
38. Also on by Alexander
Alexander Crépin Recruitmentcoach.nl
39. Starting in corporate recruitment?
Looking for a recruitment trainer or coach?
Contact
Alexander Crépin
I help you to succeed
Alexander Crépin Recruitmentcoach.nl