The Journey to Finding
—and Empowering—
Top Talent
Your Guide to
Modern Recruiting and
Talent Management
It’s no secret. The functions of
recruiting and talent management
are fundamentally changing…
...for the better.
Yesterday’s recruiter:
• Wrote job descriptions from scratch and then posted jobs manually
• Sorted through resumes that l...
Yesterday’s HR manager:
• Put little onboarding process in place—aside from a new desk
and quick hello
• Got lost in endle...
Sound a little old-school?
Yeah, it kind of was.
But today’s best recruiting and HR
teams aren’t lost in the weeds of
inefficient processes and outdated
methodologies. Ins...
People are a company’s
greatest asset. People are
what gives a company its soul.
But how do they find
the best-fit people to
grow their companies?
With tech on their side to speed up
yesterday’s inefficiencies, teams are
better equipped than ever to conquer
the two jou...
Journey #1:
Hooking Your Next Great Hire
The first journey is recruiting, and it begins by knowing who,
precisely, you’re looking for. Needles are notoriously hard ...
2 Source
Once you know who you’re after, go
find them! Today’s recruiter doesn’t
wait around: he or she attracts active
can...
Pro Tip: Don’t be sheepish with
passive candidates. 45% of fully
employed professionals are open
to talking to a recruiter...
Plus, if a potential
candidate is nearing his
one-, two-, or three-year
mark, he may be
looking to leave. So
keep an eye o...
Pro Tip: To attract performers, you have to show
off your employer brand with custom-branded
careers pages. Top talent
can...
3 Screen
Today’s recruiter knows
that to intelligently narrow
a pool of performers, you
need screening tools that
help hir...
The best hiring decisions aren’t hasty
ones, which is why performance-minded
companies are less focused on
time-to-hire. I...
4 Interview
It’s time to bring in your best candidates. Today’s interviews are
seamlessly integrated so hiring teams can:
...
Did You Know: Inbox recruiting—a recruiting process centered
around an email alias, such as “jobs@company.com,” and a
spre...
Not to mention competition for top talent is growing as we head toward a
candidate’s market. Companies planning to hire ar...
Today’s recruiter knows
making an offer is all
about speed—the top
10% of candidates
typically aren’t on the
market for lo...
It’s a Match
The top-performing candidate receives
your offer and is excited to accept. They’ve
assessed you as a company,...
Journey #2:
Guiding Your New Hire’s
Stellar Performance
1 Onboard
The second journey to top talent is one of
talent management. And that journey
begins when your newest performer...
WELCOME!
Did You Know: 68% of
best-in-class organizations say
their onboarding is partially or
fully automated by technolo...
Automation in onboarding means speeding up boring
bureaucracy so your performer can start, well, performing!
Here are simp...
WELCOME!
Pro Tip: Heading out for lunch on
the first day is a must! Be sure your
new hire meets up with the most
important ...
Online employee
profiles also put talent in
the driver’s seat when it
comes to learning
everything about their
new professi...
With onboarding basics
out of the way, top talent
can focus on making an
impact right away—exactly
what they want to do. A...
2 Manage Performance
In the future, performance
management will
continue to be more
open and honest than
ever—and top
perf...
Did You Know: 70% of employers in one survey are
“currently evaluating” or have recently “reviewed and
updated” their perf...
In those performance management systems, top performers
are all about tracking goals.
A goal made public is a goal worth k...
Pro Tip: Goals are more
successful when they’re
transparent (for
accountability), revisited
often (even weekly),
specific, ...
With goals in place, modern HR
departments let technology import
them into performance reviews.
Feedback reminders should ...
Pro Tip: Check in as early
as 30 days with a new
hire for an honest
discussion about how
everything’s going. It sets
an im...
Modern HR is taking a renewed focus on feedback and employee
coaching. Research reflects that a person performs best when t...
3 Plan for Your Organization’s Future
Today’s HR has begun looking far beyond the path of the individual
performer. Their ...
Great managers today know that employees feel engaged when
they are preparing for their next big career step forward… and ...
Promoting a loyal performer can be a smart move for HR, even
smarter than hiring an external hire who is 61% more likely t...
Finally, HR pros today
know outward recognition
matters—in a big way.
