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Chat with our new manager (Key points (you will connect us with business?…
Chat with our new manager
What matters us the most
Candidate experience - anyone, either if they apply actively or are being sourced, they deserve a decent treatment - they should be satisfied throughout the whole process
the new process according to "How we hire"?
recruiters work on their own requisitions, they should do the sourcing by themselves, by looking into RCM where pipelines should be ready
WILL THERE BE 48 HOURS TIME LIMIT FOR A REACTION?
there should be, otherwise we are loosing talents
SPECIFY THE ROLES OF EACH PERSON IN THE PROCESS
Talent Intelligence will:
GET MORE MATERIALS ON WHAT DEVELOPERS THINK AND WHAT THE MARKET IS
(people are not interested in being in a pipeline where they will not be offered specific positions in a timely manner)
COMMUNICATE WITH MANAGER PRIOR TO THE JOB OPENINGS (GETTING THE GENERAL REQUIREMENTS
)
we will be consultants to managers - we will get to know in advance how many positions there will be open for particular time period and we will them them what the market looks like (what tools we will have?)
how long will it be prior to the job openings?
POPULATE THE PIPELINE
are you sure we will not need to hire more junior sources who will be populating the pipeline?
for all requisitions? one pipeline simply for a "Java Developer" and that´s it?
what benefit there will be in comparison to Linkedin search? will it be that easy to search in CRM?
PRIORITIES
will there be someone who will tell us which positions have higher priority?
CONDUCT INTERVIEWS
what kind of interview will it be? only a generic one? people these days, in this very high competition need to receive information about what they will do, what technologies they will be working with and what is the product they will be working on. Plus, what is very welcomed - what are further responsibilities, what is the team structure,...
CREATE A LIST OF QUESTIONS OF WHAT YOU USUALLY ASK ON A KICK-OFF CALL
are managers aware that people receive tens of messages every month?
FIND OUT MORE
GUIDE THEM/PROVE ADVICE what the market looks like
tools?
Gartner / market insights
how much work force is missing on the market?
how much are they spammed on a daily basis?
1 more item...
internal units - Total Rewards, some of our analytical units
CAN PAVLA ARRANGE A MEETING/GET CONTACT SO WE CAN FIND OUT MORE ABOUT WHAT TOOLS THEY USE
Linkedin Insights / market insights
Stack Overflow / better search of IT specialists
WHAT THEN?
before, we were still part of the process, if we had a capacity, we scheduled the interview and monitored whether candidates will get a proper feedback
most of the time, they did not - for various reasons: a)
manager was not aware that it is expected to give candidates feedback
in a timely manner b)
recruiters are very busy
(and their duties vary) so they cannot keep track of every single candidate (for one requisition, you can have up to 200 candidates)
can we provide information what it looks like in specific countries? EMEA South - absolute craziness, Germany - Betriebsrat, each recruiter has about 40 roles (add something from the video from Glen or who was it ---) once you have that many positions, you simply cannot feel close enough to the candidates
what is a trend lately - hiring admins that help recruiters - why they also cannot do sourcing?
Key points
you will connect us with business? with also other departments? how are we going to cooperate with employer branding, talent rewards? what are we going to tell the managers?
TalentWin Events?
business must know who we are and what they can expect from us? we cannot have calls with business, promising something, yet we will not now what we can offer
cold calling - we cannot do this because of GDPR
what is strategic sourcing? Ian mentioned we will not be strategic sourcing
how are we going to build community?
what part of our work will be strategic, analytical?
consent with data processing - majority of people will click that they do not want to be in the system once they are out of the current recruitment process. How shall we recognize one particular person agrees with Talent Community and who does not?
search also in RCM? unrelevant results - cloud AND sales AND united kingdom ---) people from mcdonalds. Plus RCM - not really a reliable tool - slow,very often down.
around 16 000 new hires / VS 21 000 last year, focus on DBS, technology
no massive dismissing, not 4 000 as last year
TA - not strategic sourcing, focused on analysis, teams to be determined, coverage not all over the world