Resourcing

The theme aims to expand the resourcing area and explore an analytical approach to effective decision-making based on understanding the labor market, market positions, unique people proposition and basic job analysis.

Resourcing involves attracting and selecting people for the right role at the right time and at the right cost.

It is about using relevant work place planning data and knowing the right sourcing methods and digital tools to utilize different candidate pools, both active and passive.

Those involved in resourcing activities should focus on understanding the employee experience, designing effective assessment and selection methods, and generally exploring how to make effective recruitment decisions.

The theme is for everyone but especially adapted to HR professionals who work with recruitment and/or Talent Attraction. Due to a focus on Strategic Workforce Planning, the theme will also suit HR professionals who are involved in strategic HR projects and/or Organizational Transformation projects.

Central questions

• How can organizations identify future resource and competence GAPs?
• How can organizations attract talent that will meet future business needs?

Central content

• Strategic Workforce Planning
• Integration of social media in recruitment
• Market insights and analysis
• Recruitment, selection and search
• Resourcing approaches
• Employee Value Proposition (EVP)

Central activities

Within this theme, we have recently dealt with:

• How to turn managers and employees into ambassadors for the organization on LinkedIn

  Today's organizations are expected to be present on social media. Not only to market itself, but to attract talent, create an understanding of its mission and value proposition and to involve its external stakeholders. At the same time, the internal value of social media is equally important. Social media is used to communicate direction and strategy internally, as well as increase employee engagement, pride and alignment around work. Being an active and engaged ambassador on LinkedIn and other social media for your organization is a way to lead both in and out of the organization. At the same time, it is an art for both managers and employees.

• What does Employer Branding mean for strategic recruitment?:

  In the SE Group, work has been initiated with Employer Branding in both HR and the management team to ensure that both now and in the future you can attract and retain 'the strongest team'. At the meeting, it was discussed where SE is moving towards strategically and business-wise, what their strategy means for future recruitment and how it is conceivable that the employees of the future differ from the current ones. In addition, it was stated how they ensure that they can attract the necessary and most talented skills and where they want to attract, develop and retain 'the strongest team'.

• Virtual reality as an HR and communication tool

  where we focus on VR to convey complex messages and create learning and change. It can be difficult for many HR departments to see how VR can bring value to their organization. But if we see e.g. in the US, VR is used more and more as an important element in various HR areas. This can, for example, be recruitment, onboarding and general training of employees.

• The new generation on the labor market

  What exactly does this new generation of workers want, and how should companies deal with the challenges and opportunities that are potentially at stake? At this meeting, the upcoming generation of HR employees and representatives from different companies will have the chance to spar with each other about what opportunities there are for a student on the labor market and what a company can expect from the new generation of potential employees.

Are you interested in even more exciting content? Read more about all NOCA's 9 themes here