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Re-engineering and Accelerating Talent Acquisition | Talent Connect San Francisco 2014

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Learn how leaders from Mazars and Intel and have affected change within their organization to improve talent acquisition's performance and value to their companies.

Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

Published in: Recruiting & HR
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Re-engineering and Accelerating Talent Acquisition | Talent Connect San Francisco 2014

  1. 1. Being an influential outsider Laurent Choain Chief People & Communication Officer Mazars Group #intalent
  2. 2. Chief People & Communication Officer #intalent
  3. 3. One single mission enhance Mazars’ brand and competitiveness through world-class innovative actions in HR. #intalent
  4. 4. #intalent
  5. 5. 28 Average age worldwide
  6. 6. The GenY big shift: stop recruiting people in order to tell them what to do. Recruit them for what they have chosen to do. Charles Handy, LInkedIn’s best secret agent;) – November 2013, Vienna #intalent
  7. 7. Brilliant! Big 4 all belong to the Top 8 most attractive employers in 2013. PSF are 6 in top 17 > this is the most represented industry. #intalent
  8. 8. Rule #1: TA competition must never destroy industry attractiveness. #intalent
  9. 9. Rule #2: Being a disruptive leader is high-maintenance. Being a conventional challenger is stupid. #intalent
  10. 10. Ready to be a bit more CONTROVERSIAL?
  11. 11. Rule #3: When it’s over it’s not over. Pay utmost attention to the first years. #intalent
  12. 12. *New campaign in French speaking countries: * Mazarians, they always need to do things differently! #intalent
  13. 13. Rule #4: When you are a challenger, the (young) people that candidates meet during the recruitment process are your N°1 asset. They are the brand. #intalent
  14. 14. #intalent
  15. 15. Re-engineering and accelerating talent acquisition Shannon D. Smith Director, Global Talent Marketing Intel Corporation #intalent
  16. 16. Intel Corporation The World’s Largest Semiconductor Manufacturer • Leading manufacturer of computer, networking & communications products • $52.7B in annual revenues • 170 sites in 67 countries • Over 107,000 employees • Named one of the top ten most valuable brands in the world by Interbrand • Ranked #42 on Fortune’s World’s Most Admired Companies #intalent 17
  17. 17. Intel’s Mission 18 Utilize the power of Moore’s Law to bring smart, connected devices to every person on earth.
  18. 18. Intel’s Vision: If it is smart and connected, it is best with Intel. 19 Data Center Client Ultra-Mobile Wearables/ Internet of Things #intalent
  19. 19. Intel’s Global Talent Acquisition function 20 • 250 people supporting 67 countries • Average 10-13K new hires per year • Our challenges • Increased competition in talent markets • Recruiting new skills at sr. levels • Move from regional teams to a global organization • Do more with a declining budget • Sense of urgency – Intel is transforming, so should we • All this has resulted in a significant reengineering of our function #intalent
  20. 20. Move to a sales & marketing approach Create and activate an Employer Brand that convinces our current and future talent to bet their careers on Intel 1. Redefine EVP 2. Establish creative platform 3. Activate it #intalent
  21. 21. Redefine our EVP #intalent
  22. 22. VIDEO
  23. 23. Employer Brand Campaign #intalent
  24. 24. Hiring manager portal #intalent
  25. 25. Events matched to critical hiring list Intel Confidential – Do Not Forward Approach • Sr. women networking events (5+) • Events targeted leadership level • Virtual events • Stealth recruiting 1:1 dinners with sr. leaders By the numbers • # of Events in 2014: 46 • Completed to date: 27 • # of leads to date: 5,000+ #intalent
  26. 26. Employee Referral Program Goal: 40%+ of new hires #intalent

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