Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Webinar#2- Outbound All Stars Webinar Series

872 views

Published on

Aligned for Impact: Secret Weapons For A Winning Business and Talent Acquisition Partnership

In many ways, the talent acquisition function and business are like an orchestra - when they work together, you hear beautiful symphonies. Yet, if a single player is off-key or not aligned, the result is chaos and cacophony.
This is why aligning the business and talent acquisition function is at the very heart of Outbound Hiring. In this session we covered:

1. Competitive Talent Insights your Business really wants
2. Opportunity Profiles: How to map candidate desires to business needs
3. Business interventions that delight even the hardest-to-impress candidates
4. Fool-proof checklist for Business-TA alignment

Published in: Recruiting & HR
  • Be the first to comment

  • Be the first to like this

Webinar#2- Outbound All Stars Webinar Series

  1. 1. VOLUME TO VALUE How Outbound Hiring is changing hiring as you know it Episode 2
  2. 2. Speakers Subbu Raghunathan Director,Transaction Engineering Paypal Aadil Bandukwala Outbound Hiring Evangelist Belong Karthik Purushotham India Talent Acquisition Leader Paypal
  3. 3. Trendspotting 80% of recruiters think they have a high to very high understanding of the jobs for which they recruit. 61% of Hiring Managers (HMs) say that recruiters have, at best, a low to moderate understanding of the jobs for which they recruit.
  4. 4. 51% of recruiters said HMs should do a better job communicating what they are looking for in a candidate and provide relatable examples. 54% of recruiters feel that HMs expect recruiters to place candidates into hard-to-fill positions more quickly than is feasible. 77% of HMs say that recruiters candidate screening is inadequate.
  5. 5. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 7 OF 57 Only 30% of hiring managers & 22% of recruiters are satisfied with their recruitment processes. Source: Allegis Group's 2017 Global Talent Advisory Survey 73% 
 of employers report that their recruitment processes fail to leverage technology appropriately. 33% 
 of employers think their organization’s recruitment processes do not enable them to be competitive in attracting top talent. 59% 
 job seekers are dissatisfied with the typical hiring process, due to poor communication and recruiters not understanding the role completely. Impact of Poor Internal Alignment
  6. 6. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion & morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  7. 7. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion & morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  8. 8. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion & morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  9. 9. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion & morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  10. 10. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion & morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  11. 11. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion & morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  12. 12. Business Repercussions of Poor Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 8 OF 57 Missed financial projections due to delayed hirings Culture erosion& morale problems Stalled growth © 2017 Belong Technologies India Pvt. Ltd. Decreased revenue & profitability Losing out on top candidates Affects bottomline 1 2 3 4 5 6
  13. 13. There is a Gap Between What Leaders Want & What Recruiters Deliver
  14. 14. Source: ‘Talent Acquisition 360’ by Cielo © HBR.org © 2017 Belong Technologies India Pvt. Ltd. The Gap Between What Leaders want & what Recruiters deliver THE OUTBOUND ALL STARS RECRUITER SERIES 10 OF 57
  15. 15. The gap between what Leaders want & what Recruiters deliver UNDERSTANDING OF TALENT MARKET COMMUNICATING THE EMPLOYER VALUE PROPOSITION CANDIDATE EXPERIENCE3 2 1
  16. 16. 77% of Recruiters are more efficient and effective when they understand the talent pool. Source: LinkedIn Talent Solutions Survey 2016
  17. 17. Why Does This Gap Exist? Recruiters don’t have ready access to insights that map workforce needs to the supply of talent. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 13 OF 57 Higher time to fill Increased Cost-per-hire Decreased confidence in the hiring process Consequences Compromised quality
  18. 18. Solution © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 14 OF 57 Talent Maps helps you identify the most efficient channel to get to candidates and foresee potential roadblocks and re- work your plan. Personas a tool for you to crystallize the insights derived from Talent Maps into a clear picture of whom you want to hire
  19. 19. Think of your Talent maps as your own hiring GPS It tells you where your talent pools are Helps you foresee potential roadblocks and re-work your plan Helps you identify the most efficient channel to get to them Talent Maps THE OUTBOUND ALL STARS RECRUITER SERIES 15 OF 57 © 2017 Belong Technologies India Pvt. Ltd.
  20. 20. THE OUTBOUND ALL STARS RECRUITER SERIES 16 OF 57 © 2017 Belong Technologies India Pvt. Ltd. How do Talent Maps help Validating key assumptions in your Opportunity Profile Not wasting time on ineffective sources/channels Crafting relevant engagement Building trust & respect among target candidates
  21. 21. THE OUTBOUND ALL STARS RECRUITER SERIES 17 OF 57 © 2017 Belong Technologies India Pvt. Ltd. People Insights
  22. 22. THE OUTBOUND ALL STARS RECRUITER SERIES 18 OF 57 © 2017 Belong Technologies India Pvt. Ltd. IT Services & Computer Software dominate the Talent Pool Industry Insights
  23. 23. THE OUTBOUND ALL STARS RECRUITER SERIES 19 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Bangalore Talent inflow & outflow Geo Insights
  24. 24. Persona Personas are a tool for you to crystallize insights derived from Talent Maps into a clear picture of whom you want to hire. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 20 OF 57 They help you create more relevant content and messaging for your target audience. They are an ideal tool for creating alignment across your teams — including Hiring Managers — about your hiring goals and strategy.