83% of respondents in a
recent survey said
recogniti...
Picture an organization wherein the entire company celebrates
great performance—in an online company feed or at transparen...
Suddenly, the journey to the
next top-performing hire—and
then the journey to their
performance—has created
something very...
Enjoy the journey, and
everyone you meet, hire, and
are inspired by along the way.
Further Reading
Download Free Report
Check Out Jazz Notes
How does your hiring process stack up in the
modern workplace? C...
Created together by Jazz and Namely
Scale Up Today
Discover Jazz
Namely is the HR, payroll, and
benefits platform for the w...
Sources
1. https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/c/pdfs/linkedin-talent-trends-...
of 46

The Journey to Finding—and Empowering—Top Talent

Your Guide to Modern Recruiting and Talent Management
Published on: Mar 3, 2016
Published in: Career      
Source: www.slideshare.net


Transcripts - The Journey to Finding—and Empowering—Top Talent

  • 1. The Journey to Finding —and Empowering— Top Talent Your Guide to Modern Recruiting and Talent Management
  • 2. It’s no secret. The functions of recruiting and talent management are fundamentally changing… ...for the better.
  • 3. Yesterday’s recruiter: • Wrote job descriptions from scratch and then posted jobs manually • Sorted through resumes that landed in a dedicated inbox • Spent hours hunting down job candidates and hiring managers alike • Juggled multiple calendars and schedules to set up interviews • Missed out on the best hires because process got in the way
  • 4. Yesterday’s HR manager: • Put little onboarding process in place—aside from a new desk and quick hello • Got lost in endless spreadsheets of employee info • Checked boxes during impersonal performance reviews • Focused just on the organization’s day-to-day • Kept to itself—and out of the executive team’s way
  • 5. Sound a little old-school? Yeah, it kind of was.
  • 6. But today’s best recruiting and HR teams aren’t lost in the weeds of inefficient processes and outdated methodologies. Instead, they’re focused on both finding and developing awesome people. Because modern recruiting and HR teams know...
  • 7. People are a company’s greatest asset. People are what gives a company its soul.
  • 8. But how do they find the best-fit people to grow their companies?
  • 9. With tech on their side to speed up yesterday’s inefficiencies, teams are better equipped than ever to conquer the two journeys to top talent: Finding that next great hire Ensuring their high performance for years to come It’s all just a matter of methodology. Let’s see it in action!
  • 10. Journey #1: Hooking Your Next Great Hire
  • 11. The first journey is recruiting, and it begins by knowing who, precisely, you’re looking for. Needles are notoriously hard to locate, so don’t just prioritize your haystacks. Create a picture of what performance looks like for the exact role you’re hiring for. Pro Tip: Prioritize and define the skills you desire most in your new hire with Performer Dimensions. Here are five important ones to keep in mind: 1 Plan & Define Domain Expertise—Subject matter knowledge around issues, best practices, and tools Leadership—Management and coaching skills, ability to inspire others Judgment—Ethics, morals, decision-making, and analytical skills Autonomy—Self-motivation, self-direction, and self-improvement skills Cultural Fit—Personality traits, work ethic, diplomacy, and interpersonal skills
  • 12. 2 Source Once you know who you’re after, go find them! Today’s recruiter doesn’t wait around: he or she attracts active candidates and recruits passive ones with postings across free and paid job boards, employee referrals, and social promotion. TOP TALENT
  • 13. Pro Tip: Don’t be sheepish with passive candidates. 45% of fully employed professionals are open to talking to a recruiter.1 RECRUITER
  • 14. Plus, if a potential candidate is nearing his one-, two-, or three-year mark, he may be looking to leave. So keep an eye out for anniversary milestones.2
  • 15. Pro Tip: To attract performers, you have to show off your employer brand with custom-branded careers pages. Top talent can immediately pick up on a company’s vibe and see if it meshes with theirs. �
  • 16. 3 Screen Today’s recruiter knows that to intelligently narrow a pool of performers, you need screening tools that help hiring teams go from many to few. Hiring is a group effort, so know which questions to ask, at which point in the process (phone or in-person), and by whom. Pro Tip: Effective screening should cut your candidate pool roughly in half. 6 3 1
  • 17. The best hiring decisions aren’t hasty ones, which is why performance-minded companies are less focused on time-to-hire. It currently takes an employer 25 working days on average to make a hire—a 13-year high.3
  • 18. 4 Interview It’s time to bring in your best candidates. Today’s interviews are seamlessly integrated so hiring teams can: • Access candidate information from one platform • Organize interviewer and candidate schedules • Assess qualifications against the established picture of performance • Track and consolidate multiple interviewers’ feedback Pro Tip: Use your current performers to help assess future performers—even if they’re in a different department.
