Talent Acquisition

An Overview
 Talent Acquisition
What is it?
Talent Acquisition is the
process of attracting, Employment Brand
finding, and selecting
highly talented individuals
(those who align with the
business strategy, possess
required competencies, and Definition of Need
who will integrate smoothly Sourcing
and productively into the
organization and its culture)
to meet current and future
employment needs. Selection
Pre-Boarding
 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.
 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
 Definition of Need & Sourcing
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.
 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
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
 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
 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.
•Click here to see the pre-boarding checklist.
•Article from Workforce.com
 Talent Acquisition Operational Workflow
Requisition Process

Sourcing

Application Process

Screening and Interviewing

Employment Offers Notification of

Non-selection
 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” Whether top candidates meet or exceed expectations on
or “Extraordinary Contributor” performance reviews
 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.
Thank you