- Главная
- Разное
- Дизайн
- Бизнес и предпринимательство
- Аналитика
- Образование
- Развлечения
- Красота и здоровье
- Финансы
- Государство
- Путешествия
- Спорт
- Недвижимость
- Армия
- Графика
- Культурология
- Еда и кулинария
- Лингвистика
- Английский язык
- Астрономия
- Алгебра
- Биология
- География
- Геометрия
- Детские презентации
- Информатика
- История
- Литература
- Маркетинг
- Математика
- Медицина
- Менеджмент
- Музыка
- МХК
- Немецкий язык
- ОБЖ
- Обществознание
- Окружающий мир
- Педагогика
- Русский язык
- Страхование
- Технология
- Физика
- Философия
- Химия
- Шаблоны, картинки для презентаций
- Экология
- Экономика
- Юриспруденция
Презентация на тему Passive Talent Pipeline: How to Determine if its Right for You
Содержание
- 1. Passive Talent Pipeline: How to Determine if its Right for You
- 2. Webinar Roadmap Passive Talent Pipeline: How to Determine if its Right for You
- 3. Sourcing is Top TA Priority
- 4. Top Strategies for TA
- 7. Why Build Talent Pipelines…
- 8. Talent Pipeline Influences
- 9. Talent Expects Us to Be Social Talent
- 10. Web 2.0 to Web 3.0 Era of Relationships
- 11. Talent Landscape data… Talent Shortage The Rise of
- 12. Talent Shortages
- 14. The Rise of the Passive Candidate ©2014 Corporate Executive Board. All Rights Reserved.
- 15. 17 51 48 55 Very Passive to
- 16. ©2014 Corporate Executive Board. All Rights Reserved.
- 17. Sweet Spot 6 months 2 years 4
- 18. The Long Tail of a Job Search… 66
- 19. Open to Changing Jobs
- 20. They Say They Are Interested, But…
- 21. Elements of Talent Pipeline
- 22. It is not an active vs. passive conversation;
- 23. Talent Segments: Talent Supply 47,000 10,000 1700 400
- 24. Talent Landscape: Raytheon Ball L-3 Alliant Techsystems
- 25. Top Job Elements When Changing Jobs
- 26. Elements of Interesting Work
- 27. Web 3.0 Engagement Platform Lockheed Martin contact Business
- 28. Take advantage of all the data that is
- 29. Sourcing-Go Deep and Wide ©2014 Corporate Executive
- 30. Become a career coach Become an advocate for
- 31. Talent Web Behaviors | Activities
- 32. Marvin Smith Strategic Talent Sourcing Consultant Global
- 34. Скачать презентацию
Webinar Roadmap Passive Talent Pipeline: How to Determine if its Right for You
Слайды и текст этой презентации
Слайд 9Talent Expects Us to Be Social
Talent
Expects Us To Be Social Engaged
Talent Expects
Us to Be on Social PlatformsTalent Expects Us To Provide Relevant Information
Talent Expect Us to Be Transparent
Слайд 10Web 2.0 to Web 3.0
Era of Relationships
and loyalty in going to be key
Pronunciation: gwanˈCHē
Слайд 11Talent Landscape data…
Talent Shortage
The Rise of Passive
Candidate
Prospects are willing to listen our pitch,
but somehow we are not communicating it to the right media.
Слайд 1517
51
48
55
Very Passive
to Somewhat Passive
©2014 Corporate Executive
Board. All Rights Reserved.
Слайд 17
Sweet Spot
6 months
2 years
4 years
6 years
@Inside the
Brain of the Passive Candidate; Entelo Whitepaper
2014So the sweet spot for recruiting passive candidates is usually between 10 months and 4 years with “spikes” at 10 months, 21-22 months and around 45 months.
Слайд 18The Long Tail of a Job Search…
66
percent of respondents said they thought about
looking for a new job within six months before actively searching.@CareerBuilder CANDIDATE BEHAVIOR 2012:
Слайд 20They Say They Are Interested, But…
67% told
sourcers they were open to a new
job26 % of that group misrepresented real interest
©2014 Corporate Executive Board. All Rights Reserved.
Слайд 22It is not an active vs. passive
conversation; I want all of them
Think 1-5
years out in terms of strategyThink about our target audiences and map strategies to their behaviors
Слайд 24Talent Landscape:
Raytheon
Ball
L-3
Alliant
Techsystems
Honeywell
Space
Systems
Loral
General Dynamics
Orbital Sciences
Crane
Aerospace
Harris
Boeing
Competitors
Talent Supply
Слайд 27Web 3.0 Engagement Platform
Lockheed Martin contact
Business Related
Video Content
Highlight Business
Welcome Letter
Welcome Video
Слайд 28Take advantage of all the data that
is available
Aggregate data from variety of sources-all
kinds of social aggregation tools availableBut don’t forget to go deeper
Слайд 29Sourcing-Go Deep and Wide
©2014 Corporate Executive
Board. All Rights Reserved.
Online tools cause sourcers
to contact easy to identify names, rather than to think critically about the targets.
Слайд 30Become a career coach
Become an advocate for
the prospect’s candidacy
Provide valuable profession related content
Слайд 32Marvin Smith
Strategic Talent Sourcing Consultant
Global Talent
Strategies & Solutions
Lockheed Martin
@talentcommunity
www.linkedin.com/in/marvsmith/
marvin.e.smith@lmco.com
Current duties:
Talent Community Strategy
Talent
Pipeline InitiativesTA Strategy-thought partner
Social Recruiting
TA Technology & Tools
