TRACK II: LEADERSHIP & STRATEGY Making the Recruiting Function Proactive

Dr John Sullivan
Professor, Author and Advisor to Management
DR. JOHN SULLIVAN & ASSOCIATES


SESSION DESCRIPTION
Headcount planning is an age-old practice, one that is broken and in need of severe change. While 20 years ago it may have been reasonable to forecast and budget for needed staff once a year, that is no longer the case. Modern businesses need workforce flexibility. They need to scale up and scale down simultaneously. Line managers cannot wait for recruiting actions to be triggered by the creation of a requisition, an activity that is prone to delay. Modern enterprises need a recruiting function that is knowledgeable of the business and capable of forecasting ongoing talent needs and proactively developing channels to deliver talent just in time. In short, the times we live in dictate that recruiting transition from being a reactive function to being a proactive one. Topics that will be covered during this session focus on demonstrating how success with the following activities could drive increases in your organizations financial results:

• Employment Branding
• Retention
• Speed of Hire
• Selection
• Competitive Analysis