Talent acquisition training
- 1. [email protected] Talent Acquisition at CBI Presented By David Anderson|
- 2. [email protected] • Our strategy • Full-cycle recruitment service • The Recruiting Guidebook: Best Practices, Recruiting Workflow, Proven Process--Defining the Position, Interviewing, etc. • Performance-based, legally compliant interviewing Talent Acquisition at CBI
- 3. [email protected] “Hiring good people is hard. Hiring great people is brutally hard. And yet nothing matters more in winning than getting the right people on the field.” --Jack Welch, Winning • Attract and recruit top talent—game changers • Hire to our core values first • Be a place where great careers are built • Be an Employer of Choice (EOC) Talent Acquisition Strategy
- 4. [email protected] Talent Acquisition Strategy EOC Talent Acquisition Succession L&D Engage Performance Total Rewards Policy Core Values Total Talent Lifecycle
- 5. [email protected] • The recruiter owns and drives the overall process and experience • The recruiter sources, screens, presents, and schedules candidates, rolls up notes, provides guidance, and extends offers • The recruiter is a consulting partner Full-cycle Recruitment
- 6. [email protected] Key components • Guiding Principles • Employer Brand • Hiring Process Flow Chart • Best Practices • Defining a Career Position • Performance Based Interviewing • Legal Interview Questions • The Candidate Experience • Common Interviewing Mistakes • Candidate Red Flags The Recruiting Guidebook
- 7. [email protected] Guiding Principles • Authenticity, integrity, trust, and respect • Ethical, legal, and Equal Employee Opportunity (EEO) hiring practices • Building strong teams is first the responsibility of the Hiring Manager • Consideration to internal applicants • It’s about identifying core values match and then defining great results and potential The Recruiting Guidebook
- 8. [email protected] Our Employer Brand "The employer brand is not about spin, it's about the reality of every aspect of being at work – it's about changing the way you manage people so that they get the coherence, focus and involvement that a valued customer would expect...” --Simon Barrow IT Risk Management Our EVP (Employer Value Proposition) We each have a similar story to tell! The Recruiting Guidebook
- 9. [email protected] The CBI Recruiting Process Discover Assess Present Design | Build Manage Assess Position Performance Needs Create Performance Profile— Career Description Design Recruiting Strategy & Plans per position Source, Screen, Present Best Candidates Prove Manage Process Until Position Filled Identify Workforce Need
- 10. [email protected] Hiring Process The Recruiting Guidebook
- 11. [email protected] Performance Based Interviewing The premise: Previous results are the best indicators of future success The interview flow: Pg. 25 The most important interview question… “What would you define as your most significant accomplishment?” Anchor it… Drill down The Recruiting Guidebook
- 13. [email protected] “Accurate interviewing is about peeling the onion and digging deep into an accomplishment, not asking a bunch of clever questions.” “Turn generalities into specifics by getting examples of everything.” --Lou Adler The Recruiting Guidebook
- 14. [email protected] Defensible Interview Questions The Recruiting Guidebook
- 15. [email protected] Are you a U.S. citizen? Are you legally authorized to work in the U.S.? What is your native tongue? What languages do you speak or write fluently? How much longer do you plan to work before you retire? What year did you graduate high school/college? What are your long-term career goals? Can you get a babysitter on short notice for overtime or travel? You'll be required to travel or work overtime on short notice. Is this a problem for you? The Recruiting Guidebook
- 16. [email protected] Do you smoke or drink? In the past, have you been disciplined for violating company policies forbidding the use of alcohol or tobacco products? Do you have any disabilities? Are you able to perform the specific duties of this position? Are you a member of the National Guard or Reserves? Do you have any upcoming events that would require extensive time away from work? Do you have kids? How far is your commute? Would there be anything that would prevent you from getting to work on time? The Recruiting Guidebook
- 17. [email protected] Talent Acquisition Strategy EOC Talent Acquisition Succession L&D Engage Performance Total Rewards Policy Core Values Culture Tools Process The candidate experience becomes the employee experience The employee experience becomes the customer experience
- 18. [email protected] HR/TALENT ACQUISITION CONTACTS Steven Martin, Sr. Recruiter Direct: 248.457.5947 Mobile: 248.709.0012 Email: [email protected] David Anderson, EVP HR Direct: 248-457-5977 Mobile: 765-620-2880 Email: [email protected]
Editor's Notes
- #5: It starts with Talent Acquisition, but bringing great talent to an organization relies on so much more. Things like onboarding to get new employees engaged quickly with their managers and teams, setting expectations in line with company core values and rocks and consistently measuring against core value behavior and results. Also, policies that align to core values, protect the company, and make it a great place to work. Total Rewards—the same kind of alignment is needed with benefits, compensation. Learning and development programs are in place to increase our bench strength and keep our skills sharp, We have succession plans and career paths and use learning to bridge gaps to advance careers, all of which are anchored by our core values
- #6: …And key to helping the hiring manager build strong teams.
- #7: So let’s go over some of the key components of the guidebook.
- #9: In order to recruit effectively hiring managers and recruiters need to be on the same page about what it is we do.
- #10: The CBI Process
- #18: The candidate experience becomes the employee experience. As we recruit top talent, we will have a first class onboarding and employee ramp-up so new hire feel a part of the team and are engaged quickly. At CBI we are obsessed with results so it is important for us as managers to know how to manage to results, provide coaching, performance improvement, ongoing performance measurement that rolls up to an annual performance appraisal process. Policy alignment with attracting top talentCompensation, including benefits and recognition programs that support hiring and retaining top talentLearning and DevelopmentSuccession and career pathingAll for us to be known locally and nationally as an Employer of Choice.
- #19: G8 – General Thank you========== This is the LAST SLIDE – please put all slides before this one. ==============Thank everyone for their time and review next steps.======== Great Job on the Presentation! =============