April 2010Developed by Agency Human Resource Services, DHRM1 Talent Acquisition An Overview Prepared by Agency Human Resource Services Department of Human Resource Management Commonwealth of Virginia April 2010

Developed by Agency Human Resource Services, DHRM2 Talent Acquisition What is it? Talent Acquisition is the process of attracting, finding, and selecting highly talented individuals (those who align with the business strategy, possess required competencies, and who will integrate smoothly and productively into the organization and its culture) to meet current and future employment needs. Employment Brand Definition of Need Sourcing Selection Pre-Boarding

April 2010Developed by Agency Human Resource Services, DHRM3 Why is it important? The Commonwealth must have the right people to fill the right needs at the right time. – Success : Effective Acquisition sets the stage for the success of the agency and the employee. – Cost : Multiple sources identify the cost of a bad hire as 1.5 to 3 times/salary. – Opportunity Loss : The amount of time a need is left unfilled results in opportunities unrealized and costs incurred.

April 2010Developed by Agency Human Resource Services, DHRM4 Employment Branding What Is An Employment Brand? –An employer’s brand is the image seen through the eyes of employees and potential hires. –Employment branding is the employer’s unique traits and characteristics that are valued by employees and prospective employees and is used as part of the employer’s marketing strategy. –It is the way an organization distinguishes itself internally and externally. How Does An Organization Create an Employment Brand? Employment is a 2-way partnership; the employer and prospective employee sell each other an employment proposition. As part of creating this proposition, an employer needs to understand its current and future audience and how this audience intersects with what the employer is and what it hopes to achieve. The employment brand will allow the organization to know what it is “selling” and will help candidates know what they may be “purchasing” in terms of potential commitment. Article: ERE.net - The 8 Elements of a Successful Employment Brand

April 2010Developed by Agency Human Resource Services, DHRM5 Definition of Need & Sourcing  What is Sourcing? –Determining the most effective places to find the talent needed –Includes internal and external sources –The process includes announcing the job’s availability to the market and identifying and attracting qualified candidates to apply. –Includes traditional techniques like advertisements, job fairs and postings –Also includes techniques like social networking, finding passive candidates, and targeted functional searches Effective Sourcing First Requires Accurately Defined Needs An employer must first define what need exists and then determine what types of talent it requires to fulfill that need. Sourcing Tips Article: ERE.net - Develop a Recovery Sourcing Strategy Article: ERE.net - Rrecruiting Lessons From the Olympics: Learning From Outside Your Box Article: ERE.net - Determining the Correct Source of Hire: The First Step in Recruiting Excellence

April 2010Developed by Agency Human Resource Services, DHRM6 Selection  The process used to choose the best talent to make the best fit with the organization.  The process involves: –Interviewing to reveal certain desired characteristics; –measuring applicants on those characteristics; and –extending an employment offer Tips & Tools Common Types of Interviews Behavioral – based upon the premise that past behavior is the best predictor of future behavior Situational – based upon hypothetical situations and the candidates’ responses Traditional – basic questions usually centered around education, experience, skills… Technical – focused on specific skill and knowledge needs for a particular function or field Articles of Interest Article: About.com - Behavioral Interviewing Article: ezinearticles.com - Behavioral and Situational Job Interviews

April 2010Developed by Agency Human Resource Services, DHRM7 Pre-Boarding Pre-Boarding is the process of beginning the integration of a new hire into the new organization and work team. –Begins as soon as the employee is offered and accepts the position –Should immediately connect the employee to the agency via the supervisor, human resources, and the work buddy/mentor as the primary points of contact –Initiates the process for the employee’s workstation, equipment, supplies, technology and online access Tools and Resources The On-boarding tool contains more information about pre-boarding.On-boarding tool Click here to see the pre-boarding checklist. Article from Workforce.com

April 2010Developed by Agency Human Resource Services, DHRM8 Talent Acquisition Operational Workflow Requisition Process Sourcing Application Process Screening and Interviewing Employment OffersNotification of Non-selection

April 2010Developed by Agency Human Resource Services, DHRM9 How to measure the success of talent acquisition strategies Quality of Hire Percentage of new hires that were the organization’s top choice Quality of Candidates The ability of the organization to define the knowledge, skills and abilities needed to succeed in the job and work environment and to source candidates that meet the competencies Program Satisfaction Hiring manager satisfaction with the recruitment and hiring process and quality of candidates Time-to-Hire The time it takes to hire a candidate to fill a position from job open until the position is offered and accepted New Hire Retention Rate The number of new hires who remain on the job for the first 12 to 18 months New Hire Failure Rate The percentage of new hires in key jobs that were terminated or asked to leave New Hire Retention Rate The number of new hires who remain on the job for the first 12 to 18 months Performance Ratings of “Contributor” or “Extraordinary Contributor” Whether top candidates meet or exceed expectations on performance reviews

April 2010Developed by Agency Human Resource Services, DHRM10 Additional tips Talent Acquisition Strategies Best Practices: Proactively build and expand the pool of candidates. Seek to fill positions internally, if applicable. Improve candidates’ pre-screening process. Enhance employer brand and reputation in the recruiting market place. Explore new marketing outlets using Internet-based technologies (i.e., social networking sites) to reach passive candidates and targeted groups. Create efficiencies in recruitment processes and workflows. Obtain input from hiring managers. Solicit new hire feedback. Emphasize strategic workforce planning beyond 18-months. Scale back or freeze talent acquisition efforts, when the need arises. Source: Talent Acquisition Strategies , Aberdeen Group