Summer of Sourcing 2019: Attracting Talent that Stays
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The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover. So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
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Summer of Sourcing 2019: Attracting Talent that Stays
- 1. PART 1: Summer of Sourcing Attracting Talent That Stays
- 2. Your Speakers JD Conway Head of Talent Acquisition at BambooHR Theresa Lund Manager of Talent Acquisition at Glassdoor Courtney Bigony Director of People Science at 15Five Brynna Locke Senior General & Administrative Recruiter at Lever Moderator
- 3. ● Create the best candidate experience ● Rediscover talents within your organization ● Implement 360 feedback and forward-looking views ● Increase employee lifetime value at your company AGENDA
- 5. Co-Design a Candidate Experience for Success Intake Meeting Source Applicant Submission Screening Second Conversation Interview Prep InterviewReceive an Offer NegotiateAccept + SignBackground Check Pre-Start + First Day
- 6. Who do you collaborate with most to ensure your candidate experience is streamlined and working correctly? What do you do when you spot gaps? PANEL QUESTIONS
- 8. Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020 Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover
- 9. How do you allow for internal mobility and ensure you have a pipeline of qualified talent for each role? PANEL QUESTIONS
- 11. Your brand is what other people say about you when you’re not in the room. Jeff Bezos, CEO & Founder Amazon
- 12. How do you implement continuous feedback? PANEL QUESTIONS
- 14. How do you ensure continuous growth and development, so people stay? PANEL QUESTIONS
- 15. Attracting talent that stays Lay out expectations in the job descriptions Train interviewees (aka: hiring managers) Follow up soon after interviews Recruiting management Personalize your sourcing strategy Screening for talent to enhance the culture Reporting to leadership any gaps People management
- 16. Live Q&A
Notes de l'éditeur
- This is an example of a codesigned map where you can walk stakeholders through to ensure they are all on the same page
- Theresa - interview feedback on Glassdoor JD - eNPS - new hire experience survey. Talent acquisition and development.
- JD - talent pools Theresa - internal movement and how to promote movement within
- Courtney - growth and development and career ladders; check in, reviews. Getting the right people and ensuring a great experience. This layer is about grow and develop overtime. Theresa - monitoring feedback for success
- JD Courtney