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    ABC-CDE-FGHI Strategy Framework

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    Risky Ahmad
    The document outlines a framework for an effective talent acquisition strategy with several key components. It discusses evaluating candidates based on their aptitude, behavior, cultural fit, degree, and experience. It also presents models for acquiring, retaining, developing, and potentially firing talent. Metrics for evaluating the talent acquisition process such as time to hire, fit to hire, and retention are presented. The document emphasizes finding the best fit candidate through a funnelling recruitment hierarchy and positioning job requirements to attract optimal applicant ratios.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    ABC-CDE-FGHI Strategy Framework

    Uploaded by

    Risky Ahmad
    44 views10 pages
    The document outlines a framework for an effective talent acquisition strategy with several key components. It discusses evaluating candidates based on their aptitude, behavior, cultural fit, degree, and experience. It also presents models for acquiring, retaining, developing, and potentially firing talent. Metrics for evaluating the talent acquisition process such as time to hire, fit to hire, and retention are presented. The document emphasizes finding the best fit candidate through a funnelling recruitment hierarchy and positioning job requirements to attract optimal applicant ratios.

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    The document outlines a framework for an effective talent acquisition strategy with several key components. It discusses evaluating candidates based on their aptitude, behavior, cultural fit, degree, and experience. It also presents models for acquiring, retaining, developing, and potentially firing talent. Metrics for evaluating the talent acquisition process such as time to hire, fit to hire, and retention are presented. The document emphasizes finding the best fit candidate through a funnelling recruitment hierarchy and positioning job requirements to attract optimal applicant ratios.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    44 views10 pages

    ABC-CDE-FGHI Strategy Framework

    Uploaded by

    Risky Ahmad
    The document outlines a framework for an effective talent acquisition strategy with several key components. It discusses evaluating candidates based on their aptitude, behavior, cultural fit, degree, and experience. It also presents models for acquiring, retaining, developing, and potentially firing talent. Metrics for evaluating the talent acquisition process such as time to hire, fit to hire, and retention are presented. The document emphasizes finding the best fit candidate through a funnelling recruitment hierarchy and positioning job requirements to attract optimal applicant ratios.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 10

    1

    Talent
    Acquisition Strategy
    Nothing is INTERESTING,
    Until You are INTERESTED.
    # A H D

    Beib Geraldine
    Success Provocateur
    2

    ABC - CDE Framework for Talent Acquisition

    A Aptitute
    C Competency

    B Behavior
    D Degree or Diploma

    C Cultural Fit
    E Experience

    Beib Geraldine
    Success Provocateur
    3

    Friendship or Family
    F Closed Recommendation

    Gut Feeling
    G
    Non Technical
    Personal Preferences

    Approach History
    H Past Emotional Bonding

    Interference
    I Authorized Priority

    Beib Geraldine
    Success Provocateur
    4

    Role of H.R.D - Framework

    Hiring Retaining

    Bring a hope Build a comfort

    Succession
    Planning
    Bridge a sustainability Cycle Benefit of Service

    Developing Firing

    Beib Geraldine
    Success Provocateur
    5

    5-d Model for Talent Acquisition

    Demonstrate
    Develop
    Digest
    Discover
    Define

    Establishing Deepening of Providing Re-skill Executing


    Scoping Limits of
    Criteria & Interest, Talents & Up-skill Contribution &
    Tool Discovery
    Specification and Abilities Competency Collaboration

    Beib Geraldine
    Success Provocateur
    6

    A.I.R – C.R.Y Traits for employee


    01 Agile 04 Communicative
    Creative & Innovative Data Centrics

    02 Initiative 05 Respectful
    Helpful and Persuasive Easy Getting Along

    03 Resilient
    Problem Solving &
    06 Yield Oriented
    Customer Satisfaction
    Decision Making Mindset

    Beib Geraldine
    Success Provocateur
    7

    Talent Acquisition Metrics and Indicators


    TIME to HIRE DELIVERY to HIRE
    Deadline Report

    FIT to HIRE PROCUREMENT to HIRE


    Conformance Process

    COST to HIRE EXPOSURE to HIRE


    Budget Advertising

    QUALITY to HIRE RETENTION to Hire


    Fulfilment Review

    Beib Geraldine
    Success Provocateur
    8

    Recruitment Hierarchy’s Funelling


    Job Posting
    ENTHUSIAST ANALYTICS
    Awareness

    APPLICANT DATABASE ATS Sreening

    QUALIFIED RESOURCES Notice Period

    TOP 3 RESERVED Negotiation

    1 BEST FIT OFFERING Medical Check Up

    Beib Geraldine
    Success Provocateur
    Job Requirement Analysis (JRA)
    9

    BREAK-EVEN
    Troubled Job
    Requirement
    LOSS PROFIT
    Bad Job Posting Tempting Job Offering

    BIG LOSS HIGH PROFIT


    Weak Strong
    Corporate Brand Corporate Brand

    Beib Geraldine
    Success Provocateur
    10

    Position to Candidate Ratio (PCR)

    1 : 50 HIGH PROFIT Strong Company Brand

    Job Requirement
    1 : 25 PROFIT Proximity

    1 : 10 BREAK-EVEN Wide Choice

    1:3 LOSS Strict Choice

    No Applicant
    1:0 BIG LOSS Bad Job Posting

    Beib Geraldine
    Success Provocateur

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