recruitment best practice forum 05/09/2013

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The Recruitment Best Practice Forum September 5 th 2013. London #RecBP @TalentPuzzle

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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.

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Page 1: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

September 5th 2013. London

#RecBP @TalentPuzzle

Page 2: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

Ben Fletcher, TalentPuzzle@benfletch

#RecBP @TalentPuzzle

Page 3: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

#RecBP @TalentPuzzle

Page 4: Recruitment Best Practice Forum 05/09/2013

Hello…

Business Enabler of the Year

Page 5: Recruitment Best Practice Forum 05/09/2013

What’s The Plan?

Quick Introduction

First Bit…

Where’s the value?

Examples

Second Bit…

What can you do?

Page 6: Recruitment Best Practice Forum 05/09/2013

£24bna year is spent on managing poor performers

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

Page 7: Recruitment Best Practice Forum 05/09/2013

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

Source: Chemistry Survey 2011

Page 8: Recruitment Best Practice Forum 05/09/2013

“3 out of 4 hires for

business are wrong!”

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

Page 9: Recruitment Best Practice Forum 05/09/2013

Value Based HiringHere’s Something You Can Use…

A single mishire costs

UK Plc 4-14x the base

salary…

Page 10: Recruitment Best Practice Forum 05/09/2013

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

Page 11: Recruitment Best Practice Forum 05/09/2013

Value Based HiringAt Nortel It Meant This Before…

Cost of mishire

The Budget

Page 12: Recruitment Best Practice Forum 05/09/2013

Value Based HiringAt Nortel It Meant This After…

Cost of mishire

The Budget Cost Saving

Page 13: Recruitment Best Practice Forum 05/09/2013

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

Pre-Chemistry Post-Chemistry

Value Outcomes

Page 14: Recruitment Best Practice Forum 05/09/2013

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

Page 15: Recruitment Best Practice Forum 05/09/2013

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

Page 16: Recruitment Best Practice Forum 05/09/2013

9 Box GridPo

tenti

al

Capability

Page 17: Recruitment Best Practice Forum 05/09/2013

Most Businesses Energis

70%

5%

25%

Value Outcomes

Page 18: Recruitment Best Practice Forum 05/09/2013

ValuesMotivationsBehaviours

Intellect

Experience

Hard To Change

Easy To Change

Start here…75% Accurate

25% Accurate

Page 19: Recruitment Best Practice Forum 05/09/2013

ValuesMotivations

Intellect POTENTIAL

BehavioursExperience

CAPABILITY

Start here…

Page 20: Recruitment Best Practice Forum 05/09/2013

It’s Not Just External Hiring That Creates Value!

Page 21: Recruitment Best Practice Forum 05/09/2013

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?

Page 22: Recruitment Best Practice Forum 05/09/2013

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?

Page 23: Recruitment Best Practice Forum 05/09/2013

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!

Page 24: Recruitment Best Practice Forum 05/09/2013

ChemistryT: 01344 418300

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

Thanks…

Page 25: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

#RecBP @TalentPuzzle

Page 26: Recruitment Best Practice Forum 05/09/2013

Creating and maintaining a strong employer brand through Resourcing

Nick Townend

Resourcing Partner - General Insurance

LV=

Page 27: Recruitment Best Practice Forum 05/09/2013

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

Page 28: Recruitment Best Practice Forum 05/09/2013

What I`m Going To Cover Today….

Page 29: Recruitment Best Practice Forum 05/09/2013

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

Page 30: Recruitment Best Practice Forum 05/09/2013

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

Page 31: Recruitment Best Practice Forum 05/09/2013

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

Page 32: Recruitment Best Practice Forum 05/09/2013

So what did we consider?

Page 33: Recruitment Best Practice Forum 05/09/2013

This developed into…

Page 34: Recruitment Best Practice Forum 05/09/2013

We commissioned the LV= Seat……

Page 35: Recruitment Best Practice Forum 05/09/2013

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?

Page 36: Recruitment Best Practice Forum 05/09/2013

Faces of LV= was born…..

Page 37: Recruitment Best Practice Forum 05/09/2013

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

Page 38: Recruitment Best Practice Forum 05/09/2013

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….

Page 39: Recruitment Best Practice Forum 05/09/2013

And so it began…

One heart-shaped chairOne gigantic beanbag60 LV= people

Five photo shootsSix film shoots100 hours of editing

Page 40: Recruitment Best Practice Forum 05/09/2013

The refreshed LV= Employer Brand was born…

Page 41: Recruitment Best Practice Forum 05/09/2013

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….

Page 42: Recruitment Best Practice Forum 05/09/2013

Leveraging with technology…..

Page 43: Recruitment Best Practice Forum 05/09/2013

Leveraging with social media…..

Page 44: Recruitment Best Practice Forum 05/09/2013

How we keep people engaged…..

Page 45: Recruitment Best Practice Forum 05/09/2013

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

Page 46: Recruitment Best Practice Forum 05/09/2013

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?

Page 47: Recruitment Best Practice Forum 05/09/2013

Measuring our effectiveness

Page 48: Recruitment Best Practice Forum 05/09/2013

Questions?

Questions

Page 49: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

#RecBP @TalentPuzzle

Page 50: Recruitment Best Practice Forum 05/09/2013

Brook Street working in partnership with RWE npower

The Candidate Experience

Page 51: Recruitment Best Practice Forum 05/09/2013

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

Page 52: Recruitment Best Practice Forum 05/09/2013

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”

Page 53: Recruitment Best Practice Forum 05/09/2013

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

Page 54: Recruitment Best Practice Forum 05/09/2013

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?

Page 55: Recruitment Best Practice Forum 05/09/2013

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

Page 56: Recruitment Best Practice Forum 05/09/2013

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

Page 57: Recruitment Best Practice Forum 05/09/2013

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

Page 58: Recruitment Best Practice Forum 05/09/2013

Questions

Page 59: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

#RecBP @TalentPuzzle

Page 60: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Social & Mobile – A Snapshot

Matt Alder

[email protected]

Page 61: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

@mattalder

Page 62: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

What I’m going to talk about

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

Page 63: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Social Recruiting Progress Report

© MetaShift 2012

Page 64: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013© MetaShift 2012

Social Recruiting

Page 65: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

What is emerging?

Page 66: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Taking a Holistic View to Automation

Page 67: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mostly Automated

Page 68: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

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

Page 69: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Simple Content Marketing

Page 70: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Matching Content, Platform and Audience

Page 71: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Generating Content

Page 72: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mobile

© MetaShift 2012

Page 73: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Key Theme

Page 74: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Magic! Our Rise in Expectations

© MetaShift 2012

Page 75: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mobile isn’t actually mobile

Page 76: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

+Employer Reality

2% of the Fortune 500 have Mobile Recruiting Sites

Page 77: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mobile and Social

Page 78: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013© MetaShift 2012

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

Page 79: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mobile and Search

Page 80: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Speed Matters!

Page 81: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mobile

Page 82: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Responsive versus Adaptive Design

Page 83: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Mobile Apply

© MetaShift 2012

Page 84: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Business Card Data and Email Back

Page 85: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Cloud Upload

Page 86: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Emerging Integration Technology

Page 87: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

A Very BigTop Tip

© MetaShift 2012

Page 88: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Get yours today!

Page 89: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

In Summary

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

Page 90: Recruitment Best Practice Forum 05/09/2013

metashift limited © 2013

Page 91: Recruitment Best Practice Forum 05/09/2013

The Recruitment Best Practice Forum

#RecBP @TalentPuzzle