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02 03 RACS Day 1 - Candidate Life Cycle, Diversity Recruiting

Candidate Life Cycle, Diversity Recruiting - Milan Novu00e1k

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02 03 RACS Day 1 - Candidate Life Cycle, Diversity Recruiting

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  1. RACS® – RecruitmentAcademy®CertifiedSourcerDay 1 Milan Novak

  2. GoodCall & RecruitmentAcademy & Datacruit Co-founder and Group CEO milan.novak@goodcall.eu • https://www.linkedin.com/in/novakmilan/ milan_recruiter Milan Novák #Recruitment #HR #PeopleManagement #Leadership #CompanyFounder

  3. HR trends 2022

  4. Talent shortages New RecruitmentStrategy New jobmodels 3 • Retention • - Who are ourkeyemployees? • - Whatcompetencies do weneed TOMORROW? • - How to retainourkeypeople? 2 03 1 • - Redefine EVP • Diversifysourcesofcandidates • What GOOD lookslike? - Flexibileworkforce - Contractors, Outsourcing 4 5 Internal „mobility“ - Remotework - Internaljob market place Candidateexperience - Digital experience - Feedback - Hiringculture

  5. Re-skilling

  6. MODERN RECRUITER What are ourkeycompetencies? What do I need to work on?

  7. The role ofEmotionalIntelligence

  8. TheBookofRecruiterCompetencies by LinkedIn

  9. Life Cycle: Candidate - Employee

  10. Life Cycle: Candidate - Employee Job Advertisement Companybrand Activesourcing Job fairs Recommendation Social Media

  11. Life Cycle: Candidate - Employee Web site Careersite PersonalizedInformation AnnualReports FB and LI pages

  12. Life Cycle: Candidate - Employee

  13. RecruitmentProcess

  14. Talent AttractionStrategy WHY ?

  15. EMPLOYER VALUE PROPOSITION & EMPLOYER BRANDING

  16. EmployerBranding • Employer brand is the term commonly used to describe reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brandreputation and value proposition to customers. • Employer Value Proposition - EVP www.recruitmentacademy.co

  17. Strategy – How to build an appealing EVP

  18. Persona Exercise

  19. Understandingthejobvacancy Keywordsforsearching

  20. The most importantrelationship in recruitmentprocess Recruiter Hiring Manager Understands and managestherecruitmentprocess Understandsthejobthatneeds to befilled

  21. Disconnect 57% ofrecruitersfeelthathiringmanagers do not understandrecruiting 63% ofhiringmanagersfeelthatrecruiters do not understandthejobsthey are filling. Source: Cielosurvey

  22. 5 steps to build relationshipswithHMs • KYHM – Knowyourhiring manager • Use data • Contractingyourhiring manager • EducateyourHMs • Build trust

  23. 1. KYHM – KnowYourHiring Manager • Beauthentic • Informal meeting (coffee, informal interview) • JointheHiring Manager team meeting • Interview HM´s team

  24. 2. Use Data • Market Intelligence • Preparebechmarkprofilesforyourintake meeting • Presenttherecruitmentfunnel • Provide data and feedback on regularbasis

  25. 3. Contracting • Agreetimelinesfor feedback and follow-up sessions • Agree interview timeslots • Beupfrontwithyourlimitations (technicalknowledge) • Beupfrontabouthowreasonabletheirexpectations are (i.e. starcandidates vs low market salary)

  26. 4. EducateHiringManagers • Educateyourhiringmanagers on yourrecruitmentprocess • Interview skillstraining • Unconsciousbias and diversity recruitmenttraining • Collaboration on offer management process

  27. 5. Build Trust • Integrity (Promise = deliver) • Regularsatisfactionsurvey (NPS) • Set-up a post hire meeting • Review and improvetheprocess

  28. Every candidate may be a customer

  29. TheGolden Rule Treatyourcandidatesthewayyouwant to betreated. www.recruitmentacademy.cz

  30. Diversity Recruitment

  31. Why diversity ?

  32. Why diversity ?

  33. Diversity and Inclusion Diverse teams are more innovative—stronger at anticipating shifts in consumer needs and consumption patterns that make new products and services possible, potentially generating a competitive edge. Companies in the top quartile for workforce diversity are 33% more likely to financially outperform their less diverse competition. The evidence is clear that companies who have a diverse workforce have a distinct competitive advantage. 

  34. Data and Insights

  35. Diversity – Engagement and Retention • Buildingan environment ofmutualrespect • Mutualrespectpreventsconflicts

  36. Youshould not askabout …. • Marital Status… • Age.. • Age ofchildren… • Sexualorientation… • Religious background… • Race • Pregnancy status • Disability ..

  37. Question? A father and his son are in a car accident. The father dies at the scene and the son is rushed to the hospital. At the hospital the surgeon looks at the boy and says "I can't operate on this boy, he is my son." How can this be?

  38. Gender Stereotypes • Science (Physics, Math, Astrology) • LiberalArts (English, Literature, Music) MAN  x WOMAN

  39. Gender Stereotypes • Science (Physics, Math, Astrology) MAN • LiberalArts (English, Literature, Music) WOMAN   ???

  40. https://implicit.harvard.edu/implicit/research/

  41. Candidates – Whichoneworks as a banker? C A B

  42. Rememberthe last timeyou made a wronghiringdecision? Whathappened? Whydidyouchoosethecandidate?

  43. The most commonbiases in recruitment

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