how to transform your recruiting function to a strategic talent acquisition organization-watson
TRANSCRIPT
How To Transform Your Recruiting
Function…
Into A Strategic Talent Acquisition
Organization
Sr. Director, Talent Acquisition & Integration North America
David Watson - Avanade
Darren HardmanCVP, Chief Operating Officer, North America
2016: ERE Benchmarking Statistic
#1 Lack of a Workforce Plan (WFP)
#2 Too Much Time on Backfills
(Attrition)
#3 Business Leadership Lack of Support1,689 Respondents
Recruiters Believe the Top 3 INHIBITORS to Their Recruiting Success Are:
2016: ERE Benchmarking Poll
Over 81% of Recruiting Professionals Believe Their Organization Will Not
Implement a Workforce Plan
Workforce Planning
Why It’s Important
Why You Need It
Why You Should Care
Our Business Challenge…
Mature Our Recruiting Function&
Build a Strategic Solution to MeetHiring Demand
5 Key Steps
That Transformed Our Recruiting Function
to a Strategic
Talent Acquisition Organization
#1 – Attain Business Leverage
Be a Trusted Advisor
High-Level Business Involvement
Business Accountability
#2 – Build A Workforce Plan
One Master Hiring Plan
4 W’s & 1 H
Forecasted View
#3 – Create Discipline
Prioritize Hiring Demand
Establish an Approval Process
WFP Single Book of Record
Never Recruit Outside the Plan Discipline
#4 – Develop The Strategy
Create a Sourcing Framework
Business Rhythm & Cadence
Mobility & Transparency
#5 – Execute The Strategy
Prioritize Delivery
Drivable Metrics
Pipeline Ahead of Demand
Transformative Analytics
Workforce Plan
Sample Screenshots
WFP – Demand vs. Hires View
Slicers By: Specialty Level Role Location
WFP – Slicer View
Slicers By: Specialty Level Role Location
WFP – Monthly ResultsHire Against Demand By:MonthLocationRoleSpecialty
WFP – Pipeline View
Time in Status
Candidate Status
WFP – Hiring Reports – Monthly Trend
Trending View MonthQuarter
WFP – Hiring Reports – Fill Rate%
Quarterly ViewQ1 Fill Rate%
WFP – Hiring Reports - Specialty
Specialty View Specialty
Performance Gains (KPIs) Offer Acceptance
15%
Hiring Manager Survey
12%
Candidate Survey
15%
Employee Referrals
50%
Performance Gains (KPIs) Time to Hire 22
Days
Interview Quality 9:1
5:1
Fill Rate% 58%
91%
Cost Per Hire 46%
Key Takeaways Leverage
Workforce Plan
Discipline
Strategy
Execution
High-Level Business Involvement
Forecasted View
WFP Single Book of Record
Business Rhythm & Cadence
Pipeline Ahead of Demand
Questions