Recruitment Best Practice Forum 05/09/2013

730 views

Published on

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.

Published in: Business, Technology
0 Comments
3 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
730
On SlideShare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
41
Comments
0
Likes
3
Embeds 0
No embeds

No notes for slide
  • £24,375,000£1,706,250$7000
  • £8,125,000 reduction in 66%£2,706,250Saving = £16,250,000$7000
  • RSA – decreased the Hiring managers time by 85% But increased the quality of hireValues based hiring does not mean increasing the cost per hire
  • It becomes so important when you realize that the mobile internet is becoming people’s preferred access point even in their own homes
  • Recruitment Best Practice Forum 05/09/2013

    1. 1. The Recruitment Best Practice Forum September 5th 2013. London #RecBP @TalentPuzzle
    2. 2. The Recruitment Best Practice Forum Ben Fletcher, TalentPuzzle @benfletch #RecBP @TalentPuzzle
    3. 3. The Recruitment Best Practice Forum #RecBP @TalentPuzzle
    4. 4. Hello… Business Enabler of the Year
    5. 5. What’s The Plan? Quick Introduction First Bit… Where‟s the value? Examples Second Bit… What can you do?
    6. 6. £24bn a year is spent on managing poor performers Source: Future Foundation project – Getting the Edge in the New People Economy
    7. 7. 65% of FTSE 100 HR Directors would not rehire their current workforce Source: Chemistry Survey 2011
    8. 8. “3 out of 4 hires for business are wrong!” Source: Chartered Institute of Personnel and Development (CIPD) Report
    9. 9. Value Based Hiring Here’s Something You Can Use… A single mishire costs UK Plc 4-14x the base salary…
    10. 10. Value Based Hiring Now 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
    11. 11. Value Based Hiring At Nortel It Meant This Before… Cost of mishire The Budget
    12. 12. Value Based Hiring At Nortel It Meant This After… Cost of mishire The Budget Cost Saving
    13. 13. Pre-Chemistry Post-Chemistry Pre-Chemistry Post-Chemistry Pre-Chemistry Post-Chemistry Value Outcomes
    14. 14. The Lexis Nexis Story Data Gather 30% Attrition 1 in 3 new starters failed probation Low 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 Finance Business Sponsor Measurement Multi year: £700K to £1,600K New products: £700K to £2,500K Business Case By investing £100,000 in building a more accurate recruitment process, we will deliver £1m of value Sales Director HR Sales Director CEO CFO Describing the Value
    15. 15. Projected £5.5m saving (3 yrs) What does “Great” look like for Advisor and Guru roles? Values Motivations Behaviours Identify Resourcing Challenges high volume labour intense measured experience, not „fit‟ New hires delivering FAN scores of over 91% Value Outcomes
    16. 16. 9 Box Grid Potential Capability
    17. 17. Most Businesses Energis Value Outcomes
    18. 18. Values Motivations Behaviours Intellect Experience Hard To Change Easy To Change Start here… 75% Accurate 25% Accurate
    19. 19. Values Motivations Intellect Behaviours Experience Start here…
    20. 20. It’s Not Just External Hiring That Creates Value!
    21. 21. Value Based Hiring You 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?
    22. 22. Value Based Hiring You 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?
    23. 23. 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!
    24. 24. Chemistry T: 01344 418300 Follow us on Twitter: twitter.com/chemistrygroup http://thechemistrygroup.com Thanks…
    25. 25. The Recruitment Best Practice Forum #RecBP @TalentPuzzle
    26. 26. Creating and maintaining a strong employer brand through Resourcing Nick Townend Resourcing Partner - General Insurance LV=
    27. 27. 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
    28. 28. What I`m Going To Cover Today….
    29. 29. What was the challenge ahead of us? Employer brand didn`t feel fresh
    30. 30. First… A Few Numbers…. 1893 2.5%5704 2009 Headcount 2012 Headcount 2008 Agency Reliance 2012 Agency Reliance Average Applications PCM Offer Acceptance Ratio 2012 Hires 2012 12 month CSR Attrition Reduction
    31. 31. What did we do? Back to the drawing board What 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 brand Increasing awareness of our locations
    32. 32. So what did we consider?
