From Recruitment to Talent Acquisition Moving Selection Processes - PowerPoint PPT Presentation

From Recruitment to Talent Acquisition Moving Selection Processes to Modern Practices osce.org Career Development Roundtable – St. Gallen – December 2019

Group Discussion What will be the main trends in talent acquisition in the next • decade? What are the three main obstacles do you currently face in • talent acquisition in your organization? How would you rate your Organization’s ability to promote • itself as an employer of choice? What are the three main skills recruiters need to develop at this • day and age to do their jobs effectively?

Trends Talent Roster ter Electronic Streamlined Pipelines Man anageme agement Approvals Processes

Trends Th Thir ird-Parties Parties Impact of Artificial Integration to Support upport Social Intelligence Out utrea each ch Media

Change Management Need to Stakeholder Focus on Appr proa oach ch to Upskill and Management Process Work rk Re-Skill

Educating Stakeholders osce.org

Stakeholder Mapping Interview Passive Active OSCE Hiring Participating Candidates Recruiters Board Collaborators Applicants Applicants Employees Managers States Members

Results Pyramid 1. Make it real. 2. Make it applicable to your audience. 3. Make it simple and repeatable. 4. Make it convincing. 5. Make it a dialogue.

Enhancing Focus on Employer Branding Awareness Recruitment Marketing Consideration Talent Interest Acquisition Application Selection Recruiting Hire

Increased Efforts on Sourcing and Outreach • Passive Candidate to Active Candidate Sourcing & • Raising Awareness of Organization as Outreach Employer of Choice • Curating professional networks • Development of Recruitment Champions • Strategic use of social media • Leveraging partnerships with pS

Walking through the Change Bridges, 2009

Re-branding the Organization’s EVP osce.org

Focus on the Career Journey What’s the value of adding the OSCE to your career journey? Where have you worked before?

Focus on the Career Journey

OSCE and its impact on your Career Journey

Promoting the OSCE an Employer of Choice More engaging job postings and announcements tying the mandate of the Organization with the potential impacts of adding the OSCE to one’s career journey

Old Standard Descriptions are generic • and not enticing to potential applicants. Missing key words and • hashtags to attract targeted audiences Results show limited • impact

New Standard Description highlight work • of the OSCE promoting the Organization and the job being advertised Specific key words tied to • the job description listed Higher number of ‘likes’ • indicate greater engagement by audience in much less time

New Standard Description highlights • multiple backgrounds increasing visibility among potential applicants Specific key words tied to • the job description listed Hashtags bringing attention • to Job Description focus

New Standard Teaser leading to Comms- • produced content driving viewers to OSCE’s website Tie with job opening in the • same area Use of tag words to •

Side by Side Comparisons

Side by Side Comparisons

Enhancing the Candidate Experience osce.org DHR – Gustavo Araujo – Nov 2019

How do we differentiate ourselves?

Webinar Outreach Programme

Webinar Outreach Programme +2032 individual 55% Women registrations in 6 months of 2018 ~40% First- time 77% = > Applicants Master’s degree 21% from ~40% senior ISC sector, level gov or NGO

Communicating Results 2018 2019

Internal Resources 2 recruiters with Graphic Design Skills

Recruitment in 10 Steps

How do we differentiate ourselves? Providing standard responses Directing potential to common requests applicants to our resources

How do we differentiate ourselves? Providing standard responses Directing potential to common requests applicants to our resources

Feedback to Targeted Candidates Targeting stakeholders in high-level positions or Qualified women Candidates from less- represented participating States Well-Qualified candidates who should be kept ‘warm’

What’s in it for Recruiters? osce.org

Three Reinforcing Systems Individual Networks of Personal Committed Results People Improved Business Results

What is a growth-based career?

Re-Skilling and Up-Skilling Recruiters All 12 Recruiters at OSCE Secretariat are currently pursuing Talent Acquisition Certification!

Developing New Skills

Creating an Even More Robust Process osce.org

Catching up with the 21 st Century

Enhancing Assessments SONRU Pre- Testing Psych chometr ometrics ics Screening Interviews Platform TBD for r P5 & D in use since 2015

Asynchronous Interviews

Hiring Manager’s Perspective

Evidence-Based and Data-Driven Approach

Promoting the OSCE as an Employer of Choice osce.org

Better Branding Leading to Higher Visibility

Targeted Campaigns 2018

2019 Targeted Campaigns

Recruitment Bootcamps w/Professional Associations - Women for Careers in IO’s (June 2019) - Women in Information Security (Oct 2019) - Professional Women’s Network in Vienna (Nov 2019)

Recruitment Bootcamps Consistency in cross-promoting Services and Resources (our differentiator)!

Sponsored visits by FO’s and/or pS Georgian Ministry of Foreign Affairs (July 2019) Central Asian Youth Network – Kazakhstan (July 2019) Visits to OSCE Bishkek Academy, MFA Academy and POiB Kyrgyzstan (September 2019)

Promoting Opportunities

Professional Groups on - UN Women (Unofficial) - >29K members - United Nations Open Link - >2,300 members - Women in International Security - <4,900 members - United Nations - <13,400 members

Talent Acquisition Newsletter 64% >11,500 13% X for industry subscribers engaged/highly average engaged 46% Average 400 new 21.33% subscribers per month for industry average Open rate Interviews – Tips – Webinar Registration – Podcasts – Videos – Articles-

Talent Acquisition Newsletter Interviews – Tips – Webinar Registration – Podcasts – Videos – Articles-

Monika Ivic Virtual Career Fairs - Inviting up to 45 employees to participate - 5-6 seats with 1 recruiters per 2 hour session - Key messages training in advance - OSCE participants are also encourage to post on event

Mitigating Implicit Biases osce.org DHR- Recruitment Unit – September 2018

Addressing Multiple Factors Internal Job New Sourcing Capacity Descriptions Strategies Building

Priming Interview Board

Supporting our Sourcing Strategy Academic and Professional Orgs Points of Contact Technical Institutions and Associations

Questions