Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on: o Evolution of the role of recruiting in business from reactive to strategic partners o How a unified approach to looking at talent acquisition can benefit core HR and business drivers o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)

1. Human Capital Institute
#HCIchat
The Evolution of HR:
Is Recruiting HR Too?

2. Human Capital Institute
#HCIchat
Today’s Moderator
/company/human-capital-institute-hci
@Human_Capital/humancapital
Holly Pennebaker
Digital Content Program Manager
Human Capital Institute
@hpennebaker
/in/hollypennebaker

3. Human Capital Institute
#HCIchat
2017 Events
May 16-17, 2017
Chicago, IL
June 26-28, 2017
Boston, MA
July 24-26, 2017
San Francisco, CA
September 18-20, 2017
Chicago, IL
October 24-26, 2017
Scottsdale, AZ

4. Human Capital Institute
#HCIchat
Thank You
www.cornerstoneondemand.com

5. Human Capital Institute
#HCIchat
Interact With Us

6. Human Capital Institute
#HCIchat
Get Credit

7. Human Capital Institute
#HCIchat
Today’s Featured Speaker
Sarah Brennan
Principal Consultant, Talent Acquisition
Cornerstone OnDemand

8. Sarah Brennan
Principal Consultant, Talent Acquisition
HR: Is Recruiting HR too?

9. Sarah is a 15 year HR industry veteran specializing in
recruitment and growth. In her role at Cornerstone
OnDemand, she works with internal and external teams
providing thought leadership, advisory services and strategy
planning to help organizations connect their Talent
Acquisition to business drivers.
Today’s Speaker
9
Sarah Brennan
Principal Consultant, Talent Acquisition

10. Is Recruiting Part of HR?
(It all depends who you ask!)

11. Work has Changed
11
WHO
WHAT
WHERE
WHEN
HOW

12. The Future of Workforce is
Fundamentally Different
12
Technology Native
Expectation of
Information
Globalized Reach

13. The Feedback Impact
• 30 Million Users
• 10 Million Reviews
• 540,000 Companies
• 190 Countries

14. 14
Decide to consider
looking for a new role
Ask around for options
Filter thru my opinions &
perceptions Check out a few career sites
Read job descriptions & postings
Check out Glassdoor
CLICK “APPLY”

15. From Personnel Departments
to Talent Acquisition Teams

16. • Develop an employment brand
and make it easy to apply.
• Be proactive at identifying needs,
availability and creating pipelines
of talent
• Adopt consumer style strategy for
marketing and engagement –
talent shortages for good
candidates never go away
• Look at position & candidates for
skill sets vs titles
Talent Acquisition Goals Have CHanged
16
Sourcing
Recruiting
Employment
Branding
Candidate
Experience

17. Today’s Recruiting Departments Changed
Employment Branding Expert
Sourcing Team
Recruiting Coordinators
Recruiters
Onboarding Coordinator
Recruitment Analytics
Diversity Specialist
Campus Recruiting Team

18. • Talent Acquisition professionals are not always “HR” professionals.
• Look at consumer marketing trends as closely as HR trends
• Are development and business focused
• Talent Acquisition professionals are as likely to work in sales or marketing as HR as their next
moves
Recruiting Professionals Have Changed

19. Why the Gap?

20. 20
50%
OF HR DEPARTMENTS HAVE
NOT ADJUSTED RECRUITING
IN LAST 3-5 YEARS

21. Sourcing
Employment
Branding
Recruiting
Strategy

22. Where do you start?
22

23. Unified Talent Management
Isn’t just for the Future.
They are the current for future looking companies..

24. Is your talent acquisition strategy
aligned to market demands?

25. Demands of the New Workforce
25
TRAINING &
DEVELOPMENT
FLEXIBLE
HOURS
CASH
BONUSES
FREE
HEALTHCARE
MORE
VACATION
FREE
CHILDCARE
SOURCE: https://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf

26. Is your talent acquisition strategy
aligned to your business
strategy?

27. Talent Management

28. • Engage & recruit from current
& former talent starting Day1
• Make it easy for employees to
know where their future is in
your organization.
• Identify skills gaps on teams as
well as worker interest to
develop talent internally to
meet needs for growth
• Feedback, Feedback,
Feedback
Talent Management
28
Re-Recruiting
Succession
Planning
Employee
Engagement
Rewarding
Team Building

29. 120% more likely to want to make an
impact
33% more likely to want challenging
work
Passive Candidates are:
Source: LinkedIn

30. Learning

31. • Self directed learning opportunities
• MOBILE Training
• Have core training programs on
things like Technology to help older
workers
• Allow workers to develop their own
ascension plans to work off for
training
• Strong mentorship programs with
retiring workforce – including
interesting job share arrangements
Developing Talent
31
Learning
Social
Collaboration
Mentorship
Personal
Development

32. 17% less likely to need skill
development opportunities
Passive Candidates are:
Source: LinkedIn

33. Retention

34. • Find who is vulnerable to attrition
– Watch trends with certain roles,
departments and leaders
• Create a culture of retention –
referrals, engagement, retirement
mentor programs
• Identify high potential workers
and fast track them
• Understand WHY people leave
and WHO is successful and
partner with Talent Acquisition
Talent Retention
34
Retain Talent
Internal
Referrals
Hi-Po
Identification
Create Fans

35. 56% more likely to want a
corporate culture that fits their
personality
Passive Candidates are:
Source: LinkedIn

36. Beyond HR

37. Your Employment Brand and Corporate Brand are Linked.

38. Companies with a bad reputation will
spend 10% more per hire.
If you have 10,000 employees
that can be as much as 7.6 Million to make up for a
poor employment brand.
According to Harvard Business Review…

39. Strong employment brands drive
2x as many qualified applications
and leads to a
50% decrease in cost per hireSource: LinkedIn & Glassdoor

40. Other considerations to keep in mind
• Engagement
• Retention/Turnover
• Growth
• Customer Satisfaction
• Profitability
• Consumer Brand Issues
Are all impacted by issues
in hiring and recruiting

41. Yes, Recruiting is HR too.
(With maybe a bit of Marketing mixed in!)

42. Questions?

43. Thank You!
Sarah Brennan
Principal Consultant, Talent Acquisition
sbrennan@csod.com @imsosarah

44. Human Capital Institute
#HCIchat
Thank You
Visit us on the web for access to
more exclusive content
www.hci.org
Webcasts
Podcasts
Articles
White Papers
Research
Blogs
Conferences
Classes