The document discusses the need for a proactive recruiting model that leverages operational excellence and technology to enhance candidate experience and streamline talent acquisition processes. It emphasizes the importance of a unified platform that integrates various recruitment elements and automates high-quality experiences to build goodwill among candidates and stakeholders. Additionally, it highlights the interconnected factors of talent maturity, including people, process, technology, culture, and governance.

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Building A Proactive
Recruiting Model
Operationalized Best Practice, Optimized Process

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Kyle Lagunas
Director of Strategy at Beamery
@kylelagunas

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Talent Marketing
Bring consumer-grade marketing
capabilities to your talent team
Comply
For the global enterprise,
GDPR is just the beginning
Connect No more data silos, a single connected experience for candidates and recruiters
Talent CRM
A true CRM built on a foundation
of data intelligence
Our Talent Operating System helps enterprises attract, engage and retain
talent on one unified platform, to deliver better talent acquisition outcomes—at scale.
The Beamery Platform

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We’re powering market leaders
#1 US Insurance
Company
#1 Swiss Bank
#1 Social
Network
#1 eCommerce
Company
#1 Beverages
Company

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Agenda
1. Candidate Experience
2. On Being Proactive
3. Operationalizing Best Practices
4. The Path Forward
5. Closing Thoughts

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Agenda 1. Candidate Experience: A Wake-Up Call

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The Candidate Experience
Wake-Up Call
After years of subpar talent experiences, many find themselves haunted by ghosts of
CX past.
CX calls into question many of the talent function’s core competencies.

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1 The Resume Black Hole
3 Lack of Accountability
5
An Obsession with
Efficiency
2Plenty of Fish Myth.
4
Automation Without
Optimization
Digging Deeper into Drivers of Current State
Many Candidate Experience Challenges Correlate with Talent Challenges

9. The Realities of Poor CX: Sub-Par Talent Acquisition
A Very Awkward
Outbound
Inconsistent Quality Undermined
Credibility

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A consistently strong candidate experience is the
foundation of any high-performing talent function.

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That’s because a consistently strong candidate
experience relies entirely on high-performing talent
operations.

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Agenda
1. Candidate Experience: A Wake-Up Call
2. On Being Proactive: Pipedreams & Realities

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The Proactive Pipedream - Wouldn’t It Be Nice...
Engaging talent before
you need it...
Improving hiring
velocity...
Building goodwill with all
your stakeholders...

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Overcoming legacy
behaviors..
The Reactive Reality

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Modernizing outdated
performance metrics...
The Reactive Reality

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Identifying the best places to
start...
The Reactive Reality

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Lasting change is ultimately
reliant on operational
excellence.
The Reactive Reality

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The Ultimate Reality: Today’s Hiring Climate is Too
Competitive to Be Reactive

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Agenda
1. The Candidate Experience Wake-Up Call
2. On Being Proactive; Aspirations & Realities
3. Operationalizing Best Practices: Dimensions of
Talent Maturity

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Recruiting excellence is not borne from identifying
best practice...
It’s but built upon operationalizing best practice.

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Operational excellence and talent maturity are
interconnected - and influenced across multiple
dimensions.

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Dimensions of Talent Maturity
Six Different-But-Dependent Operating Elements Impacting Outcomes
1
People
Empowering in
the trenches,
behind the
scenes, and
everyone
in-between.
Process
Optimized
operations: Best
practices,
forecasts,
budgets, SOPs
and COEs.
2
Insight
What’s working
and what’s not?
Talent metrics
are business
metrics; data
rules supreme.
3
Technology
Systems power
process,
innovation
powers
business
outcomes .
4
Culture
Who we are and
how we work;
What drives
decision-making
and how things
get done.
5
Governance
Operating
environments
and regulatory
bodies -
legislatures and
SOPs.
6

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Dimensions of Talent Maturity
Six Different-But-Dependent Operating Elements Impacting Outcomes
1
People
Empowering in
the trenches,
behind the
scenes, and
everyone
in-between.
Process
Optimized
operations: Best
practices,
forecasts,
budgets, SOPs
and COEs.
2
Insight
What’s working
and what’s not?
Talent metrics
are business
metrics; data
rules supreme.
3
Technology
Systems power
process,
innovation
powers
business
outcomes .
4
Culture
Who we are and
how we work;
What drives
decision-making
and how things
get done.
5
Governance
Operating
environments
and regulatory
bodies -
legislatures and
SOPs.
6

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Talent Maturity: CX in Focus
1. People

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People: Who Is Interacting With Your Candidates?
Direct or Indirect--Each Interaction Matters
Candidate
Brand
Reputation
Advertising & media
News & reviews
Alumni & Advocates
Haters & Trolls
Hiring
Manager:
Reviewing
applicants,
interviewing
candidates, giving
recruiters feedback,
making hiring
decisions,
onboarding new
hires.
Hiring Organization:
Recruiting Coordinators, Interview
Panels, HR Business Partners, IT and
Operations, Reception
Recruiter:
Sourcing candidates,
screening and
interviewing applicants,
giving candidates
feedback, coaching
candidates,
dispositioning
candidate.