    33. 33. This developed into…
    34. 34. We commissioned the LV= Seat……
    35. 35. Challenges…. So – how DO we choose the people?
    36. 36. Faces of LV= was born…..
    37. 37. Faces of LV= started to take off…… 400+ photos were emailed to us 886 snaps in the photo booth 533 people in the photo booth pictures 57,000 hits across the microsite since launch 99.9% of the business visited the site
    38. 38. Challenges…. Under performers….
    39. 39. And so it began… One heart-shaped chair One gigantic beanbag 60 LV= people Five photo shoots Six film shoots 100 hours of editing
    40. 40. The refreshed LV= Employer Brand was born…
    41. 41. Challenges…. Under performers….
    42. 42. Leveraging with technology…..
    43. 43. Leveraging with social media…..
    44. 44. How we keep people engaged…..
    45. 45. How we ensure we live and breathe the brand…..
    46. 46. Challenges…. Did we miss an opportunity with our faces?
    47. 47. Measuring our effectiveness
    48. 48. Questions? Questions
    49. 49. The Recruitment Best Practice Forum #RecBP @TalentPuzzle
    50. 50. Brook Street working in partnership with RWE npower The Candidate Experience
    51. 51. 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
    52. 52. 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”
    53. 53. 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
    54. 54. 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?
    55. 55. 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
    56. 56. Impact Of Social Media On Recruitment Social Media on the whole is becoming a media for work as well as play and plays a major part in online brand perception negative and positive Pro‟s: - Cost Effective - Employer Branding and retention - Speed Con‟s - Lack of control
    57. 57. RWE npower and Brook Street Enhancing 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
    58. 58. Questions
    59. 59. The Recruitment Best Practice Forum #RecBP @TalentPuzzle
    60. 60. metashift limited © 2013 Social & Mobile – A Snapshot Matt Alder matt@metashift.co.uk
    61. 61. metashift limited © 2013 @mattalder
    62. 62. metashift limited © 2013 What I‟m going to talk about • Social Recruiting Progress Report • Mobile Recruiting • Mobile Apply • A very big top tip
    63. 63. metashift limited © 2013 Social Recruiting Progress Report © MetaShift 2012
    64. 64. metashift limited © 2013 © MetaShift 2012 Social Recruiting
    65. 65. metashift limited © 2013 What is emerging?
    66. 66. metashift limited © 2013 Taking a Holistic View to Automation
    67. 67. metashift limited © 2013 Mostly Automated
    68. 68. 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
    69. 69. metashift limited © 2013 Simple Content Marketing
    70. 70. metashift limited © 2013 Matching Content, Platform and Audience
    71. 71. metashift limited © 2013 Generating Content
    72. 72. metashift limited © 2013 Mobile © MetaShift 2012
    73. 73. metashift limited © 2013 Key Theme
    74. 74. metashift limited © 2013 Magic! Our Rise in Expectations © MetaShift 2012
    75. 75. metashift limited © 2013 Mobile isn’t actually mobile
    76. 76. metashift limited © 2013 + Employer Reality 2% of the Fortune 500 have Mobile Recruiting Sites
    77. 77. metashift limited © 2013 Mobile and Social
    78. 78. metashift limited © 2013 © MetaShift 2012 73% of smartphone owners access social networks through apps at least once per day
    79. 79. metashift limited © 2013 Mobile and Search
    80. 80. metashift limited © 2013 Speed Matters!
    81. 81. metashift limited © 2013 Mobile
    82. 82. metashift limited © 2013 Responsive versus Adaptive Design
    83. 83. metashift limited © 2013 Mobile Apply © MetaShift 2012
    84. 84. metashift limited © 2013 Business Card Data and Email Back
    85. 85. metashift limited © 2013 Cloud Upload
    86. 86. metashift limited © 2013 Emerging Integration Technology
    87. 87. metashift limited © 2013 A Very Big Top Tip © MetaShift 2012
    88. 88. metashift limited © 2013 Get yours today!
    89. 89. metashift limited © 2013 In Summary • Social is Mainstream • Expectations are Rising • Techniques are Emerging • Mobile is Vital
    90. 90. metashift limited © 2013
    91. 91. The Recruitment Best Practice Forum #RecBP @TalentPuzzle

    ×