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Talent Acquisition Transformation
- 1. Kimberlea Kozachenko Senior Leader, Talent Attraction & Acquisition at ATB Financial
- 3. 20% Increase in Net Income Leading Employee Engagement Leading JD Power Score Top Employer Ranking in Canada and in Alberta 5300 Team Members 710,000+ Retail Customers 30,000+ Business Customers 244 Communities 43.1+ Billion in Assets
- 7. Tell Your Story. Your Way. Get out your pens! Sketch your office. Snap a pic â use these hashtags! #mystorymyway #teamATB #gdsummit @KimberleaKoz
- 8. Challenges ⢠Attracting and assessing the right âfitâ ⢠Ongoing and meaningful engagement with talent ⢠Connected relationships with internal talent pipelines and hiring leaders
- 9. Demonstrate Culture Transparency Start from the inside out. Be unmistakably you. Unapologetic. Donât settle for talent that doesnât fit.
- 10. Engage Your Talent Innovate using the tools you already have. Set and stick to your âgold standardâ. Reimagine the decline. Be unique and authentic.
- 11. Connect and Listen Encourage transparent dialogue and feedback. Donât forget about internal talent. Coach and contribute to your talentâs equity.
- 12. Talent Acquisition Transformation GAMEPLAN I am a Contributor I am Growing I am ALL IN Iâve been chosen WOW!I am drawn to ATBâs Exceptional Reputation Always an ATBer the right people | the right roles | doing the right things
- 13. ⢠Demonstrate culture transparency. â Let your culture shine from within â Be unapologetic about who you are and who youâre looking for â Donât settle for mismatched talent and be open to diversity ⢠Engage with your talent community. â Do things a little differently & allow for storytelling â Set your âgold standardâ for how you want to be remembered â Decline with care â Be unique and authentic ⢠Connect and listen. â Encourage feedback at all levels â Invest in your internal talent acquisition practices
- 14. Tell Your Talent Story. Your Way. Remember your office sketch? Get out your crayons! Share your story using these hashtags - #mystorymyway #teamATB #gdsummit @KimberleaKoz
Editor's Notes
- Introduce self, (photos of the talent team at ATB, a personal anecdote: A Canadian with a tan (weird, I know!), inspired by all things unique arbitrary & rare. About me professionally: Experienced people and culture leader in finance, healthcare, government and non-for-profit. Recruiter at heart with a personal passion for psychology research, behaviour economics that help us understand what makes people tick, very intuitive and driven to up the game and always be transforming/ doing things differently.
- ATB SLIDE Introduce company, industry expertise. Our Q1 results and media releases focused on ATBâs innovation story, which put us on the global map in a big way. We launched Apple Pay (first bank in Canada to do so), opened Entrepreneur Centres in Calgary and Edmonton, successfully tested international money transfers using BlockChain technology, and partnered with Business Development Canada (BDC) to provide significant loan capacity for Alberta businesses during an economic slump. Talk about our culture - our claim to fame (culture, people practices â we call HR âPeople and Cultureâ, etc) which leads into next slideâŚ.
- STORY SLIDE â Our mission statement, who we are. What we do and why we do it. Why this important to our organization and talent acquisition practices
- 10 ATBs SLIDE â HOW we make that mission statement or story come to life. Our rules of engagement. Inspired by successful orgs like Zappos and Quicken Loans whoâs tremendously inspiring, confident and humble leaders were willing to open the doors to us. We now do the same, sharing our best practices to positively transform practices that can transcend industries.
- GLASSDOOR ACOLADES SLIDE â FORMATTING BY GLASSDOOR TEAM? Images of our reviews? What results have we achieved though this thinking, both as a business and as a strong cultureâŚ? Why is ATB Financial here? This small, 75 year old start up Canadian company. We may be small in size, but were an innovative heavy hitter. Weâve achieved outstanding results both as a business and through Talent practices through this thinking. Engagement score (increasing year over year), customer advocacy, employee retention Awards - GPTW 4th, Top 70 in AB and top employers for young people in Canada. Our CEO top in Canada 99%, 6th place in BPTW 2016. Our partnership with Glassdoor aligns so seamlessly with our principles as an organization. Transparency, Listening, continuous growth and improvement through storytelling and authentic experiences. TBD - This year ATB launched unlimited PTO â link to Glassdoor Benefits Webinar????
