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Quality hires presentation slides

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For delegates from the seminar Delivering Quality Hires which took place on January 17, 2012 in London and those HR professionals interesting in hearing more about Quality Hires. We hope you enjoy! …

For delegates from the seminar Delivering Quality Hires which took place on January 17, 2012 in London and those HR professionals interesting in hearing more about Quality Hires. We hope you enjoy!

Regards,

The TalentPuzzle Team

Published in: Technology, Business
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  • 1. Delivering Quality Hires #QualityHires 17th January 2012
  • 2. Chemistry Select Building A Value of Hire Model Tim Cornell Chemistry© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 3. Why It Matters 3 out of 4 hires for business are wrong!© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 4. Why That Matters ?“A single mishire costs UK Plc 4-14x the basesalary” CIPD & Topgrading, Brad Smart£24bna year is spent onmanaging poor performers Source: Future Foundation project – Getting the Edge in the New People Economy © Chemistry Select : 2012 A presentation for Talent Puzzle
  • 5. Problem Statement Cost Cost Hiring Today Value Based Hiring Time Quality Time Quality© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 6. Outcome Based Measurement① Established WGLL② Built objective screening③ Performance management embedded© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 7. Point of Hire Based Measurement① Established WGLL② Built objective screening③ % fit vs. potential & day 1 performance© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 8. Performance Based Measurement① Established WGLL② Matrix used at point of hire③ Best Talent Regime embedded Most Businesses Energis© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 9. Here’s The Opportunity… ① With the business, define the “employee value measurement” ② Define the “Quality Model” that supports this, objectively measure it ①Decide to do it, it’s a choice!© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 10. © Chemistry Select : 2012 A presentation for Talent Puzzle
  • 11. Start Here! 75% Hard to change Intellect Values Accuracy in Predicting Performance Motivations Behaviours 25% Experience Easy to change© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 12. Attributes of Value Based Hiring ① What Good Looks Like is clearly defined ② Hiring process designed to ONLY measure WGLL ③ Tools are simple, easy to use & fun ④ Feedback is available & honest ⑤ Hiring managers ONLY engaged where they add value© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 13. Outcomes of Value Based Hiring ① Diversity of hires increases ② Cost of delivery decreases ③ Calibre of hires increases ④ Hiring manager engagement increases ⑤ Employee Value Proposition enhanced© Chemistry Select : 2012 A presentation for Talent Puzzle
  • 14. Thanks…ChemistryT: 01344 418300Follow us on Twitter: twitter.com/chemistrygroupthechemistrygroup.com
  • 15. Delivering Quality Hires #QualityHires 17th January 2012
  • 16. Discussion points1. What do you measure in your recruitment process?2. What are your key targets (cost, time to hire?)3. How do you assess quality of hire?4. Do you link ongoing performance back to the hiring strategy
  • 17. Recruiting using Facebook not everyone will like you
  • 18. The 3 P’s of Facebook It is a Platform You are the Publisher This is Permanent
  • 19. You’re Already EngagedProud Associations =User Generated Results
  • 20. “On the Wall” : Be the BrandUse Prime Real Not all ContentEstate on the is equal =Wall effectively. EdgeRankBe the Brand – Be the Brand –Like effectively. Comment onThink Guerrilla. related pages.
  • 21. Engage AND BroadcastPeopleTalking About There is a Difference.User InitiatedActivity Both are Important. Use Insights: tailor relevant content to your demographic.
  • 22. Beyond the Wall: Beyond Likes
  • 23. Segment Destinations & Be the PublisherPublish IN &INTO “social”
  • 24. Creativity is KING = DATA Engage Open Graph through = Amazing Creativity possibilities DATA IS Promote: KING Encourage Sharing
  • 25. Social Media is not just Engagement – making Social Advertising work• It’s not Google – assume they are not searching for you• It’s Interruption Advertising• Research your audience• Create Multiple Micro Campaigns• Resonate and provide Relevance• Everyone’s an individual - each needs their own advert• Creativity is KING• Monitor your success• Test your campaign – split test and trial all the combinations• With Facebook stay social• Real time bidding. Review spend daily
  • 26. Track, Test, monitorand report onsuccess Create 100s of adverts for a single campaign
  • 27. Connection Targeting
  • 28. In Summary• Remember the 3 P’s• You are Already Engaged – Own Your Environment• Be Your Brand• Understand the difference between Attraction and Engagement• Segment User Destinations/Experiences• Creativity is King – it brings you DATA• Make Social Advertising Work• NOT EVERYONE WILL LIKE YOU……but that’s OK
  • 29. Questions? @steveevowww.netnatives.com
  • 30. Delivering Quality Hires #QualityHires 17th January 2012
  • 31. t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.co.uk TITLE OF THIS PRESENTATION IS... IMPACTING THE BOTTOM LINE THROUGH EFFECTIVE RESOURCING PREPARED BY: SIMON WARD 17TH January 2012t 0845 901 1661 || e info@blueprintconsulting.uk.com | w blueprintconsulting.uk.com 0845 257 1555 e info@blueprint.uk.com | w blueprint.uk.com
