TALENT ACQUISITION'S IMPACT ON

PROFITS AND PRODUCTIVITY

#talentmindset

@cielotalent

1WE BECOME YOU™

INTRODUCTIONS

PRESENTER SESSION GOALS

• Big picture of what Talent

Acquisition should mean to your

organisation

• The 12 dimensions of high-

performing talent acquisition

functions

• The characteristics of High,

Medium and Low-performing talent

functions

• Data to compare the key

challenges facing your Talent

Acquisition function

• A methodology to assess your own

organisation against the 12

dimensions of Talent Acquisition

Paula ParfittSenior Vice President

Cielo

HOW DO WE DEFINE

TALENT ACQUISITION?

3WE BECOME YOU™

STRATEGIC1. Innovating to meet the demands of the business

2. Providing strategic thinking to shape business decisions

3. Demonstrating agility to meet changing demands

4. Generating insights contrasting workforce needs with the market supply of

talent

5. Delivering quality hires consistently

6. Measurably impacting major organisational initiatives

CORE1. Communicating your Employer Value Proposition

2. Delivering great experiences for candidates and hiring managers

3. Crafting a comprehensive outreach strategy

4. Simplifying recruiting process

5. Sharpening recruiting acumen

6. Using recruiting analytics to inform business decisions

The 12 Dimensions of Talent Acquisition

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Rank 12 dimensions of Talent Acquisition Evaluation of the importance of the dimensions

C-Level Business

Unit Leaders

HR / Talent

Acquisition

Leaders

All

Respondents

1 Delivering quality hires consistently 88% 90% 93% 89%

2 Demonstrating agility to meet changing demands 84% 85% 88% 85%

3 Innovating to meet the demands of the business 83% 81% 88% 84%

4 Measurably impacting major organisational initiatives 84% 78% 87% 83%

5 Providing strategic thinking to shape business decisions 83% 75% 81% 81%

6 Delivering great experiences for candidates and hiring

managers

82% 73% 82% 80%

7 Sharpening recruiting acumen 80% 71% 84% 79%

8 Communicating your Employer Value Proposition 78% 77% 81% 79%

9 Generating insights contrasting workforce needs with the

market supply of talent

82% 73% 80% 79%

10 Crafting a comprehensive outreach strategy 82% 70% 76% 78%

11 Simplifying recruiting process 75% 70% 79% 74%

12 Using recruiting analytics to inform business decisions 73% 53% 75% 69%

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EUROPEAN TALENT ACQUISITION TRENDS

Productivity, Profitability & Personal Impact

METHODOLOGY

• 400 HR Directors and C-Level

Executives

• 7 European Countries:

• UK, Germany Poland, Czech

Republic,

• Hungary, Netherlands and Belgium.

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HYPOTHESES

“A strong talent acquisition function

impacts the productivity and

profitability of an organisation.”

“Talent Acquisition Leaders of high impact

functions are valued by their organisations.”

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PRODUCTIVITY

&

PROFITABILITY

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Organizations with the most mature TA functions perform, on average better

on business outcomes than other organizations. Bersin, High-Impact Talent Acquisition (HITA) study

Of all the HR Functions, Recruitment had

the biggest impact on profit growth atBoston Consulting Group

In the UK and US alone, an estimated is spent annually to

keep unproductive employees who do not understand their jobsIDC

35% of companies spend €0 on onboarding

Urban Bound

30%

€31 billion

3.5x

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12%Only of organisations stated they were operating at a

level that is as productive as they could be

7%of companies note that their profits have DECREASED over the last year

A of those surveyed reported their organisation as being unproductivefifth

Almost of the organisations surveyed have been

through a merger or acquisition in the last two years

half

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IMP

AC

T M

OD

EL

WHAT DO YOU SEE AS THE

KEY PROBLEM AREAS WITHIN YOUR TALENT

ACQUISITION STRATEGY?

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CH

AL

LE

NG

ES

Candidate Experience

FOCUS ON SKILLS

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DO YOU OWN YOUR ROUTES TO TALENT?

of HIGH impact talent acquisition teams rely

on agencies to fill more than 20% of their hires.

of LOW & MEDIUM impact talent acquisition teams

rely on agencies to fill more than 20% of their hires.

72%

85%

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EV

P

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PERSONAL IMPACT

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PERSONAL IMPACT

58%25%

of those TA leaders surveyed feel valued in their role.

For those in Low Impact organisations, that sank to around

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PERSONAL IMPACT: BY GEOGRAPHY

1/4

1/5

of TA leaders in UK feel highly valued

of TA leaders in Belgium feel poorly valued

KEY FINDINGS

21WE BECOME YOU™

PROVEN HYPOTHESES

“A strong talent acquisition function

impacts the productivity and

profitability of an organisation.”

“Talent Acquisition Leaders of high impact

functions are valued by their organisations.”

THE DIFFERENCE IN PROFITABILITYBETWEEN HIGH AND LOW IMPACT

ORGANISATIONS.

23%

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Profitability: 68% of HIGH impact organisations report an increase

in profits compared to the previous trading yea

of HIGH impact organisations report an

increase in profits compared to the previous trading year

of HIGH Impact organisations feel that they are

operating at maximum productivity

of HIGH impact organisations feel the role of the

Talent Acquisition Manager is valued

Pro

ductivity

Pro

fita

bili

tyR

espect

68%

31%

81%

24WE BECOME YOU™

of the problem areas

were seen to be

improved when

partnering with an RPO

provider

67% Organisations partnering with an RPO

OUTPERFORMED their peers at:

• Innovating to meet the demands of

the business

• Delivering quality hires consistently

• Demonstrating agility to meet

changing demands

Talent leaders who partner with an RPO are

more likely to be highly valued within their organisation3x

ORGANISATIONS WITH MATURETALENT ACQUISTION STRATEGIES

RANK HIGHEST FOR

• PROFITABILITY

• PRODUCTIVITY

• PERSONAL IMPACT

KEY TAKEAWAYS

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EXTERNAL BENCHMARKING

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MARKET INSIGHT

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RECRUITER TRAINING

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TECHNOLOGY

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THANK YOU & QUESTIONS

PRESENTER SESSION GOALS

• Big picture of what Talent

Acquisition should mean to your

organisation

• the 12 dimensions of high-

performing talent acquisition

functions

• the characteristics of High, Medium

and Low-performing talent

functions

• data to compare the key challenges

facing your Talent Acquisition

function

• A methodology to assess your own

organisation against the 12

dimensions of Talent Acquisition

Paula Parfitt

Senior Vice President, Cielo

@ParfittPaula

linkedin.com/in/paula-parfitt-RPO