Breaking Bad in Early Talent Recruitment Amy King, Head of Customer Success, The Chemistry Group

1. Hello.Amy King
@ChatterPenguin
@ChemistryGroup
Breaking Bad in Early Talent Recruitment

2. www.thechemistrygroup.com 2
Organisations now face in to a
period with the greatest velocity of
change in human history.
Hiring Talent that is fit for the future
is a no. 1 organisational priority
1750 1850 1950 2050
Steam
Engine
Electricity
Telephone &
Television
Internet
Mobile
Machine-to-
Machine Learning
AI, Robots
Autonomous
vehicles
Singularity = Hybrid
Human & Machine
VelocityofChange
Time

3. @ChemistryGroup
A lot of money is
being spent to
get this right…
Global Talent
Services
Marketplace
c.$60bn
Global
Assessment
Marketplace
$4bn in 2015
...And there are
plenty of shiny
new toys on
the market

4. @ChemistryGroup
But the world of Early
Talent feels broken.
Despite our best efforts…
61%
of young people
are miserable
at work
1 in 4
graduates quit
programs in the first
year
1 in 3
don’t complete their
apprenticeships

5. @ChemistryGroup
Breaking Bad:
Three Seismic Shifts

6. @ChemistryGroup
Talent Scarcity Talent Abundance

7. @ChemistryGroup
Assessments as weapons
of mass rejection
Giving people their opportunity
to be brilliant

8. @ChemistryGroup
Early Talent Roles feel
like a commodity
Brand Differentiation

9. @ChemistryGroup
Talent Scarcity
Assessments as weapons
of Mass Rejection
Early Talent Roles feel
like a commodity
Talent Abundance
Giving people their Opportunity
to be Brilliant
Brand Differentiation
Organisational Nonsense Organisational Sense

10. @ChemistryGroup
Hard to
Change
Easy to
Change
Hiring Rockstars –
Predicting People
Performance

11. @ChemistryGroup
What if?
Diageo’s aims to create
Future Global Leaders
We partnered to deliver
consistent, data led
and highly engaging
end-to-end graduate
recruitment process
At the outset, we set out to improve their
Global Graduate Selection process through
three key measures:
1. Time & Cost Efficiencies -
Their new tools aim to increase efficiency and
reduce the current upfront screening burden for
recruiters.
2. Positive candidate experience -
The solution aims to provide a fully branded
experience and realistic job preview, enabling the
candidate to understand the role and
Diageo culture in more depth, and reduce drop-
out rates.
3. Quality of Hire -
Increase the quality of candidates coming
through the recruitment process, creating
Diageo’s future leader

12. Thank
You.