A Blueprint for Modern Talent Acquisition

Presented by:@billboorman & @tyabernethy

Join the conversation: #tti

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

● 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

Candidates are attached to a company as long as they want to be

(Average 7 months)

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

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

Companies have achieved the talent tipping point

SIX PHASES OF TALENT ACQUISITION

Branding

Sourcing

Applying

Hiring/On-boarding

Assessments & Interviewing

Candidate Screening

SOURCING

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

PROJECT-BASED HIRING

TODAY’S HIRING FUNNEL

1. Hiring manager introduces requisition2. Recruiter agrees on job description & sets deadline3. Sourcer identifies potential applicants4. Recruiter screens list of applicants5. Hiring manager selects shortlist 6. Recruitment admin coordinates interviews7. Hiring manager conducts final interviews & extends offer8. HR coordinates offer letter & on-boarding details

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

❏ 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

NEW RECRUITER ROLES

● 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

● 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

● 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.

THE CHANGING ROLE OF THE HIRING MANAGER

● 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

TECHNOLOGY YOU’LL NEED

● 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.

● 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

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...

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