1. TALENT ACQUISITION: Essential Components of Success for 2011
Ron Thomas
Talent Acquisition Manager
SUPERVALU, Inc.
April 12, 2011

2. Talent Acquisition Breakaway Strategy
Foundation
Mission/Values in place
Organization capabilities and structure in alignment
State of the Art Systems (ATS, HRIS)
Streamlined and standardized hiring process
Optimization
Self-reliant hiring services (candidates, hiring managers)
Uniform and centralized staffing services
Ready to use “talent pool”
Robust reporting capabilities
Breakaway
World class Branding/Marketing program
Proactive sourcing program and talent pool feeder program
Robust forecasting and integrated talent roadmap
Labor market experts
April 12, 2011

3. Talent Acquisition Breakaway Principals
Strategic Partnerships
Business savvy/know the business
Lead workforce planning and improve business forecasting
Be the talent market experts
Provide workforce optimization and human capital expertise
Proactive Sourcing Strategies – “candidates on demand”
Build “Ready to Use” talent pool of candidates
Focus on feeder/pipeline programs
Specialized internal sourcing capabilities/Succession Planning
Diversity Strategy
Recruiting Agility
Hiring Process & Organization Structure
Own hiring process from start to end
100% response to customers and candidates
Organization structure in place
April 12, 2011

4. Talent Acquisition Components for Success
Marketing/Branding
Strong brand=Strong talent pool
Employer of choice
Portal Strategy
Web Content
Marketing of Job Postings
Automated solutions
Applicant Tracking System
Self Service Matching of Candidates
Company Benefits
Workplace Virtualization
Corporate Social Responsibility
April 12, 2011

5. Talent Acquisition Components for Success
Pipeline/Sourcing
Internal Talent Pool/Succession Planning
Employee Referral Program
College/Intern Program
Diversity Conferences/Job Fairs
Job Boards/Niche Sites
Social Media – LinkedIn, Facebook, Twitter
Networking/Headhunting/Cold calling
Professional Affiliations – Internal & External
Data mining/Proactive sourcing
Knowledge Management
Avoid talent mismatches – think creatively!
April 12, 2011

6. Talent Acquisition Components for Success
Diversity
Business Alignment & Strategy
Inclusive environment
Incorporate into performance management
Consistent staffing practices
Maintain connections
Ensure all candidate slates include diversity
Drive the right workforce composition
Include as part of all pipeline activities
Network, Network, Network
April 12, 2011

7. Talent Acquisition Components for Success
Metrics
Show value to business
Balanced Scorecard
Key indicators – Time to Fill, Female/Ethnicity %, Quality of Hire, External vs. Internal hires, etc.
Cost per hire
Reporting capabilities from ATS
Retention rates
April 12, 2011

8. Talent Acquisition Components for Success
Other considerations
Retirement boom – loss of knowledge transfer
Workforce Demographics – how is it changing?
Generational Differences – hiring for all!
Outsourcing
Use of Professional Agencies or Services
April 12, 2011

9. Characteristics of a Successful Talent Acquisition Professional
Agile
Innovative
Consistent
Strategic
Forward Thinking
LEADERS!
April 12, 2011

10. QUESTIONS Ron Thomas (208) 371-2203 ron.thomas@supervalu.com
April 12, 2011