  25. 25. Rani AGE STATUS COMBINED INCOME 26 Married, no children Rs. 60lacs Org Impact Creating Growth Leadership “I spend 50% of my time every week on meetings” Motivations Brands Bio Rani hails from and lives in a tier 1 city. She received both her bachelors and masters from tier 1 institutions. She’s an intelligent and passionate individual who wants her work to touch people’s lives. Goals • Shift to Product Management • Work on projects that create user impact • Learn people management better Frustations • Lack of alignment when working with multiple teams • Lack of work-life balance Interests • Open Source • Marketing • Reading Currently working as Lead Engineer Paypal, ex Amazon. Engineering Tier 2 college, Masters Tier 1 college “We aren’t spending enough time on the bigger picture - every push is like a band aid on a gaping wound” AGE STATUS COMBINED INCOME 26 Married, no children Rs. 60lacs Org Impact Creating Growth Leadership “I spend 50% of my time every week on meetings” Motivations Brands Bio Rani hails from and lives in a tier 1 city. She received both her bachelors and masters from tier 1 institutions. She’s an intelligent and passionate individual who wants her work to touch people’s lives. Goals • Shift to Product Management • Work on projects that create user impact • Learn people management better Frustations • Lack of alignment when working with multiple teams • Lack of work-life balance Interests • Open Source • Marketing • Reading Currently working as Lead Engineer Paypal, ex Amazon. Engineering Tier 2 college, Masters Tier 1 college “We aren’t spending enough time on the bigger picture - every push is like a band aid on a gaping wound” AGE STATUS COMBINED INCOME 26 Married, no children Rs. 60lacs Org Impact Creating Growth Leadership “I spend 50% of my time every week on meetings” Motivations Brands Bio Rani hails from and lives in a tier 1 city. She received both her bachelors and masters from tier 1 institutions. She’s an intelligent and passionate individual who wants her work to touch people’s lives. Goals • Shift to Product Management • Work on projects that create user impact • Learn people management better Frustations • Lack of alignment when working with multiple teams • Lack of work-life balance Interests • Open Source • Marketing • Reading Currently working as Lead Engineer Paypal, ex Amazon. Engineering Tier 2 college, Masters Tier 1 college “We aren’t spending enough time on the bigger picture - every push is like a band aid on a gaping wound” Frustrations 1
  26. 26. The gap between what Leaders want & what Recruiters deliver UNDERSTANDING OF TALENT MARKET COMMUNICATING THE EMPLOYER VALUE PROPOSITION CANDIDATE EXPERIENCE3 2 1
  27. 27. 33% of employers think their organizations' recruitment processes do not enable them to be competitive in attracting top talent. Allegis Group's 2017 Global Talent Advisory Survey
  28. 28. “As more good candidates go online to look, the objective of a job description should not be to pre-qualify the person, but rather to generate interest in the position and company.” LOU ADLER CEO & Co-founder, The Adler Group
  29. 29. Why are JDs failing? THE OUTBOUND ALL STARS RECRUITER SERIES 25 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Skills written on a job description are arbitrary &  misleading. Success measures for the role are often missing in a JD. Knowing the job is essential for a recruiter to find, recruit, assess, and close candidates. Traditional JDs can hamper diversity efforts. Attitude, cultural fit, organizational skills, drive & consistency are not covered in traditional JDs.
  30. 30. “Men apply for the job if they think they meet just 60% of the requirements, while Women will apply only if they think they meet all of the requirements. Who’s got a better chance of getting that job - the man who applies for it or the women who doesn’t? Exactly” MINDY ALLEN Booz Allen Hamilton
  31. 31. THE OUTBOUND ALL STARS RECRUITER SERIES 27 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Consequences Missing out on identifying high-potential candidates Not being able to engage qualified candidates Wasting time on unqualified candidates
  32. 32. Solution THE OUTBOUND ALL STARS RECRUITER SERIES 28 OF 57 © 2017 Belong Technologies India Pvt. Ltd. What is the larger purpose and impact of this role? What type of candidate will succeed in this role? What are its key success factors and requirements? Opportunity Profile An Opportunity Profile documents what your ideal candidate will want to know about the role before interviewing with you. And it’s the foundational part of what you need to know in order to identify and engage your ideal candidates. It should ideally capture:
  33. 33. “We first size up the opportunity we’re offering very clearly. This by design, is very output-oriented and gives us an understanding of what this person will need to accomplish. Otherwise, we’ll end up going by what this person should look like rather than what they should do to be successful.” KEVIN FREITAS CHRO, Dream11
  34. 34. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 31 OF 57
  35. 35. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 32 OF 57
  36. 36. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 33 OF 57
  37. 37. Because outbound recruiting is primarily a personalized hiring strategy, it encompasses a range of tactics, from the most intensive (aimed at highly strategic opportunities) to the highly scalable (aimed at mid to relatively junior-level opportunities). A tiered approach can help you estimate the level of effort involved in fulfilling an opportunity profile. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 34 OF 57 How to build an OP
  38. 38. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 35 OF 57
  39. 39. THE OUTBOUND ALL STARS RECRUITER SERIES 36 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Questions You Need to Answer Together
  40. 40. THE OUTBOUND ALL STARS RECRUITER SERIES 37 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Questions You Need to Answer Together
  41. 41. THE OUTBOUND ALL STARS RECRUITER SERIES 38 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Questions You Need to Answer Together
  42. 42. The gap between what Leaders want & what Recruiters deliver UNDERSTANDING OF TALENT MARKET COMMUNICATING THE EMPLOYER VALUE PROPOSITION CANDIDATE EXPERIENCE3 2 1
  43. 43. 59% of candidates are dissatisfied with the typical hiring process, with lack of communication during the process and recruiters not understanding the role being the biggest disconnects. Source: Allegis Group's 2017 Global Talent Advisory Survey
  44. 44. THE OUTBOUND ALL STARS RECRUITER SERIES 41 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Why does this gap exist? Failure to map an ideal journey for the candidate. Failure to pre-determine the level of commitment required from the HM during the hiring process.
  45. 45. THE OUTBOUND ALL STARS RECRUITER SERIES 42 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Why does this gap exist? Failure to map an ideal journey for the candidate. Failure to pre-determine the level of commitment required from the HM during the hiring process. Business implications Results in bad reputation for a company. A recent study conducted by Harvard Business Review and ICM Unlimited released in March 2016 found that companies with 10,000 employees could be spending up to $7.6 million in additional wages to compensate for a poor employer reputation.

