recruitment best practice forum 05/09/2013

The Recruitment Best Practice Forum

September 5th 2013. London

#RecBP @TalentPuzzle

Ben Fletcher, TalentPuzzle@benfletch

Hello…

Business Enabler of the Year

What’s The Plan?

Quick Introduction

First Bit…

Where’s the value?

Examples

Second Bit…

What can you do?

£24bna year is spent on managing poor performers

Source: Future Foundation project – Getting the Edge in the New People Economy

65% of FTSE 100 HR Directors would not rehire their current workforce

Source: Chemistry Survey 2011

“3 out of 4 hires for

business are wrong!”

Source: Chartered Institute of Personnel and Development (CIPD) Report

Value Based HiringHere’s Something You Can Use…

A single mishire costs

UK Plc 4-14x the base

salary…

Value Based HiringNow put it with this…

% Accuracy predicting future

success in role

Selection Methodology

CV & Interview

Behavioural / Competency Interview

BEI/Psychometrics/Assessment Centre

BEI/Psychometrics/Assessment Centre and shadowing

Source: British Psychological Society

Value Based HiringAt Nortel It Meant This Before…

Cost of mishire

The Budget

Value Based HiringAt Nortel It Meant This After…

Cost of mishire

The Budget Cost Saving

Pre-Chemistry Post-Chemistry Pre-Chemistry Post-Chemistry

Pre-Chemistry Post-Chemistry

Value Outcomes

The Lexis Nexis Story

Data Gather

30% Attrition1 in 3 new starters

failed probationLow Performance in

sales team

Happy Place

Create a sales team capable of selling

multi-product, new product and multi-

year solutions

Value Statement

£1,000,000 increased revenue from new product

and multi year deals

FinanceBusiness Sponsor

Measurement

Multi year:£700K to £1,600K

New products:£700K to £2,500K

Business CaseBy investing

£100,000 in building a more accurate

recruitment process, we will deliver £1m

of value

Sales Director

Describing theValue

Projected

£5.5m saving (3 yrs)

then…

What does “Great” look like for Advisor and Guru roles?

Values

Motivations

Behaviours

O2 wanted “fan generators” in their new look stores…

Identify Resourcing Challengeshigh volume

labour intense

measured experience, not ‘fit’

Built an

online

screening tool

And designed a

recruitment

process

“toolkit”!

New hires delivering FAN scores of over

Increased Candidate

Experience!

Value Outcomes

9 Box GridPo

Capability

Most Businesses Energis

Value Outcomes

ValuesMotivationsBehaviours

Intellect

Experience

Hard To Change

Easy To Change

Start here…75% Accurate

25% Accurate

ValuesMotivations

Intellect POTENTIAL

BehavioursExperience

CAPABILITY

Start here…

It’s Not Just External Hiring That Creates Value!

Value Based HiringYou need to change the conversation!

How quickly do YOU need

How many hires do

YOU need?

What EXPERIENCE

do they need?

What budget do YOU have?

Value Based HiringYou need to change the conversation!

What would happen if WE

hired the wrong people?

What would truly great hires

do for OUR business?

What would hiring the right people do

to OUR market share/revenue…

What would WE be able to do that WE can’t do now when we hire the right

people?

Here’s The Opportunity…

1. With the business, define the

employee value measurement

2. Define the WGLL that supports

this, objectively measure it

3. Decide to do it, it’s a choice!

ChemistryT: 01344 418300

Follow us on Twitter: twitter.com/chemistrygrouphttp://thechemistrygroup.com

Thanks…

Creating and maintaining a strong employer brand through Resourcing

Nick Townend

Resourcing Partner - General Insurance

What I`m Going To Cover Today….

Creating and maintaining a strong employer brand through Resourcing

• How can the employer brand give you a competitive edge

• How do you create and communicate the brand

What I`m Going To Cover Today….

What was the challenge ahead of us?

LV= Had Grown The LV= Brand had developed

Careers website used Flash

Are we giving candidates what they need?

Were our people engaged enough?We hadn`t ticked the box

Each site was different

Employer brand didn`t feel fresh

First… A Few Numbers….

82%1893 2021

2.5%5704 36%15.2%

2009 Headcount

2012 Headcount

2008 Agency Reliance

2012 Agency Reliance

Average Applications PCM

Offer AcceptanceRatio 2012

Hires 2012

12 month CSR Attrition Reduction

What did we do?

Back to the drawing boardWhat worked and didn`t work?What does the brand stand for?Why might people want to work with us?What would cause people to engage?How “wacky” could we go?

Our people are at the heart of our employer brandIncreasing awareness of our locations

So what did we consider?

This developed into…

We commissioned the LV= Seat……

Challenges….

How do we choose the people? Feedback from previous campaign

Its not a fashion shoot

How can we make it real, yet fun?

We don`t have a lot of time or moneySome sites only had 4 peopleIt is not a campaign

So – how DO we choose the people?