- ADD chicken scratch image of house or office: Iâm sure youâve already started to pick up on a few of my themes: storytelling, authenticity, connecting, transparency. So to kick this session off, weâre going to have some fun and play a little game! Ice breaker â pen on desk, 2 pieces of paper, box of crayons. Use the first piece of paper right now and draw a little doodle using ONLY the pen. And Iâm going to say⌠draw a picture of an office. If you office is your house, draw your house. If itâs a skyrise, draw that. Just simple. #mystorymyway #teamATB #gdsummit @KimberleaKoz Hang on to it, snap a picture of it, tweet or insta it using these hashtags. Weâre going to come back to it laterâŚ
- CHALLENGES SLIDE â The challenges in telling your story, you sound like everyone else, story wont resonate, to remain current its always evolving. Decide who you want to tell your story to- who is your audience? Who do you want to attract and how do you measure this? Who is the audience? What makes your story unique? Can't tell a story once and expect it to stand the test of time and evolve⌠as behaviours. Structure your solutions to those 3 challenges. By show of hands in the room, how many of you can identify with at least one or more of these as a concern, challenge or item you want to improve in your organization this year and beyond? So many of us are still trying to make talent fit into boxes. Defined by what? Are you getting to know your candidates by approaching talent acquisition this way? We know one size does not fit all. Period. Yet, we post all our jobs in similar ways, not speaking to the individuals, we ask all candidates to submit resumes that become a dime a dozen. Are you missing out on great talent because they think you only want one kind of employee or skill? For example, ATB Financial is a bank. So we hire bankers with B.Comm degree and finance backgrounds only, right? WRONG! We hire team members with DIVERSE backgrounds. How do we get to the root of what they can really DO? Culture and employer brand transparency â allowing authentic telling of storiesâŚ. Advertising that weâre OPEN to listening to diverse stories. Assessing talent for the fit you want!!! Ongoing and meaningful engagement â how many organizations only connect with talent when they have a job posting? Probably lots. And what happens to those connections after the posting closes? This is a scary thoughtâŚ.. Many times, nothing. Dead air. Relationships with internal talent â every conversation Iâve been part of around talent acquisition seems to forget about the tremendous untapped goldmine organizations have for not only acquisition but ATTRACTION as well.. Iâm going to throw lots of ideas at you today. All of which are actionable for large or small orgs, growing or mature talent models. The practices and IMPACTS of talent acquisition do not stop at offer. Thatâs why I have a visual of the entire lifecycle in from of you now. Talent acquisition has historically been seen as a âserviceâ. As a transaction. If approached effectively, I want to demonstrate that TA in your organization can be seen as a strategic partner to the business and own a voice and a senior seat at the HR boardroom table and at the organizational impact level. I mentioned earlier that Iâm inspired by the unique, arbitrary and rare. So it will come as no surprise that I donât like to do things exactly like everyone else. (I can't stand having the same dress as someone ⌠lol) ATB does things other banks wouldnât do so itâs a creative match in heaven. I'm telling you this because some of the ideas Iâll share with you today are transformational and unique, perhaps a little disruptive but all are POSSIBLE â with even the most limited of budgets! Some will be traditional in nature but with that spin that can make you stand out from your competitors. Donât have to do them all together to be successful, but here are some ideas. Will recap at the end.
- Transparent Culture. Label one Transparency engage connect listen â little wheels with bullet point, stock image blurry in back. INSIDE OUT - The starting point and your foundation. What we did â our culture. Our non-negotiables. How this translates to talent. Foundational to a strong EVP and employer brand. UNMISTAKABLE - Align to your company goals â allow EVP to seamlessly compliment. Partner with your marketing team and extend your overall company brand. Once defined, be clear, concise, unwavering, unapologetic, transparent, consistent. DONâT SETTLE - Assessments: At ATB we are unwavering on fit. But that means we want people who can align to our culture, accelerate banking, create happiness and who are hungry, entrepreneurial growth mindsets. It does not mean we want talent to be uniform. All one and the same and FIT into our boxes. Quite the contrary. What weâre doing is putting ourselves out there and saying to the world, here's who we are. How does this compare to who you are and do they complement? Self-Selection â be open about your culture, share info, donât hide. Use careers site Assessments â culture, your non negotiables. What weâre doing around assessments at ATB Strong acquisition practices that donât allow the wrong people inâŚ. Improve retention, engagement and more. Speak to assessing candidates on alignment and personal attributes vs blanket job-related skill sets. Be open to diverse backgrounds (building off my previous point about reaching beyond the education and experience that may traditionally align to your industry) â true brilliance come in many formsâŚ. If you align your assessments intentionally, you can measure effectiveness and results (ex. Measure quality of hire by tying you assessments back to performance, retention and more.) Offers a unique opportunity to authentically get to know your talent on a deeper level than just reading their laundry list resume.
