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Goodbye Functional Leadership...Hello Business Leadership

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Goodbye Functional Leadership...Hello Business Leadership

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Lindsay Browning, Talent Acquisition Leader, EMEA, LinkedIn
Jean Martin, Executive Director and Talent Solutions Architect, CEB
As time goes on, we have seen that leadership skills and attitudes of today are constantly evolving. As a recruiter, what skills do you want to see in your leadership team to inspire you, and as a leader, what kind of skills and attitudes do you see imperative in order to succeed and inspire your organisation? Join this interactive session with Lindsay Browning, Head of Talent Acquisition at LinkedIn, where we want to hear from you what skills and attitudes you think are required for the future. We will also be joined by Jean Martin, Executive Director and Talent Solutions Architect, from CEB who will share some interesting recent insights on the skill trends that they’re seeing in the industry and how you can ensure you’re on the correct path to success.

Lindsay Browning, Talent Acquisition Leader, EMEA, LinkedIn
Jean Martin, Executive Director and Talent Solutions Architect, CEB
As time goes on, we have seen that leadership skills and attitudes of today are constantly evolving. As a recruiter, what skills do you want to see in your leadership team to inspire you, and as a leader, what kind of skills and attitudes do you see imperative in order to succeed and inspire your organisation? Join this interactive session with Lindsay Browning, Head of Talent Acquisition at LinkedIn, where we want to hear from you what skills and attitudes you think are required for the future. We will also be joined by Jean Martin, Executive Director and Talent Solutions Architect, from CEB who will share some interesting recent insights on the skill trends that they’re seeing in the industry and how you can ensure you’re on the correct path to success.

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Goodbye Functional Leadership...Hello Business Leadership