  • 19. Did You Know: Inbox recruiting—a recruiting process centered around an email alias, such as “jobs@company.com,” and a spreadsheet for storing candidate information—can take more than nine hours of recruiters’ time versus just one hour when using a recruiting platform?4
  • 20. Not to mention competition for top talent is growing as we head toward a candidate’s market. Companies planning to hire are up 12% over 2014.5
  • 21. Today’s recruiter knows making an offer is all about speed—the top 10% of candidates typically aren’t on the market for longer than 10 days.6 Timely, direct communication with all candidates, but especially your top picks, helps you protect your brand—as a company and a recruiter. 5 Make an Offer
  • 22. It’s a Match The top-performing candidate receives your offer and is excited to accept. They’ve assessed you as a company, brand, and culture as much as you’ve assessed them as an integral part of all three. As the first journey ends, another begins...
  • 23. Journey #2: Guiding Your New Hire’s Stellar Performance
  • 24. 1 Onboard The second journey to top talent is one of talent management. And that journey begins when your newest performer is in the door and ready for their first major impression of the company: onboarding. WELCOME!
  • 25. WELCOME! Did You Know: 68% of best-in-class organizations say their onboarding is partially or fully automated by technology. Of the remaining 32%, over half plan to start automating it.7
  • 26. Automation in onboarding means speeding up boring bureaucracy so your performer can start, well, performing! Here are simple ways to speed up the necessaries: Mobile company apps make valuable information available on the go, whenever a high performer needs to check out important company info. Use online signatures for any initial paperwork or welcome packets. Online task lists show high performers what onboarding activities to knock out quickly. They can also alert members when anything is completed. Employee self-service portals make collecting personal information instant, from direct deposit to tax withholdings to emergency contacts.
  • 27. WELCOME! Pro Tip: Heading out for lunch on the first day is a must! Be sure your new hire meets up with the most important people on his or her team.
  • 28. Online employee profiles also put talent in the driver’s seat when it comes to learning everything about their new professional home: your company. Any phone number, email address, or—let’s face it—forgotten name can be looked up via simple searches.
  • 29. With onboarding basics out of the way, top talent can focus on making an impact right away—exactly what they want to do. And in turn, you can focus more on them, not their paperwork.
  • 30. 2 Manage Performance In the future, performance management will continue to be more open and honest than ever—and top performers will continue to demand comprehensive and ongoing feedback.
  • 31. Did You Know: 70% of employers in one survey are “currently evaluating” or have recently “reviewed and updated” their performance management systems.8 70%
  • 32. In those performance management systems, top performers are all about tracking goals. A goal made public is a goal worth keeping. Transparent goal-setting is gaining ground in the performance management world—that is, employee goals posted online for the whole company to see. This is a great way to connect company-wide objectives down to individual performers.9
  • 33. Pro Tip: Goals are more successful when they’re transparent (for accountability), revisited often (even weekly), specific, and out of a worker’s comfort zone.
  • 34. With goals in place, modern HR departments let technology import them into performance reviews. Feedback reminders should then be automated to managers, coworkers, you name it. That means more time for the most important aspect of performance management: face-to-face feedback.
  • 35. Pro Tip: Check in as early as 30 days with a new hire for an honest discussion about how everything’s going. It sets an immediate standard of openness and transparency in your company culture. 30
  • 36. Modern HR is taking a renewed focus on feedback and employee coaching. Research reflects that a person performs best when they are given meaningful work that leverages their personal strengths and aspirations.9 In order to go beyond goals, HR now has managers meet with employees: Frequently: Far more often than just at year’s end. Face-to-face: There’s always time for in-person communication! Courageously: Honesty and transparency are the only way to meaningfully discuss performance. 