Faces of LV= was born…..

Faces of LV= started to take off……

400+ photos were emailed to us886 snaps in the photo booth533 people in the photo booth pictures

57,000 hits across the microsite since launch99.9% of the business visited the site

Challenges….

Faces of LV= set the expectations!How do you let people down?

Logistical nightmare!

Not everyone is natural on camera

Chair and beanbag were expensiveHow do you make it fun?

It is not a campaign

Under performers….

And so it began…

One heart-shaped chairOne gigantic beanbag60 LV= people

Five photo shootsSix film shoots100 hours of editing

The refreshed LV= Employer Brand was born…

Challenges….

Which strapline to choose?Which locations?

Alignment to product branding

Not everyone will be on a bus stop

Editing timescales vs. launch We produced a very boring

film………

Under performers….

Leveraging with technology…..

Leveraging with social media…..

How we keep people engaged…..

How we ensure we live and breathe the brand…..

Challenges….

Being consistent – internal brand Social media is time consuming

Re-write of emails didn`t help us

Staying in touch – keeping the business engaged

Do we promise too much – brand too glossy?

Operational pressures

Did we miss an opportunity with our faces?

Measuring our effectiveness

Questions?

Questions

Brook Street working in partnership with RWE npower

The Candidate Experience

Introduction

Attendees

John O’Brien – Account Director

Points Covered:

What Defines a great candidate experience?

What are the most common factors that give a negative experience and how do we mitigate them?

Changing process and technology to improve the candidate Journey

Impact of Social Media

The Importance of the Candidate Experience

“A positive candidate experience can do wonders for an employer brand”

“On the other hand, a negative experience can really do some damage”

What Defines a Great Candidate Experience?

Strong Communication – Expectation management

Brand Positioning – Do candidates know who you are?

How do I take my positions to market?- First impression touch points

Defined recruitment process – Highly visible to candidates

Clearly defined on-boarding strategy – Positive first impression experience

What are the most common factors that give a negative experience and how can we mitigate them ?

Common Factors:

Market Representation – How you go to market

Poorly written job specifications – Misinterpretation

Poor communication - Candidate not sure of where they are in the process

Long drawn out process – Turn’s candidates away

Mitigation:

Firstly put yourself in the candidates position!

When was the last time you applied for one of your jobs?

What are the candidates impressions of their journey?

What is your candidate experience Strategy?

Changing Process and Technology

To improve the candidate Journey

Improve on the social recruiting tools and platforms you are using

Optimise your companies mobile recruitment procedures

Establish a candidate care strategy

Enhanced candidate experience combing website and ATS

Enhance the candidates online experience

Is your brand clearly visible everywhere

Candidates expectations are of a seamless journey

Impact Of Social Media

On Recruitment

Social Media on the whole is becoming a media for work as well as play and plays amajor part in online brand perception negative and positive

Pro’s: - Cost Effective - Employer Branding and retention - SpeedCon’s - Lack of control

RWE npower and Brook StreetEnhancing the Candidate Experience Streamlined the entry into RWE npower – Ensuring consistency and speed of hire

All candidates are briefed on what to expect and the timescales it will take – Resulting in 100% take up of positions

All job profiles are clear and reflect the position in full

Introduced a hiring managers tool kit – Giving consistency of on-boarding

Transition services – Gave all incumbent workers confidence and better experience of engagement

Questions

Social & Mobile – A Snapshot

Matt Alder

matt@metashift.co.uk

@mattalder

What I’m going to talk about

• Social Recruiting Progress Report• Mobile Recruiting• Mobile Apply• A very big top tip

Social Recruiting Progress Report

Social Recruiting

What is emerging?

Taking a Holistic View to Automation

Mostly Automated

Key Results

• Saved £400k in agency fees via LinkedIn• 6 hires directly from Twitter / Facebook in Q4

2012• Increase in Referral Hiring• Huge levels of engagement with the business• Increased Speed of Hiring• Recruitment is teaching Customer Service and

Marketing about Social Media with a huge benefit to the business

Simple Content Marketing

Matching Content, Platform and Audience

Generating Content

Mobile

Key Theme

Magic! Our Rise in Expectations

Mobile isn’t actually mobile

+Employer Reality

2% of the Fortune 500 have Mobile Recruiting Sites

Mobile and Social

73% of smartphone owners access social networks through apps at least once per day

Mobile and Search

Speed Matters!

Mobile

Responsive versus Adaptive Design

Mobile Apply

Business Card Data and Email Back

Cloud Upload

Emerging Integration Technology

A Very BigTop Tip

Get yours today!

In Summary

• Social is Mainstream• Expectations are Rising• Techniques are Emerging• Mobile is Vital

recruitment best practice forum 05/09/2013

strong employer

great candidate

changing process

negative experience

based hiring

social media

common factors

metashift

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