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People: Everyone Owns Candidate Experience
Every Moment Matters - As Does Every Interaction
Where are your candidates coming
from?
What information are they getting?
What expectations do they have?
Who are they interacting with?
Who do they trust?
Where can they go when something
goes wrong (or when something’s not
quite right)?

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On Cultivating Proactive Operations
2. Empower People to
Make a Positive Impact
– By Proactively
Managing Expectations
1. Create Accountability
– And Drive it with
Positive Reinforcement

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Talent Maturity: CX in Focus
1. People
2. Process

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Process: A Double-Edged
Sword
Well-Oiled Machine
System Overload
Analysis Paralysis

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Operational Challenges: What’s Your SOPersona?
The Ghost
The interview process
was extensive and
burdensome, but they
ultimately decided not to
move forward.
They didn’t say why.
It was a complete waste
of my time.
The Scatterbrain
I had an appointment, but
when I got there they told
me to fill out a paper
application
I sat for 30 minutes
waiting for the manager
to meet with me.
She made an offer on the
spot, but I don’t think I’ll
take it.
The Norm
After I accepted their
offer, I didn’t hear from
anyone--not the recruiter,
not my manager, not
HR--for weeks.
I showed up on my first
day and had no idea
where to go.
I worry I may have made
a mistake.

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When it Comes to Operationalizing Best Practices,
What’s Holding You Back?
People?
Process?
Something Else?

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Talent Maturity: CX in Focus
1. People
2. Process
3. Technology

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The Talent Tech Stack is Expansive
SOCIAL SOURCING
AI – BASED
ASSESSMENT
VIDEO
INTERVIEWING
LEARNING EXPERIENCE
PLATFORMS
SOCIAL RECOGNITION
ENGAGEMENT
WELLBEING
BEHAVIORAL CHANGE
NEW TALENT
SYSTEMS OF
ENGAGEMENT
Standalone app or
vendor
MOBILE LEARNINGVR BASED LEARNING
BENEFITS
COMPENSATION
LMS
SURVEYS
REWARDS
ATS
TALENT
SYSTEMS OF
RECORD
HCM Platform
Myriad Opportunities to Optimize

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“Today’s talent technologies are so much more than
tools and applications.”
Technology powers modern candidate experiences.

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The Role of Technology: Automating High-Quality Experiences
Technology can support a personalized experience using quality candidate data

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I wasn’t ready to apply for a job, but I wanted to
know more.
I created an account with my LinkedIn profile in
seconds.

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I interviewed for a role, but the ultimately went
with someone else.
They actually kept me in the loop on other
opportunities - and industry events.

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Every Experience Matters - But Rome Wasn’t Built In A Day
High-quality
experiences are the
product of
proactive talent
operations.
Proactive talent
operations are built
on technology-
enabled best
practices.
Operational
excellence requires
continuous
optimization - and
reinvestment.

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Operational Excellence is a Constant
Work in Progress that requires
Continuous Reinvestment

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Agenda
1. The Candidate Experience Wake-Up Call
2. On Being Proactive; Aspirations & Realities
3. Operationalizing Best Practices: Dimensions of
Talent Maturity
4. The Path Forward: A Compelling Case for Change
5. Closing Thoughts

41. Proactive Talent Operations Are Built - Not Borne
Know Your Goals -
Big & Small
Understand Your
Stakeholders
Create a Common
Perspective

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Questions?

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Closing thoughts

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Connect systems
you’re already using
API middleware and 2-way
integrations between the
systems that you’re using
already to have an end-to-end
recruiting workflow.
A true single source of truth
No more data silos. Every
candidate record, every
interaction, every
communication, must live in
one place and searchable by
your whole team.
Improve the
candidate experience
Build a holistic view of your
candidate experience and
manage every interaction from
a single place, from first touch,
to offer acceptance.
Faster user adoption
Solutions must be designed
with a mind for user adoption,
successful implementation,
and shorter training.
Infrastructure Enables Operational Excellence

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Transformation requires support
Managing stakeholders to acquire the right talent
technology
July 17th
Implementation: The Make or Break of your Talent
Acquisition Technology
August 1st
Amanda Dominick,
Head of Legal
Sultan Saidov,
Co-Founder
Debra Squyres, VP
Customer Success
Jack Davies, Chief of
Staff & Operations

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Thank You!
kyle.lagunas@beamery.com
@kylelagunas

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