- So how do you REALLY do this? I mean get to know your candidates better? Engage!!! Disrupt the posting and disrupt the resume to get people talking early in the recruitment relationship. This improves efficiency, freeing your recruiters up to have meaningful convos with more suitable talent. INNOVATE - Ask audience about ATS â Who is using an ATS currently? Anticipate most. How many of you are using ATS that you feel contain traditional confines or restrictions that prevent you from trying anything that your ATS doesnât âsayâ it can do? Iâm going to tell you a little secretâŚ. Youâre more resourceful than you may think! Donât be afraid to experiment or innovate. You donât need to be a tech expert, switch technology vendors or have a huge investment at your disposal to do this. Here's what I mean. *Tell the story about âmy postingâ. The process, the ups and downs, the successes (I know my candidates better, I see how they work), the efficiencies (fewer apps â touch on metrics), the disruption of the resume, the disruption of the posting in a gentle way that allowed creativity on my end and clarity, gradual change management for my audience and my recruitment team.* *Key points of story â How I approached the posting (âdream job coming soonâ social media teaser, Slide Share presentation with a task for the seeker, etc.), Quality over Quantity of applicants (efficiency), and reputational benefits of experimenting and engaging differently. In essence, donât be afraid to experiment! GOLD STANDARD - Consider how you engage and how you maintain connections. NowâŚ. Let's say I had 20 people I want to stay intentionally connected to through my posting, they just werenât âthe oneâ this time around. How do you manage connections?? How many of you think you do a good job of staying connected post-posting? How many think itâs a âconnect with me on LinkedInâ and thatâs it⌠never to be heard from again? How many set time up weekly or monthly to connect with their pipelines? Whatever your decision is, set a gold standard and stick to it. Donât over commit. Honour your teams capacity, and also, honour the reputation you want to build. Its ok to start small and build. Its ok to stay small, just stay consistent. DECLINES - Declines are a coaching opportunity for you to provide your talent community with a boost to their professional equity. Earlier, we chatted about those 20 or so candidates that didnât get the job. Well, those could be 20 new customers for your company if you play your cards right. Decline with care and consideration for your reputation and for the sake of future connections. 3 kinds of declines, the NO WAYâs, the NOT RIGHT NOWâs and the INTERNAL EMPOWERMENTâs. For internals, the conversation can in fact set them up for future success. BE UNIQUE - Offer connected outlets- Meet the recruiters, social media groups (talent community groups for talent to stay in the know. We have 2 with ATB, one for post-secondary students and one for a sales role in the business for which hiring volumes are high and we have opted to forgo the traditional posting approach going forward) Build a community of ambassadors - I know campus recruitment is a huge window into millennial talent. We leverage an extensive Post-Sec Institution recruitment program, wave hires, a unique process that includes face to face time with execs and speed interviews and networking, a summer experience program and more. Before we send them back into the world though, we make âoffersâ to ambassadors. This is an unpaid opportunity for former team members to stay connected to us. They then connect with their peers and act as ambassadors to our employer brand after they have left us. ATB 101 â program details â our post-secondary experience program for interns, co-ops and summer students. 2nd year. Our first year, we posted 29 positions, received 2400 applications and hired 63. Through organic reputational growth, we posted 29 roles, received 4600 applications the next year! Events â as part of our recruitment process for our post-secondary wave hires, consider this â we conduct speed interview events where students are given the chance to have their formal interview but also a relaxed networking experienceâŚ. With each other. And executives and our People and Culture team. We get to see their authentic selves after the nerves of the interview have passed. Non-recruitment based workshops (resume review event for those impacted by job loss in Alberta. Objective was not to host a career fair, in fact, we had NO jobs to fill at the time. We wanted to âgive backâ to the community and set Albertans up for success, even if their success professionally was not meant to be with ATB.) Results â brand awareness, customer advocacy that impacts sales, and allows people outside the industry to consider your industry. For our PS, we did this. Not just business, consider the attributes, skills and personal fit. As a result, we now have successful team members in banking with backgrounds from IT to econ to sociology, to fine arts, drama, mathematics, professional music wiring and more. All of these team members that weâve brought into ATB have been through a world-class onboarding experience â ATBâs myStart program that makes our new team members feel like welcome ATBâers from offer acceptance all the way to the 90 day mark. Speaking of internal team members,âŚ.
