Passive Talent Pipeline: How to Determine if its Right for You
Презентация на тему Презентация на тему Passive Talent Pipeline: How to Determine if its Right for You, предмет презентации: Разное. Этот материал содержит 33 слайдов. Красочные слайды и илюстрации помогут Вам заинтересовать свою аудиторию. Для просмотра воспользуйтесь проигрывателем, если материал оказался полезным для Вас - поделитесь им с друзьями с помощью социальных кнопок и добавьте наш сайт презентаций ThePresentation.ru в закладки!
Strategic Sourcing Model
Talent Pipeline Initiative
Strategic Talent Acquisition Model
Talent Expects Us to Be Social
Talent Expects Us To Be Social Engaged
Talent Expects Us to Be on Social Platforms
Talent Expects Us To Provide Relevant Information
Talent Expect Us to Be Transparent
Web 2.0 to Web 3.0
Era of Relationships and loyalty in going to be key
Pronunciation: gwanˈCHē
Talent 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.
The Rise of the Passive Candidate
©2014 Corporate Executive Board. All Rights Reserved.
17
51
48
55
Very Passive
to Somewhat Passive
©2014 Corporate Executive Board. All Rights Reserved.
Sweet Spot
6 months
2 years
4 years
6 years
@Inside the Brain of the Passive Candidate; Entelo Whitepaper 2014
So 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.
The 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:
They Say They Are Interested, But…
67% told sourcers they were open to a new job
26 % of that group misrepresented real interest
©2014 Corporate Executive Board. All Rights Reserved.
It is not an active vs. passive conversation; I want all of them
Think 1-5 years out in terms of strategy
Think about our target audiences and map strategies to their behaviors
Talent Landscape:
Raytheon
Ball
L-3
Alliant
Techsystems
Honeywell
Space
Systems
Loral
General Dynamics
Orbital Sciences
Crane
Aerospace
Harris
Boeing
Competitors
Talent Supply
Web 3.0 Engagement Platform
Lockheed Martin contact
Business Related Video Content
Highlight Business
Welcome Letter
Welcome Video
Take advantage of all the data that is available
Aggregate data from variety of sources-all kinds of social aggregation tools available
But don’t forget to go deeper
Sourcing-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.
Become a career coach
Become an advocate for the prospect’s candidacy
Provide valuable profession related content
Marvin 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 Initiatives
TA Strategy-thought partner
Social Recruiting
TA Technology & Tools
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