recruitment best practice forum 05/09/2013
DESCRIPTION
TalentPuzzle hosted the Recruitment Best Practice Forum on September 5th. Optimise your Recruitment Processes to Deliver Quality Hires Faster and Cheaper. The recruitment landscape is changing rapidly as various trends converge. The modern recruitment department needs to: -Reduce costs -Prove they are adding value and thinking strategically -Use new technologies and social media to improve their processes and candidate attraction -Help create and manage a employer brand and candidate proposition -Reduce dependence on agencies TalentPuzzle presents the slides used during the presentations. 4 Amazing speakers were present on the day: Roger Philby*, The Chemistry Group Nick Townend,LV= Liverpool Victoria John O'Brien, Brook Street Matt Alder, Metashift *Roger Philby's slide will be uploaded shortly.TRANSCRIPT
The Recruitment Best Practice Forum
September 5th 2013. London
#RecBP @TalentPuzzle
The Recruitment Best Practice Forum
Ben Fletcher, TalentPuzzle@benfletch
#RecBP @TalentPuzzle
The Recruitment Best Practice Forum
#RecBP @TalentPuzzle
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
25%
Behavioural / Competency Interview
40%
BEI/Psychometrics/Assessment Centre
75%
BEI/Psychometrics/Assessment Centre and shadowing
95%
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
HR
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
HR
Sales Director
CEO
CFO
Describing theValue
Today
Projected
£5.5m saving (3 yrs)
Visio
ning
Back
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
new
recruitment
process
“toolkit”!
New hires delivering FAN scores of over
91%
Increased Candidate
Experience!
Value Outcomes
9 Box GridPo
tenti
al
Capability
Most Businesses Energis
70%
5%
25%
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
them?
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…
The Recruitment Best Practice Forum
#RecBP @TalentPuzzle
Creating and maintaining a strong employer brand through Resourcing
Nick Townend
Resourcing Partner - General Insurance
LV=
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%
2528
96%
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
The Recruitment Best Practice Forum
#RecBP @TalentPuzzle
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
The Recruitment Best Practice Forum
#RecBP @TalentPuzzle
metashift limited © 2013
@mattalder
metashift limited © 2013
What I’m going to talk about
• Social Recruiting Progress Report• Mobile Recruiting• Mobile Apply• A very big top tip
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Social Recruiting Progress Report
© MetaShift 2012
metashift limited © 2013© MetaShift 2012
Social Recruiting
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What is emerging?
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Taking a Holistic View to Automation
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Mostly Automated
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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
metashift limited © 2013
Simple Content Marketing
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Matching Content, Platform and Audience
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Generating Content
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Mobile
© MetaShift 2012
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Key Theme
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Magic! Our Rise in Expectations
© MetaShift 2012
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Mobile isn’t actually mobile
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+Employer Reality
2% of the Fortune 500 have Mobile Recruiting Sites
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Mobile and Social
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73% of smartphone owners access social networks through apps at least once per day
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Mobile and Search
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Speed Matters!
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Mobile
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Responsive versus Adaptive Design
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Mobile Apply
© MetaShift 2012
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Business Card Data and Email Back
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Cloud Upload
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Emerging Integration Technology
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A Very BigTop Tip
© MetaShift 2012
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Get yours today!
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In Summary
• Social is Mainstream• Expectations are Rising• Techniques are Emerging• Mobile is Vital
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The Recruitment Best Practice Forum
#RecBP @TalentPuzzle