USAA Assignment

•• PROTECTED 関係者外秘

Time to Fill: Process Step 1 -- Sourcing

Introduction:

· Background on the company (mission, vision, values; products, services; industry; # of employees)

· Talent acquisition target position?

· Characterize target position, e.g., high volume position, hard-to-fill position?

· What is the annual volume of target position?

· What is the firm’s talent philosophy?

Step 1: Sourcing -- Locating & prioritizing qualified individuals & labor markets and sources from which to recruit.

· Internal recruiting – How does the firm inventory employee talent?

· Which development programs does the firm offer?

· How does the firm use internal posting systems?

· How does the firm use a succession or progression plan for the target position?

· External recruiting – How does the firm use employee referrals?

· Geographical targeting – Which is (are) the markets used for sourcing the target position, e.g., local, regional, global?

· How does the firm profile target employee KSAs?

· Which selection sources does the firm use in assessing target position candidates?

· Which selection methods does the firm use in this assessment?

· How does the firm measure assessment effectiveness?

· How does the firm analyze the sourcing effectiveness? How does it prioritize recruiting sources?

· Which non-traditional applicant pools does the firm source talent for the target position, e.g., disabled workers; older workers; welfare recipients; incarcerated; former employees; retirees?

· How are employment ads prepared? What content is included in the firm’s employment ads?

· Which job, career, & trade fairs are primary talent sources for the target position?

· Which web databases (resume databases; career sites; internet job boards) does the firm use for the target position?

· Which social media platforms does the firm use for recruiting talent for the target position?

· Which Search firms, Professional associations and State employment agencies does the firm use in sourcing the target position?

· How does the firm source applicants for the Military transitioning to the private sector?

· How does the firm use talent resulting from company mergers & acquisitions in sourcing for the target position?

· Which schools does the firm use for sourcing talent for the target position?

· How are Walk-ins factored in sourcing talent for the target position?

· What creative methods does the firm use in sourcing talent for this target position?

· What are the SOURCING Process sub-steps?

· How much time is estimated to complete each sub-step?

· What is the estimated cost for completing each sub-step?