  46. 46. Consequences THE OUTBOUND ALL STARS RECRUITER SERIES 43 OF 57 © 2017 Belong Technologies India Pvt. Ltd.
  47. 47. THE OUTBOUND ALL STARS RECRUITER SERIES 44 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Candidate Journey Today’s candidates expect more personalized communication, interaction and transparency from employers. And because Outbound recruiting puts you in control of whom you target and engage, it enables you to deliver exactly that. Building a smooth candidate experience begins with mapping their journey just as Marketing does for a customer. Solution
  48. 48. Benefits THE OUTBOUND ALL STARS RECRUITER SERIES 45 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Builds empathy for your candidate Identifies the gaps that lead to negative experiences Expanding the reach and effectiveness of your employer brand Improves the quality-of-hire Accelerates the speed-of-hire
  49. 49. THE OUTBOUND ALL STARS RECRUITER SERIES 46 OF 57 © 2017 Belong Technologies India Pvt. Ltd. Stages that require the Involvement of the HM How to build a Candidate Journey
  50. 50. Metrics that matter
  51. 51. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 48 OF 57 Talent Promoter Score What is TPS?
 TPS is a measure of how likely a candidate is to refer friends or colleagues to your organisation (i.e. a measure of employer brand advocacy). TPS is a leading indicator of your ability to attract and engage top talent. TPS also allows you to quickly understand if your candidates are having a great experience engaging with your brand across the hiring cycle.
  52. 52. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 49 OF 57 Scale of TPS TPS is measured by asking candidates who have reached your interview stages or have been rejected, a simple question: “On a scale of 0-10 how likely are you to recommend applying to (our company)?”

