driving change in talent acquisition
DESCRIPTION
ERE Webinar from 9/23/11, presented by Sharon Kaivani and Linda Brenner.TRANSCRIPT
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T A L E N T A C Q U I S I T I O N
September 2011
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Designs on Talent: Who We Are
• We help HR leaders improve results in talent acquisi8on and talent management
• Our team is made up of former TA or TM leaders from Fortune 500 companies
• We are known for geDng high quality work done quickly and cost-‐effec8vely
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Our Purpose Today
• To discuss current changes and trends in Talent Acquisi8on
• To walk through an effec8ve process for approaching change
• To present some methods and tools for helping stakeholders embrace change
• To discuss typical challenges and workarounds
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Current Changes & Trends in Talent Acquisi<on
• Reorganiza8ons
• Role redefined
• Closer alignment with Talent Management
• Rapidly evolving technologies and players
• Specialized roles harder than ever to fill
• Search for the perfect set of metrics
• Adop8ng new technology
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Regardless of how many of these trends are affec<ng your TA organiza<on, you need to update or create your
Talent Acquisi<on strategy
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Crea<ng or Upda<ng Your TA Strategy
• Do I understand what kind of talent the business needs? • Have I goTen input from key TA stakeholders?
• Have I educated myself around TA trends, and know which are the most impacVul to the business?
• Am I clear on where we currently are – and where we need to be? And the gaps between the two?
• Am I prepared for challenges?
• Is it clear that the change is in alignment with broader strategic direc8on?
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Building the Case for Change • Can be from a top-‐down or grassroots approach
• Should be expressed in terms of a vision, which may include: § A clear picture of what the future would look like with this change
§ Objec8ves that the change will help achieve
§ Links to broader business strategy and/or compe88ve posi8on
§ Problems that are solved as a result of the change
§ Improvement in relevant metrics and ROI
• Requires ac8ve stakeholder management and therefore, evolu8on based on input
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Leveraging Change Management Tools • Stakeholder Analysis
• Change Assessment
• Event-‐Based Communica8on Plan
• Training
• Organiza8on Design
• Culture Change
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Change Management Tools – Stakeholder Analysis
Stakeholder Individual or
Group
Number of People Affected
Degree of Influence over
Success
Interests and Sensi<vi<es (WIIFM)
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Change Management Tools – Change Assessment
# From To Stakeholders Affected
Degree of Impact
Approach
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Change Management Tools – Communica<on Plan
Date Communica<on & vehicle
Purpose/Key
Messages
Audience Author Sender
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Organiza<on Design Key Ques8ons:
• To what degree have roles changed? How will the changes be communicated?
§ Tool: Role Conversa8on Scripts, covering:
§ Ac8vi8es that are the same
§ Ac8vi8es that are new
§ Ac8vi8es that should stop
• Any new roles needed? i.e., Centralized sourcing team? Opera8ons? Analy8cs?
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Training Key Ques8ons:
§ Who needs to know what, and when?
§ What stakeholder requirements should we be mindful about? (i.e., schedules, an8cipated acceptance or resistance, preferred learning approaches and vehicles)
§ What communica8ons themes should we con8nue to include in all training materials?
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Cultural Change Key Ques8ons:
• What new habits do stakeholders need to embrace?
• What values drive these new, good behaviors?
• How are the desired behaviors aligned to current company values?
• How can leaders publicly model good behaviors?
• How can we reward those who embody posi8ve behaviors?
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Measurement Key Ques8ons:
• How will we measure readiness for change? What will we measure at different points as we near implementa8on?
• How will we measure success post-‐change? What benefits did we say we would achieve? How will we measure them?
• Make plans for collec8ng data. What is the source of data? How frequently will you measure? How will you report it?
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Celebra<ng Success • Make stakeholder rounds when key milestones are achieved and con8nue to collect feedback, but ALSO report how you have evolved the approach based on their input
• Highlight and thank those working on the implementa8on in addi8on to their everyday jobs
• Reward those who embrace the changes
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Ques<ons?
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Thank you for the opportunity to provide you with this informa<on!
Linda Brenner,
Managing Director
404.313.3590
Sharon Kaivani,
Prac8ce Lead, Talent Management
404.759.8392
Designs on Talent, LLC
www.designsontalent.com
Atlanta, GA