This document outlines trends and best practices in talent acquisition based on a presentation by Simon Parkin. It discusses moving away from an overly automated applicant tracking system (ATS) to a candidate relationship management (CRM) tool. It also emphasizes deeper candidate assessment, balancing candidate experience with evaluation, using data to calibrate internal and external talent, and training recruiters to serve as talent advisors rather than just administrators. Recruitment is seen as underfunded and in need of improved capabilities, sourcing, and executive support. Best practices highlighted include boomerang hiring, varied interview panels, mobile optimization, and leveraging LinkedIn.

1. Talent Acquisition Trends
& Best Practices 2014

2. Presenter
Simon Parkin
Practice Leader,
Recruitment & Talent
Management Advisory
@aTalentCompany
@SimonParkin1
www.thetalent.co

3. So what makes us so
knowledgeable?

4. The Origins of Recruitment
VIDEO #1
http://www.youtube.com/watch?v=b56eAUCTLok

5. Recruitment Today:
The State of the Union

6. Recruitment Today
Many organizations are back
to a focus on growth – but smart growth!

7. Recruitment Today
Many organizations are back
to a focus on growth – but smart growth!
But impacts organizations both ways!
……..Top Talent Retention

8. Recruitment Today
Recruitment within most organizations is:
•
•
•
•
Under funded based on expectations
Limited by Recruitment Capacity
Limited by Recruiter Capabilities
Under represented with Recruitment
Branding
• Inadequately championed at the Executive
level
• Treated as an Admin Process

9. Recruitment Today
The Key Challenges Continue to
Remain the Same:
•
•
•
•
Finding Good Candidates
Filling Positions Quickly
Engaging Hiring Managers
Candidate Care

10. Talent Acquisition Trends

11. “Unplugging your ATS”
Get back to “Old School” Recruitment

12. “Unplugging your ATS”
Replace with a CRM Tool
(Candidate Relationship Management)

13. Candidate Sourcing
No longer about “Post & Pray”

14. Candidate Sourcing
Constantly Align to the
Business Goals
Talent Pipelines

15. Candidate Sourcing
Ensuring the most effective use of
tools your already likely paying for

16. Candidate Sourcing
Ensure your Recruitment
Function has the capacity and
capability to effectively source!

17. Candidate Sourcing
Evolving into a Talent Hunter Culture

18. Assessment
in Talent Acquisition

19. Assessment thru Interviewing
VIDEO - Misaligned Hiring Goals
http://www.youtube.com/watch?v=OVUZKvAwwd8

20. Assessment thru Interviewing
VIDEO – Hiring Managers and their self
made candidate interviewing tests
http://www.youtube.com/watch?v=5KV2rxpQ_Js

21. Deeper Assessment of
Candidates
Does a 1 hour interview provide you with
a true indication of a candidate fit?

22. Deeper Assessment of
Candidates
Top Influencing Factors in Hiring Candidates*
1. Candidate’s Sense of Humour – 27%
2. Involved in Community – 26%
3. Candidate who is Better Dressed – 22%
4. Candidate with whom the Hiring Manager
has more in common with – 21%
5. Physically Fit – 13%
*survey by Harris Interactive - 2013

23. Deeper Assessment of
Candidates
Focus on Quality & Thorough Interviewing

24. Deeper Assessment of
Candidates
Assume 50% of your candidates
misrepresent themselves on their resume
or exaggerate their experience in an
interview – is your organization equipped
to assess which ones?

25. Deeper Assessment of
Candidates
Are your Recruiters & Hiring
Managers aligned with your
organization’s hiring goals?
• Skills & Experience (usually)
• Organizational Fit (sometimes)
• Potential (rarely)

26. Deeper Assessment of
Candidates
Engage & Train your Recruiters &
Leaders on Effectively Assessing
Candidates

27. Candidate Experience
The Balance between Candidate
Romance and Assessment

28. The Balance between Candidate
Romance and Assessment
46% of new hires fail within 18
months*
*Leadership IQ 2013

29. The Balance between Candidate
Romance and Assessment
61% of new hires are unhappy
because they feel that they had been
misled during the hiring process*
*Harris Interactive 2013

30. The Balance between Candidate
Romance and Assessment
50% of Hiring Organizations or the
new hires themselves regret the
decisions they made*
*The Recruiting Roundtable 2013

31. The Balance between Candidate
Romance and Assessment
Expectation Setting, Communication
and Follow up with Candidates are
key!

32. Talent Calibration
Assess your Internal Talent versus Top
External Talent to Hire the Best overall
– don’t be afraid to compare

33. Talent Calibration
Where does your internal talent compare?
“Who the right person is can greatly
depend on the moment. Someone who
has performed an exemplary job leading
one leg of that journey may not be ideally
suited for the next.”
- Meg Whitman HP CEO

34. Recruiters now need to be
Talent Advisors
Recruiters must no longer be Recruitment
Coordinators & Administrators

35. Recruiters now need to be
Talent Advisors
Must be the Trusted Advisors & Partners to
the Business
– not just a simple title change!

36. Recruiters now need to be
Talent Advisors
Recruiters must become a Talent Influencer
for your organization

37. “Big Data” within Talent
Acquisition

39. Best Practices
Recruitment Model

40. Best Practices
Boomerang Hiring makes up 10%
of their hires each year

41. Best Practices - Interviewing
Uses panels of varied employees to handle the
interviewing & selection process – 4 interview maximum.
(no direct hiring managers or peers to remove the subjectivity)

42. Best Practices - Mobile
63% of people search for jobs on their smartphone

43. Best Practices - LinkedIn

44. Contact US
For further information or assistance
contact:
Simon Parkin
The Talent Company Ltd.
(905) 475-8562
simon.parkin@thetalent.co
www.thetalent.co