These are the slides used by Bill Boorman and Ty Abernethy during their August 5th webinar on the topic of the popular white paper, A Blueprint for Modern Talent Acquisition.

1. A Blueprint for
Modern Talent Acquisition
Presented by:
@billboorman & @tyabernethy
Join the conversation: #tti

2. BOORMAN - @billboorman
● Founder of #Tru Events
● Over 30 years of experience in recruiting
● Trusted advisor for brands like Hard Rock Café, Oracle &
the BBC
● Lead Advisor at Take the Interview
ABERNETHY - @tyabernethy
● Co-Founder & COO at Take the Interview
● Over 10 years of recruiting experience
● Oversees Customer Success at TTI

3. ● Reliance on data submission
● Too many applicants
● Poor candidate experience
● Poor recruiter experience
● Transactional process
● Reactive hiring
● The “digital media mafia” gone mad
● Disjointed data and technology
PROBLEMS IN THE HIRING PROCESS

4. Candidates are attached to a
company as long as they want to be
(Average 7 months)

5. Applicants are being measured
against a job for the life of the job

6. The only thing you can control as a
recruiter is time to source and present

7. Companies have achieved the talent
tipping point

8. SIX PHASES OF TALENT ACQUISITION
Branding
Sourcing
Applying
Hiring/On-boarding
Assessments &
Interviewing
Candidate Screening

9. SOURCING

10. 1. Internal candidates
2. Social referrals
3. Previous employees
4. Candidates (including previous applicants)
5. New applicants (as a last step)
TOP SOURCES OF HIRE

11. PROJECT-BASED HIRING

12. TODAY’S HIRING FUNNEL
1. Hiring manager introduces requisition
2. Recruiter agrees on job description & sets deadline
3. Sourcer identifies potential applicants
4. Recruiter screens list of applicants
5. Hiring manager selects shortlist
6. Recruitment admin coordinates interviews
7. Hiring manager conducts final interviews & extends offer
8. HR coordinates offer letter & on-boarding details

13. These are stakeholders:
● Recruiter
● Hiring manager
● Applicant
● Candidate
PROJECT-BASED HIRING
The dynamics of hiring are much the same as managing a project:
There are tasks:
● Sourcing/branding
● Applying
● Long listing
● Assessing/background
checks
● Scheduling
● Screening
● Short listing
● Interviewing
● Delivering Feedback
● Offering/declining
● Onboarding
There are resources needed:
● Tests and assessments
● Interview media
● Template communications
● Timeline diary and
stakeholder diaries

14. ❏ Hiring manager owned
❏ Hiring/project team
❏ Tasks
❏ Deadlines
❏ Service Level Agreement (SLA)
❏ Visible data-flow
❏ Red and yellow flags
❏ Applicant-driven
❏ Automated admin & screening
CHECKLIST FOR GETTING STARTED

15. NEW RECRUITER ROLES

16. ● Strategic & influential role
within the business
● Closely aligned with C-suite
● Less responsibility for day-to-
day hiring
● Employee branding focused
● Leverages technology to
automate administrative tasks
● Global focus
THE SUPER RECRUITER

17. ● Focus on candidates versus applicants
● Candidate attraction
○ Brand advocacy, referral networks, etc.
● Internal sourcing & mobility
○ Including workforce planning
● Candidate sourcing via talent mapping
● Project managing jobs from deployment to completion
● Communication with candidates
● Maintenance of talent community
○ Advocates & referrers
SOURCER/CANDIDATE MANAGER

18. ● Coordinates & schedules interviews
● Data entry & other administrative tasks
● Supports recruiters & sourcers
RECRUITMENT ADMINISTRATOR
The role of the Administrator is quickly becoming obsolete. Many talent acquisition
teams have already eliminated this role by leveraging solutions that streamline and
automate interviewing and scheduling activities.

19. THE CHANGING ROLE OF THE
HIRING MANAGER

20. ● Responsible for their own hires
● Accountable for their own hires
● Measured: Time-to-hire, retention, etc.
● Responsible for feedback
● Evaluated for candidate experience
● Trained on how to properly interview
● Pay for talent acquisition’s time
THE HIRING MANAGER’S ROLE

21. TECHNOLOGY YOU’LL NEED

22. ● Consolidated data-flow & management
○ Visibility to all stakeholders
○ Includes HR system, performance
management, employees, CRM, ATS
● Video Interviewing and other
selection/assessment tools
● Candidate deployed hiring funnel
● Feedback and analytics at every stage
TECHNOLOGY
Video screening offers a more in-depth and often more convenient alternative to
phone interview.
The real benefit of using video for screening in place of the telephone interview is
logistics because the candidate records their response in their own time and the
results can be shared instantly or compared, without the need to coordinate time
with the hiring manager.

23. ● Candidates should connect, not apply
● Be real! Offer a window to your culture
● Differentiate your process at 1st touchpoint
● Provide visibility into your hiring process
● Tailored correspondence & content
● Two-way communication throughout
● Optimized for mobile
THE CANDIDATE-CENTRIC PROCESS

24. Next Steps:
● Talk with Bill Boorman on a topic from the webinar
● Learn more about how TTI’s solutions align with the
content from the webinar
THIS IS WHERE THE
CONVERSATION
BEGINS...
Contact us to get set up!