Talent Acquisition: Get Strategic with 7 Steps Kyle Hartwig, Senior Human Resource Specialist (Corporate Recruiter), Client Services Division, Office of Human Resources, NIH
Agenda • Why Talent Acquisition? • Traditional Staffing vs. Talent Acquisition • 7 Steps for Hard-to-Fill positions • Key Take-Aways • Questions 2
Why Talent Acquisition? • USAJOBS may not reach desired applicant pool • Applicants lack specific competencies • Short application window • Repeat announcements • USAJOBS announcement format has limits • Key take away: Traditional Federal hiring may have limits 3
Traditional Staffing vs. Talent Acquisition • Reactive with customer • Proactive with customer • May require multiple postings • Short timeframe to fill job • Engages active job seekers • Engages passive talent • Post and pray • Search and cultivate • Key take away: Talent acquisition is both active and strategic 4
Let’s Get Started! 1. Prepare Learn How To: 2. In-take • Find and engage ideal 3. Craft Plan candidates before you post 4. Source • Source candidates using LinkedIn, Indeed, etc. 5. Feedback • Provide effective consulting 6. Engage Talent services to your clients 7. Follow-Up 5
Step 1: Prepare • Ensure the right people attend in-take meeting • Secure candidate wish list in advance • Do your homework! • Recruitment history to be aware of? • Key take away: Gather the right people, resources, and build up position/client knowledge quickly 6
Step 2: In-take meeting • Agenda is a must; facilitate for all parties to share • Share sample candidate CV for reaction • Listen and watch body language of hiring team closely • Probing questions clarify “must” vs. “nice” desires • Ask hiring manager to engage with talent prospects • Follow up email sets expectations, roles, and actions Key take away: Participants understand roles and responsibilities 7
Step 3: Craft Strategic Plan • Succinct strategy w/ actionable details • Develop timeline, roles, risks, and actions • Include outreach techniques; webinars, etc. • Create short “to do” lists for participants • Update periodically as timeline progresses Key take Away: A written strategy becomes a “contract” of future behaviors 8
Step 4: Talent Sourcing Source Members LinkedIn 467 Million Indeed.com 200 Million • Utilize advanced Boolean logic (And, or, “”) Zip Recruiter 120 Million • You need both volume and quality Glassdoor 50 Million Doximity 500,000 • Social media promotion- “Coming attraction” Medzilla 285,000 • Design flyers; employees use at meetings, etc. • Pre- announcement “Expressions of Interests” LinkedIn Search Profiles Pediatric Nurse 39,000 • Create “day in the life” YouTube videos “” Masters 11,000 • Collect metrics on talent prospects “” Senior Manager 178 “” D.C. Metro Area 11 Key take away: Find passive and active talent using a variety of sources 9
Step 5: Hiring Manager Feedback • Invite criticism- ask about talent quality at meetings and be open to changing directions • Re-calibrate search based on new feedback • Share social media content to thrill clients • Keep collecting metrics on talent prospects Key take away: How are hiring manager informational calls going? 10
Step 6: Engage Talent Subject: PEDS S.N.M. NIH Opening • Use creative and short messaging Hi Krista, Barbara Jordan, Service Chief, is • Include hiring managers contact information intrigued with your experience at Childrens, M.S., and 2 publications. • Articulate employer value proposition As a research hospital, our doctor- patient-nurse environment is a nice • Ask unresponsive candidates for referrals mix of pace. Barbara would enjoy • Keep telling candidates next step in process telling you more. Barbara.Jordan@nih.gov Key take away: Watch your response rate and nurture personal relationships 11
Step 7: Follow up and Follow Thru • Set up feedback meeting with entire hiring team • 11 LinkedIn profiles sourced • 5 Messaged (45%) • Acknowledge each individuals contributions • 2 responded (40%) • 2 Interviewed • Discuss metrics and share story for future referrals • 1 hired • Record names into ROI tracking process Krista Cato Senior Pediatric Nurse • Share success via presentations, newsletters, etc. Manager Key take away: Track success, share success, and learn from mistakes 12
Key Takeaways • Sourcing potential candidates involves creativity and dedication • Engaging talent requires hiring manager involvement • Talent acquisition involves a search and cultivate mentality 13
Resources • For additional information please visit: • Recruitment Policy Studio: www.HRGRU.gov • Career site marketing ideas: www.jobs.nih.gov • NIH Jobs YouTube Channel: https://www.youtube.com/user/NIHforJobs 14
Contact Information • Kyle Hartwig • National Institutes of Health • Kyle.Hartwig@nih.gov • 301.435.7276 jobs.nih.gov - linkd.in/NIHJobs - facebook.com/NIHforJobs - twitter.com/nihforjobs - glassdoor.com/NIH 15
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