- Earlier, I mentioned the importance of relationships with internal talent and how many conferences and learnings Iâve participated in around talent acquisition are quick to omit our incredible opportunities that come with development of our internal talent acquisition practices. 2 really great things can result in placing focus on connections and authentic listening with your internal talent: your organization can build and identify a strong internal pipeline and create an army of ambassador that will elevate your attraction strategy authentically. Effective talent practices can significantly impact team member retention in the organization. As such, your internal acquisition practices become as important as your external ones. Glassdoor reviews Internal career mobility (myCareer) Development of skills FEEDBACK - Lots of channels for feedback. Formal engagement surveys are great but are planned and infrequent. While I definitely recommend using them, I also recommend a layer of more consistent, adhoc, authentic and transparent feedback mechanisms such as making Glassdoor an intentional part of your internal and external talent acquisition and development strategy. How Glassdoor reviews can help you improve your connections, help you understand your successes and areas of opportunity early, if not immediately. INTERNAL - Internal talent pipelines, team member career mobility (performance in current role and acceleration/promotion/transfer) AT ATB, I have developed a program called myCareer â program that allows for team members to self-assess, be inspired by real career development stories, connect, network and engage in a formal mentorship relationship, and make it happen. Talent that feels like they have somewhere to go and grow, will stay engaged and improve retention. Internal mobility programs can reduce costs spent on external acquisition and enhance the strength of your team member base by allowing your experts to become cross functional. COACH - Leadership developmentâŚ.. Cross functional learning Deliberately developmental ways of work that allow for development. When youâre so intentional about contributing to internal team growth, this expands outward, improves your external reputation and enhances your attraction strategy.
- GAME PLAN SLIDE â revisited SOLUTIONS So for now, that brings me closer to the end of our talent lifecycle, allowing your attraction and acquisition game plan to carry strategically into your talent development goals. As I mentioned earlier, you donât have to do all of the things I mentioned to be successful, but the illustration of gears for a lifecycle is very fitting. While each will rotate on its own, the machine functions best when all gears are connected and working cohesively as part of an ecosystem. Same applies to your talent practices.
- Its time to play the last part of our game! You guys excited?! Now I want you to think about what we just talked about. On your first piece of paper, I asked you to use your pen to draw your office. This time, I want you to colour⌠whatever feels right. Color outside the lines of your office, add some trees, a sun, some barn animals, and tell your own creative story, your way. As youâre doing this , I want you to think about what youâve done differently this time. Consider what can happen if you treat Talent Acquisition this way. Envision telling your own talent story as a company, your way. How does this change things? Imagine your talent community empowered to tell their story their way and how this will change your connections with them, how this changes the level on which you get to know them. Take a photo and share it â tweet/insta with these hashtags. #mystorymyway #teamATB #gdsummit @KimberleaKoz Reimagine and reinvent what TA can do, become imperative to your culture, powerhouse, think of yourself as the purveyor of culture. Everything starts with you!!! Window to culture but recruitment advances the culture. Unique ability to impact. Advance. Create. In our hands we hold the power to transform. Influence the leaders. Talent acquisition and recruitment has historically been looked at as a service. Attraction, acquisition practices can be a strategic partner to your HR team success. To your overall organizations success. Talent deserves a seat at the table. I wish each of you that strategic seat.
- It's been a dream of mine to knowledge share with the broader talent professional community and Iâm so humbled that I was invited to share my ideas and work with you all today, amongst so many professionals whom I admire. Thank you!