  • 32. t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.co.uk TITLE OF THIS PRESENTATION IS... EARNING OUR KEEP! PREPARED BY: SIMON WARD 17TH January 2012t 0845 901 1661 || e info@blueprintconsulting.uk.com | w blueprintconsulting.uk.com 0845 257 1555 e info@blueprint.uk.com | w blueprint.uk.com
  • 33. BLUEPRINT WHAT WE DO BLUEPRINT WORKS WITH PROGRESSIVE ORGANISATIONS TO IMPACT THEIR BOTTOM LINE THROUGH THE DESIGN AND IMPLEMENTATION OF EFFECTIVE RESOURCING STRATEGIESt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 34. WHO DO WE DO IT FOR roct 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 35. HOW DO WE DO ITt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 36. FUNDAMENTAL PRINCIPALS • There is nothing a supplier can do that we can’t do for ourselves • Good recruitment isn’t rocket science, but it is hard work • Try anything once, but measure everything and fail fast • The industry should be paid against the value that is placed on the service it delivers, not just the value of the candidate • We can teach everything we know and everything we do • A small team of high quality and driven individuals will outperform an army of mediocrity in everyway, every time • Perception is everythingt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 37. THE MAKING OF AN EFFECTIVE STRATEGY BRAND PROCESS EXPERIENCE AN EFFECTIVE RESOURCI NG STRATEGY BALANCE REALITYt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 38. LEGAL & GENERAL A CASE STUDY • Leading provider of risk, savings and investment management • Celebrating 175 years of trading last year as a FTSE 100 company • Employs c.7500 in the UK across 5 key sites • In 2011 we recruited 2100 new hires including temps and contractors  C.1600 were permanent hires  C.300 Contractors  C.200 Temps • Internal recruitment team of 21 organised by locationt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 39. THE STARTING POINT • An early stage, highly enthusiastic but under skilled and under resourced, internal team • A recruiting team structured by location in an enterprise driven by business unit and job family logics • A failing partial outsource of temporary recruitment • A ‘perception’ of failure across HR and some areas of the business • A confrontational, master / servant relationship, with business HR • A ‘satisfied’ hiring manager community, but coming from a base of low expectations • An VERY STRONG internal drive for both cost and headcount reductiont 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 40. WHAT WE SET OUT TO ACHIEVE • Create a respected, advisory recruiting service to the business • Establish, and deliver against, a detailed SLA with the business and HR • Establish transparent Terms of Reference for the recruitment function • Develop the skills and expertise of the internal team • Establish consistent best in class recruitment processes • Build an agile model to respond to market trends and demand shifts • Communicate clear, consistent and transparent performance data • Continually improve our service and measure and our core metrics of quality, cost and timet 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 41. OUR PLAN • Review strategy • Create a plan • Measuring everything yesterday, today and tomorrow • Build an effective internal team • Investigate outsourcing • Reconstruct the supplier base • Fully integrate the elements of the solutiont 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 42. OUR APPROACHt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 43. OUR SUPPORT “We need to recruit talented people more efficiently and cost- effectively. To achieve this, we’ve partnered with hyphen, a high-quality and forward- looking, value provider. I believe that working alongside hyphen, we will be excellently equipped to recruit the talent we need Elaine MacLean to meet the future Director, Group Human Resources challenges in the business.’’t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 44. THE OUTSOURCE OPTION • Don’t be constrained by supplier propositions – it can always be what you need it to be • Outsourcing can be a catalyst for change and not always the long term goal • Detail in the RFI and RFP documents are the key to an accurate business case • Compare apples with apples • If you don’t ask you don’t get • Referencing is key • Alignment and integration with the retained organisation is make or breakt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 45. WHAT WE ACHIEVED Key Metrics • 411% increase in value of direct hire activity • 467% increase in the return on investment in recruitment spend • 24% decrease in internal cost per hire • 55% increase in total hires • 43% increase in team productivity • 41% reduction in time to hire • 76% of permanent hires secured without the use of agencies • 62% increase in key approval measures customer satisfaction surveyst 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 46. QUALITY OF HIRE THANK GOODNESS ROGER’S HERE!!!t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 47. LESSONS WE LEARNT • The approach to cost measurement can vary across the business • Everyone has an agenda, including yourself • Don’t assume you are ‘all on the same page’ • Everything takes longer than you think • Start with the data you have, not the data that you should have • Use a formal project management methodology • Frame supplier Terms and Conditions to support strategic goals • The devil really is in the detail • The best ideas can come from the strangest places • Perception is more powerful than realityt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com
  • 48. THANK YOU BLUEPRINT CONSULTING Orchard Lea Drift Road Winkfield Windsor Berkshire SL4 4RU t: 0845 901 1661 f: 0845 901 1662 e: info@blueprint.uk.comt 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com

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