The FIRM in partnership with eSift address relevant and current challenges faced by senior in-house recruitment & HRD professionals. Led by Freelance Strategist, Coach and Consultant, ex-HRD and Lead Tutor for the CIPD’s HRBP programme Giles O’ Halloran, who will focus on effective strategy development and implementation. Focussing on the following key stages: • Strategy definition and development using models such as PESTLEE/ STEEPLE and strategy analysis using the SWOT/ TOWS frameworks • Strategy sense check - aligning to the business strategy, Porters 5 Force Analysis and using the McKinsey 7S Model • Designing & Implementing Strategy - the importance of simplicity, impact and making it happen

1. Building Effective
Recruitment & Talent Strategies

2. Who is this Giles O’Halloran …
As a table gain consensus on:
• My Educational Background?
• My Work?
• My Chosen Sport?
• My Favourite Team?
• Anything else … ?

3. Foundations:
The Recruitment Process Exercise

4. You need to build from a Foundation …
• An effective Recruitment Framework
• Legal and ethical framework
• An effective + engaged team
• Effective communication
• Understanding expectations
• Trained assessors and interviewers

5. What is ….

6. What is Strategy..?
• 3 possibilities from a plethora:
• “A plan of action designed to achieve a long term aim or overall aim.”
• “The direction or scope of an organisation over the long term: which achieves
advantage for the organisation through its configuration of resources within a
challenging environment, to meet the needs of the markets and to fulfil stakeholder
expectations.”
• “A high level plan to achieve one or more goals under conditions of uncertainty.”
• Next question - What is the Business Strategy? What is Talent? Define & Align

7. Source: SlideShare
Where does Strategy sit?

8. McKinsey’s 7 S Model – Strategic Value + Context
Source – Strategic Management Insight

9. Strategic HR Management Model
Source: Differencebetween.com

10. Source - MyAssignmentHelp
Strategic Human Capital Planning

11. Strategic Integration – Vertical + Horizontal
Business Strategy
Business
Objectives
HR
Strategy
Relations Reward L&DResourcing
Vertical Integration
Horizontal Integration
Finance SalesOperations
Source: CIPD

12. Effective Recruitment – Context - defined by …
• Right People
• Right Competencies
• Right Place
• Right Time
• Will vs Skill
• Experience vs End Result
• Now vs Future
• Cost Effective + Efficient

13. So where is the Organisation…
… And where is it going?

14. Key Consideration
‘...The future is already here, it’s not very evenly distributed...’
- William Gibson, 1993
• Different Sectors
• Different Timelines
• Different Channels
• Different People

15. Another Change Curve
“The Diffusion of Innovation”
Rogers, 1962

16. • POLITICAL
• ECONOMIC
• SOCIAL
• TECHNOLOGICAL
• LEGAL
• ENVIRONMENTAL
• ETHICAL
PESTLEE Analysis (External Scanning)

17. SWOT Analysis – (Internal & External)
• Strengths
• Weaknesses
• Opportunities
• Threats
Source: Canvanizer

18. Source - MindTools
Other Options: Porter’s 5 Forces

19. Group Discussion:
• Choose an organisation from those around the table
• Share your Recruitment/Talent situation
• Conduct a PESTLEE and SWOT Analysis

20. Recap
What have we learned and what do we need to consider ..?

23. So what now/next –What/How/When?

24. Plan what might happen - Scenario Planning
Source - MBASkool

25. Plan the journey - Roadmapping
Source - AcqNotes

26. Plan Objectives + Outcomes - SMARTER
Source: Google

27. Measure the Outcome – ROI + ROE
• ROI – Return on Investment:
• Measure the inputs versus outcomes – cost vs. revenue
• Cost Benefit Analysis
• Level of Profit – Productivity – Engagement etc.
• ROE – Return on Expectations:
• Change behaviours
• Invisible benefits
• Reducing cost
• Measures & Metrics = Analytics

28. Phillips Model – ROI from the ROI Institute

29. What we can measure = The Tip of the iceberg
RECRUITMENT FEES
ADVERISTING FEES
JOB POSTING COSTS
HIRING PROCESS TIME
CONVERSION RATES
WRITING BUSINESS CASES
WRITING JOB DESCRIPTJON
WRITING PERSON SPEC
JOB AD CREATION
JOB POSTING
SOCIAL MEDIA
TELEPHONE INTERVIEWIING TIME
MANAGEMENT INTERVIEWING TIME
CANDIDATE ASSESSMENT
CANDIDATE SELECTION
FEEDBACK TIME
OFFER NEGOTIATION
OFFER PACK GENERATION
ONBOARDING COSTS
INDUCTION COSTS
PROBATION PERIOD COSTS

30. Actions to think about now + going
forward = ACTION PLANNING
• Employer Brand
• Platforms/Applications
• Access to Talent
• Compelling Storytelling
• Campaign Management
• Sourcing Options/Blend
• Capacity + Capability
• Meeting/exceeding
expectations
• Meaningful Content
• Budgets & Spend
• Mobile Compatibility
• Data = insights + analytics
• Candidate Experience
• Candidate Engagement
• Effective Marketing Material
• Easy Access + Process
KISS …?

31. Strategic Resourcing
Social
NetworksPrivate
Networks
Alumni
Work Brokerages
Employees
Micro-Workers
Freelancers
Temps
FTCs
FTE
Contractors
Business
Networks
PartnersSuppliers
Volunteers
Organisation
Profiles

32. Slide no: 32
Future Recruitment
Social
Human
Mobile Technology
Evolving

33. Slide no: 33
Exercise – Creating the Strategy

34. My Strategy …

35. Lessons Learned & Wash Up
What have you learned …? Met Expectations…? Food for Thought…?
Let’s prepare some actions and commit to them

37. Giles O’Halloran
• Email: go2gilesohalloran@gmail.com
• Twitter: @GilesOHalloran
• LinkedIn: Look me up! 