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#FIRMday Manchester 9th March 2017: WCN 'Great Engagement'

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WCN: Making engagement the central focal point of your future talent acquisition strategy. Join Stefan Sawh, Head of Global Account Management at WCN for this 30 minute session designed to enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention
#FIRMday Manchester 9th March 2017
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Page 2 | #FIRMday Manchester | 9th March 2017
to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm. This session will: • Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging • Highlight how leading employers have championed their employer brand to win the best before the rest • Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement • Consider how technology can support continuous engagement from attraction through to onboarding and then reinvented for future recruitment campaigns with new staff.

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#FIRMday Manchester 9th March 2017: WCN 'Great Engagement'

  1. 1. Making engagement the central focal point of your future talent acquisition strategy Stefan Sawh Global Head of Account Management 9th March 2017
  2. 2. Agenda • Introduction • What does Great Engagement look like? • Engagement Survey • NBC Universal • M&S • British Transport Police • Closing Remarks
  3. 3. Who we are Founded in 1995 by Charles Hipps, CEO, and headquartered in London, UK 400+ most talented and respected employers Growing team of 100-200 professionals Helping to acquire the best talent globally Offices in the US, Italy and Asia, and publicly traded on the London Stock Exchange (WOR) Delivering talent acquisition solutions 20YEARS
  4. 4. Events Applications and Selection Interviews Offers / Accepts Onboarding WCN ATS Statistics, Data and Reporting Award-winning Applicant Tracking Software
  5. 5. Statistics, Data and Reporting Who we work with
  6. 6. Engagement Survey What does Great Engagement look like?
  7. 7. Engagement Survey Global lessons from recruiters: Engagement findings
  8. 8. Who we spoke to WCN surveyed HR leaders covering almost 70 national and global employers including:
  9. 9. Main Recruiting Challenges • 49% said stretched staff resourcing made engagement difficult • 40% admitted low brand awareness was an issue for them • 21% struggled to engage with diverse communities to comply with their organisational goals. • 20% found they were losing out to market proliferation & competition – 14% also said reneging of offers was an issue • 19% said low business engagement made winning over new talent difficult.
  10. 10. Successful methods currently used for engagement with candidates • 72% valued events and social media outreach/forum chats for candidate engagement • 64% said maintaining relationships with academics/executive directors helped with engagement • 55% used newsletters and regular communications to deliver engagement • 51% focused on dedicated careers pages and the use of virtual technologies to provide a form of engagement • 44% used brand ambassadors/mentors to run engagement programmes
  11. 11. Most successful recruiting sources to help inspire candidates • 70% said referrals were key to identifying top talent recruits who should be engaged • 59% reported internships and placements were a good way to engage future leaders (entry level roles) • 53% valued career fairs, open days and networking days as useful for finding and then engaging the best candidates • 43% used mentoring programmes to aid recruitment practices.
  12. 12. Cost of poor engagement
  13. 13. Value of Events • 92% consider meetings / events as an effective way to communicate their EVP * • Over 90 organisations hosted their own campus presentations across the UK ** • Events are powerful recruitment activities for hiring at any level • 65% companies experience difficulties attracting top talent * • ‘Candidate Experience’ starts with Events & marketing * 2014 Global Workforce and Global Talent Management and Rewards Studies by Willis Towers Watson. ** HighFliers Report 2016
  14. 14. Events – typical challenges … • Employers are marketing at an average of 20 UK universities * • ½ of companies said a ‘few more’ or ‘considerably more’ students had attended their events compared to last season * • 43% of graduate recruiters said that they had not enough resources in their graduate recruitment team * • Maximising your time and resources at the events • Measuring ROI • Leveraging technology * High Fliers Report 2016
  15. 15. Standing out from the crowd…
  16. 16. Challenges of managing graduate roadshows at scale • Clarity around branding • Drive for Graduate vs. Young Professionals • Harnessing events and awareness workshops • Engage, Track and Maintain Relationships • ROI
  17. 17. Candidates at the Centre
  18. 18. ROI Offer/Acceptance Marketing Spend Cost per Hire New York 32% $30,000 $4,286 London 100% $28,750 $2,875 Hong Kong 79% $39,000 $3,545 Sydney 84% $19,500 $722 Attended Offer Extended Offer Accepted Offer Declined New York 48 22 7 15 London 37 10 10 0 Hong Kong 89 14 11 3 Sydney 178 32 27 5
  19. 19. Results • Stronger Candidate Experience • Full management of events budget • Time to hire impact • 50% reduction in administration time
  20. 20. Engaging in Volume
  21. 21. Challenges of Store Recruitment • Volume applications within stores • 35-40,000 vacancies per year • Requirement to turnaround quickly • Duplicate management • Response time
  22. 22. Streamlined Process
  23. 23. Results • 1 application per role, per candidate avoiding store conflict • Duplicate check at application stage using business rules • No break in application flow - 1 hour from application to booking an interview • Time to hire typically 3 days • Greater conversion through robust testing and application flow
  24. 24. Engagement with target groups
  25. 25. Challenges of representing Diversity in the Forces • 550 vacancies • Drive to represent the local community • Inclusion and Diversity Division • Clarify misconceptions around a career in the police force • Change in attraction approach • Candidate friendly
  26. 26. • Workshop • Simple application form – different to the norm • Streamlined approach to recruitment process • CRM for BME expressions of interest • Exclusive vacancy links for attendees
  27. 27. Results • ROI • Marked increase in BME/Female student officers Intake Confirmed Numbers Male Female May 2015 20 15 (1 BME) 5 June 2015 20 15 (4 BME) 5 (2 BME) July 2015 40 29 (13 BME) 11 (4 BME) August 2015 40 27 (7 BME) 10 (3 BME) August 2015 20 12 (2 BME) 8 (2 BME) September 39 28 (7 BME) 10 (1 BME)
  28. 28. Summary 1) Have a great EVP 2) Be coordinated and differentiated for all talent pools 3) Engage early 4) Maintain effective engagement 5) Bring EVP to life with stories 6) Online approach complementary with face-to-face 7) Clearly define what a great fit looks like 8) Communication is simple, transparent and personal 9) Update candidates frequently 10)Use engaged candidates to be future advocates
  29. 29. THANK YOU
  30. 30. Feedback is a Gift
  31. 31. Join The Discussions Future of Volume 17 March 2017 To join or to contact E: Stefan.sawh@wcn.co.uk Future of Emerging Talent 19 May 2017

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