Laurent Choain  Chief People & Communication Officer

 Mazars Group

Being an influential outsider

#intalent

Chief People & Communication Officer

#intalent

One single mission enhance Mazars’ brand and

competitiveness through world-class innovative actions

in HR.

#intalent

#intalent

28 Average age worldwide

The GenY big shift: stop recruiting people in order to

tell them what to do. Recruit them for what they have chosen

to do.  Charles Handy, LInkedIn’s best secret agent;) – November 2013, Vienna

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Brilliant! Big 4 all belong to the Top 8 most attractive employers in 2013. PSF are 6 in top 17 > this is the most represented industry.

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Rule #1: TA competition must never destroy

industry attractiveness.

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Rule #2: Being a disruptive leader

is high-maintenance. Being a conventional challenger

is stupid.

#intalent

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Rule #3: When it’s over it’s not over. Pay utmost

attention to the first years.

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*New campaign in French speaking countries: Mazarians, they always need to do things differently!

*

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Rule #4: When you are a challenger,

the (young) people that candidates meet during

the recruitment process are your N°1 asset.

They are the brand. #intalent

#intalent

 Shannon D. Smith  Director, Global Talent Marketing

 Intel Corporation

Re-engineering and accelerating talent acquisition

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Intel Corporation The World’s Largest Semiconductor Manufacturer

• Leading manufacturer of computer, networking & communications products

• $52.7B in annual revenues • 170 sites in 67 countries

• Over 107,000 employees

• Named one of the top ten most valuable brands in the world by Interbrand

• Ranked #42 on Fortune’s World’s Most Admired Companies

17 #intalent

Intel’s Mission

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Utilize the power of Moore’s Law to bring smart, connected devices to

every person on earth.

Intel’s Vision: If it is smart and connected, it is best with Intel.

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Data Center Client Ultra-Mobile Wearables/ Internet of Things

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Intel’s Global Talent Acquisition function

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• 250 people supporting 67 countries • Average 10-13K new hires per year • Our challenges

•  Increased competition in talent markets • Recruiting new skills at sr. levels • Move from regional teams to a global organization • Do more with a declining budget • Sense of urgency – Intel is transforming, so

should we • All this has resulted in a significant reengineering of our function

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Move to a sales & marketing approach

Create and activate an Employer Brand that convinces our current and future talent to

bet their careers on Intel 1.  Redefine EVP

2.  Establish creative platform

3.  Activate it

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Redefine our EVP

VIDEO

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VIDEO

Employer Brand Campaign

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Hiring manager portal

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Events matched to critical hiring list

Intel Confidential – Do Not Forward

Approach •  Sr. women networking events (5+) •  Events targeted leadership level •  Virtual events •  Stealth recruiting 1:1 dinners with sr.

leaders

By the numbers •  # of Events in 2014: 46 •  Completed to date: 27 •  # of leads to date: 5,000+

#intalent

 Employee  Referral  Program

Goal:  40%+

 of new hires

#intalent