  53. 53. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 50 OF 57 How to Calculate your TPS: 
 % of promoters — % of detractors = TPS
 While scores can range from -100 to 100, anything above zero is considered good, anything above 50 is excellent.
  54. 54. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 51 OF 57 Hiring Success Rate Hiring Success Rate is an impact metric that helps Talent Acquisition leaders to move towards demonstrating the impact of hiring on core business metrics such as profitability and growth.
  55. 55. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 52 OF 57 Hiring Success Rate No of candidates promoted in less than 12 months in given function ____________________________________________ No of candidates hired for the function No of candidates promoted in less than 24 months in given function ____________________________________________ No of candidates hired for the function X 100 = % of unequivocal success hires X 100 = % of success hires
  56. 56. © 2017 Belong Technologies India Pvt. Ltd. THE OUTBOUND ALL STARS RECRUITER SERIES 53 OF 57 Revenue Per Employee The Revenue Per Employee Ratio is the overall metric that ties revenue increase created by your workforce to the efforts of Talent Acquisition in hiring the workforce. Revenue Per Employee =             Net Revenue Average Number of Employees How to Calculate ?
  57. 57. How to Secure Business Alignment THE OUTBOUND ALL STARS RECRUITER SERIES 54 OF 57 Ensure you are selling the need for change Make the Outbound Hiring journey clear Make sure senior leadership is on board © 2017 Belong Technologies India Pvt. Ltd. Show what’s in it for business Commit to business success 1 2 3 4 5
  58. 58. Key Takeaways
  59. 59. VOLUME TO VALUE: How Outbound Hiring is changing hiring as you know it Basics - 6 Processes of Candidate Discovery - Creating an Opportunity Profile [Targeted] ALIGNED FOR IMPACT: Secret weapons for a winning Business and Talent Acquisition Partnership. Aligning with Business MONEYBALL: Sure fire strategies to engage with top talent with social and predictive data. Exploratory calls, email best practices, using historic data insights, source attribution [Personalized] CANDIDATE DELIGHT: Crafting cross-channel candidate experiences for the digital age. Candidate Personas, Candidate Delight [Candidate focused] BY THE NUMBERS: Where's the $$$ in Outbound Hiring? Cost of hire, savings against agency, improved recruiter efficiency, cost of bad hire - [people who will succeed]

×