  • 37. 3 Plan for Your Organization’s Future Today’s HR has begun looking far beyond the path of the individual performer. Their eyes are set to the future of the entire organization.
  • 38. Great managers today know that employees feel engaged when they are preparing for their next big career step forward… and of course, you’d like that to be at your own organization. The “tour of duty” approach to employment is becoming more prominent. Rather than sign on for an implied lifetime contract, an employee is hired for an engaging two to four-year “tour” to produce measurable positive impact for the company. After that, he or she can be offered a new, challenging “tour”—maybe in a higher role or even in a different department. It’s a win-win: the employer gets great work done and the employee stays motivated—while retaining some autonomy. 10
  • 39. Promoting a loyal performer can be a smart move for HR, even smarter than hiring an external hire who is 61% more likely to be laid off or fired and 21% more likely to leave their job than an employee promoted from within.11 Your best talent, the ones glued to your culture, are the ones who see a future with you. And a company culture where career advancement is possible and celebrated is one worth sticking around for. 61% 21% EXTERNAL HIRE more likely to be laid off or fired more likely to leave their job
  • 40. Finally, HR pros today know outward recognition matters—in a big way. 83% of respondents in a recent survey said recognition for work done was more fulfilling than any other compensation or gifts.12 THANK YOU
  • 41. Picture an organization wherein the entire company celebrates great performance—in an online company feed or at transparent company meetings. It’s what today’s HR can guide and achieve. All those awesome people have come together in a way that makes a measurable impact, to the company as a whole and to the individuals as, well, people.
  • 42. Suddenly, the journey to the next top-performing hire—and then the journey to their performance—has created something very exciting: a community of high performers with people at the center. And that’s the perfect environment for everyone to grow. Performance Comes Full Circle
  • 43. Enjoy the journey, and everyone you meet, hire, and are inspired by along the way.
  • 44. Further Reading Download Free Report Check Out Jazz Notes How does your hiring process stack up in the modern workplace? Check out our blog, Jazz Notes, for more insights and inspiration around planning, sourcing, screening, interviewing, and hiring your next great Performer. And once that amazing candidate is sourced, make sure they have everything they need to succeed. Namely’s presentation 8 Practical Tips for Great Performance Management has the practical tips you need to guide your new hire’s new journey:
  • 45. Created together by Jazz and Namely Scale Up Today Discover Jazz Namely is the HR, payroll, and benefits platform for the world’s most innovative companies. Great people power growing companies, and Namely is the only HR platform that grows right along with you. Featuring a social news feed employees love, full-service payroll that adjusts to your team, and the employee benefits your people crave, Namely helps growing companies build their businesses even better. We’re Jazz and we’re on a mission to make recruiting and hiring easy, effective, and scalable no matter what growth looks like to your company. To do that, Jazz not only gives you three platform options, we’ve created a whole new thing: Performance Recruiting. Learn more about Performance Recruiting and how Jazz can help improve how and who you hire.
  • 46. Sources 1. https://business.linkedin.com/content/dam/business/talent-solutions/global/en_US/c/pdfs/linkedin-talent-trends-2014-en-us.pdf 2. http://blog.entelo.com/new-entelo-study-shows-when-employees-are-likely-to-leave-their-jobs 3. http://www.wsj.com/articles/companies-are-taking-longer-to-hire-1409612937 4. https://theresumator.com/blog/infographic-how-much-time-do-you-waste-recruiting 5. http://careerbuildercommunications.com/pdf/careerbuilder-q1-2015-forecast.pdf 6. http://www.ere.net/2014/04/21/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/ 7. http://fm.sap.com/pdf/mar09/All%20Aboard%20%20Effective%20Onboarding%20Techniques%20and%20Strategies.pdf 8. http://dupress.com/articles/hc-trends-2014-performance-management/?id=gx:el:dc:dup677:cons:awa:hct14 9. http://dupress.com/articles/performance-management-redesign-human-capital-trends-2015/ 10. http://marketing.bersin.com/predictions-for-2015.html 11. http://www.wsj.com/articles/SB10001424052702304750404577320000041035504 12. https://www.psychologytoday.com/blog/mind-the-manager/201306/new-employee-study-shows-recognition-matters-more-money

Related Documents