  1. 1. Goodbye Functional Leadership, Hello Business Leadership ​Jean Martin ​Executive Director & Talent Solutions Architect ​CEB ​Lindsay Browning ​ EMEA Talent Acquisition Leader ​LinkedIn
  2. 2. What do Talent Professionals need to be business leaders? ​ #tcbizleadership
  3. 3. ​ #tcbizleadership
  4. 4. ‘To truly understand a business, you have to wear all the hats before you can take some of them off’. ​Jim McNelis, Dito, Inc. 500 for 2013
  5. 5. ‘You have a seat, challenge my leaders, drive us to scale beyond just talent’ Mike Derezin, Global VP Sales Solutions, LinkedIn
  6. 6. Talent acquisition roadmap 7 LinkedIn on LinkedIn Candidate Operations & Scale Stakeholder Team
  7. 7. ‘Be the most influential talent organisation on the planet’ ​ Global Talent Acquisition Team, LinkedIn
  8. 8. AdvantageBusiness S U S T A I N A B L E
  9. 9. MovementMindset
  10. 10. The Chasm Early Majority Late Majority Late ComersInnovators and Early Adopters HIGH RISK NO RISK
  11. 11. The Chasm HIGH RISK NO RISK HIGH REWARD NO REWARD Early Majority Late Majority Late ComersInnovators and Early Adopters
  12. 12. From Recruiter to Business Leader Four Shifts That Are Transforming Recruiting
  13. 13. Becoming a Business Leader: Four Shifts Transforming Recruiting From Recruiter to Talent Advisor From Process Efficiency to Quality at Speed From Recruiting to Smart Sourcing From Employment Branding to Branding for Influence
  14. 14. Shift 1: From Recruiter to Talent Advisor Recruiting accepts that effective talent planning is a challenging ideal and conducts only regular vacancy planning with the line. It focuses instead on refining its ability to respond effectively to urgent strategic needs. Recruiting facilitates the flow of information and stakeholders into final hiring decision making. Recruiting prioritizes critical business units for selective talent planning and cultivates relationships with business leaders in those units to anticipate—and influence—future talent needs. Recruiting understands hiring for team members’ social styles and communicates preferences to shape interpersonal dynamics of the decision-making process. From Providing More Information to Shaping How Decisions Are Made
  15. 15. Integrated View of Talent Advisor Capabilities Talent Advisor Defined (ta-lant ad-vīzar) noun: Talent Advisors are decision-influencers, not order- takers. They earn the right to influence by informing staffing decisions with acute knowledge of the organization and deep expertise of external markets. ■ Trust hiring manager assumptions ■ Fill requisitions effectively ■ Drive for satisfaction Order Takers ■ Challenge hiring manager assumptions ■ Frame requisitions strategically ■ Drive for impact Decision Influencers Critical “Demand Side” Capabilities Firm-Wide Talent Strategy Knowledge Specific Business Acumen Critical “Supply Side” Capabilities Labor Market Expertise Lead Generation Hiring Manager Persuasion
  16. 16. Shift 2: From Process Efficiency to Quality at Speed Recruiting enables hiring teams to execute the more complex workflow. Recruiting streamlines the hiring workflow to drive sustainable improvements in hiring speed. From Enabling Hiring Teams to Streamlining the Hiring Workflow
  17. 17. The Way Forward From Enabling Hiring Teams To Streamlining the Hiring Workflow Enabling Hiring Teams Add additional resources to alleviate recruiter workloads. Provide standards and tools to help recruiters navigate the more complex recruiting process. Add information and stakeholders to enable hiring managers to make hiring decisions. Enabling hiring teams to execute the more complex workflow Streamlining the Hiring Workflow Better align resources with business priorities to improve the impact of current capacity. Identify and remove hidden process inefficiencies to reduce the complexity of the recruiting process. Limit and organize information and stakeholders to shape hiring decision making. Streamlining the hiring workflow to drive sustainable improvements in hiring speed ?? ?? ? ? ? Source: CEB analysis.
  18. 18. Shift 3: From Recruiting to Smart Sourcing Recruiting focuses on building a list of qualified potential candidates from known sources and keeps those lists updated over time. Recruiting focuses on curating a network of qualified candidates for critical positions and facilitates relationship- building between them and currently installed talent and business leaders. From Building Talent Pipelines to Curating Influential Connections
  19. 19. Smart Sourcing Pays Off at Multiple Levels The Payoff of Smart Sourcing Requisition- Driven Sourcing Smart Sourcing Primary Focus Improve Operational Effectiveness Prioritization Search Strategy Prospect Engagement Focus on Critical Positions Emphasize High-Volume Sources Cultivate Relationships to Keep Prospects Warm Use Intelligence to Achieve Effectiveness and Influence Value Creation Potential Target Quality in Non-Obvious Places Use Intelligence to Consistently Filter Prospects and Inform Broader Decisions Pipeline Yield New Hires pear 100 Sourced Leads Source: CEB analysis. Requisition- Driven Sourcing Smart Sourcing 2.5 9.0 Recruiting Impact Percentage of Sourcers with High-Quality Shortlists Indexed ∆ = 22% Requisition- Driven Sourcing Smart Sourcing 1.00 1. 22 Business Impact Ability to Influence Business Decisions Indexed ∆ = 19% Requisition- Driven Sourcing Smart Sourcing 1.00 1.19
  20. 20. Shift 4: From Employment Branding to Branding for Influence Recruiting focuses on the channels through which they are communicating appealing branding messages and strives to ensure consistency in those messages. Recruiting focuses on building a network of brand influencers across the organization and ensuring its communications are influencing the right potential applicant decisions. From Building for Appeal to Branding for Influence
  21. 21. Three Steps to Branding for Influence Source: CEB analysis. Branding for Appeal Promoting the organization as a great place to work Core Brand Messages That Sell Channel-Driven Branding for Influence Giving applicants trusted guidance to make better decisions about whether to apply Customized Brands Focus Messages That Consult Messenger- Driven Outreach 1 2 3 Core Brand Customized Brands “Check out this company that I didn’t know hires for…” “Your work helps achieve our mission by…” “Given your interests, I think the right job for you will be…”
  22. 22. Becoming a Business Leader: Four Shifts Transforming Recruiting From Recruiter to Talent Advisor From Process Efficiency to Quality at Speed From Recruiting to Smart Sourcing From Employment Branding to Branding for Influence
  23. 23. ​#tcbizleadership

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