Getting Top Talent: What Really Matters - PowerPoint PPT Presentation

1 / 49
About This Presentation
Title:

Getting Top Talent: What Really Matters

Description:

Taleo solutions deployed in 100 countries. Continued growth in EMEA ... Graphology. Education. Experience. Ref. Check. Interview (unstructured) Job Tryout ... – PowerPoint PPT presentation

Number of Views:65
Avg rating:3.0/5.0
Slides: 50
Provided by: addisson
Category:

less

Transcript and Presenter's Notes

Title: Getting Top Talent: What Really Matters


1
Getting Top TalentWhat Really Matters
Presenter Yves Lermusi (aka Lermusiaux) Taleo
Fellow
2
Leading Companies Choose Taleo
Manufacturing
Technology
Retail
Financial
Health Care/ Life Sciences
3
Global Leadership Growth
  • Taleo solutions deployed in 100 countries
  • Continued growth in EMEA Asia Pacific
  • 80 customers in EMEA Asia Pacific

4
1. What Really Matters in Talent Acquisition
  • Your top recruiters
  • are
  • your executives

5
Who is this man?
Kai-Fu Lee
6
Time spent by executives on talent management
  • 27

Source Economist Survey 2006
7
Talent Matters
How much more does a high performer generate
annually than an average performer?
67
49
40
Increasedproductivity in operations roles.
Increasedprofit in general management roles.
Increased revenue in sales roles.
8
Talent Management Value
Source Bassi Investments
9
Taleo Customer Index
10

What is the Value Created?
11
Todays Business Drivers
The US will have a 10M worker shortfall by 2010.
Bureau of Labor Statistics
12
Todays Business Drivers
500 largest companies in the US expect to lose
50 of their senior management in the next 5
years.
Business Week, Oct 2005
13
Todays Business Drivers
40 of companies dont have a leadership
succession plan.
Business Week, Oct 2005
14
Which Metric?
15
Labor Productivity?
  • How does Wall Street look at labor productivity?

16
Revenue Per EmployeeNot Good Enough
17
Most Strategic Talent Management Metric
18
Levers of HR Influence
19
Human Resource Evolution
Personnel Dept 1975
Human Resource 1990
Talent Management
HR Services
2005
Transactional ? Strategic Enabling services
? Differentiator services Context ? Core
effect ? X effect Create 20 value ?
Create 80 value Examples ?
Examples Payroll, benefits, Selection,
succession planning, Source Taleo Research
20
What is Talent Management?
21
Taleo Talent Management
22
Filled Positions
Filled Positions
Filled Job Orders
23
Lesson 1
  • Be the enabler of best of class talent management
    processes.

24
2. What Really Matters in Talent Acquisition
  • Only the outcome
  • counts
  • Quality hires that fit.

25
Do we have the right people on the bus?
Do we have the right people on the right seat?
Source Jim Collins
26
Right People Right Job
  • How can we ensure our organizations get the RIGHT
    people?
  • How can we make sure individuals are in the right
    job?

27
How Well Do We Assess Our Strengths?
Source Justin Kruger and David Dunning, Cornell
University
28
How Well Do We Assess Our Strengths?
Source Justin Kruger and David Dunning, Cornell
University
29
How Well Do We Assess Our Strengths?
Source Justin Kruger and David Dunning, Cornell
University
30
How Well Do We Assess Our Strengths?
Source Justin Kruger and David Dunning, Cornell
University
31
How Well Do We Assess Our Strengths?
Source Justin Kruger and David Dunning, Cornell
University
32
How Well Do We Assess Our Strengths?
Source Justin Kruger and David Dunning, Cornell
University
33
Good Fit Drives Satisfaction
34
Source Towers Perrin, 2006
35
Cost of Turnover Today
  • Cost of workforce 36 of revenue
  • Turnover 25
  • Cost of turnover 1 x salary
  • So 1/4 of 36 of revenue is 9 of revenue/budget!
  • CFO/Mercer study
  • BLS data

36
Screening Accuracy
  • Cognitive Ability
  • Work Sample Tests
  • Interview (structured)
  • Peer ratings

Education
Experience
Age

Job Tryout



Interview (unstructured)
Ref. Check
Graphology
Source Schmidt, FL, Hunter, JE
37
I Have The Answer
  • Lets do
  • Cognitive Ability Assessments
  • Work Sample Tests
  • Structured Interview
  • Peer Ratings

38
Screening and Assessment
Source Spherion, 2006 n502
39
But
  • Lets do
  • Cognitive Ability Assessments
  • Work Sample Tests
  • Structured Interview
  • Peer Ratings

But realities of business time, complexity, cost
40
Lesson 2
  • Give your managers easy, affordable, accurate,
    and fast tools to screen their candidates.

41
3. What Really Matters in Talent Acquisition
  • Employee
  • Candidate
  • Communication

42
HR as Market Makers
Source McKinsey, 2006
43
Pivotal Focus
Source StrategyBusiness, 2006
44
(No Transcript)
45
OP NT EOP Michael Hammer
  • Old Process New Technology
  • Expensive Old Process

46
Lesson 3
  • Supporters and detractors are built through
    effective communication one at a time.

47
Summary
? Executive Involved
48
Send responses at info_at_checkster.com
49
  • Thank You
  • Taleo info
  • info_at_taleo.com
Write a Comment
User Comments (0)
About PowerShow.com