Talent – should you buy or build? The answer to the question will vary according to the nature of the role, the time-scales involved, and the precise nature of the need. In many instances, organizations will be hiring to fill some positions, while simultaneously developing to fill others. The key is to make the right decision in each instance. In this presentation Brandon Hall’s VP and principal analyst Mollie Lombardi will focus her considerable thinking power on this crucial issue.

1. Buy or Build:
Finding Great Talent

2. Learning & DevelopmentLearning & Development
Talent ManagementTalent Management
Leadership DevelopmentLeadership Development
Talent AcquisitionTalent Acquisition
Workforce Management
RESEARCH PRACTICES
©2015 Brandon Hall Group, Inc. 2

3. Now entering its 21st year, the Brandon Hall Group HCM Excellence Awards Program is
the most prestigious awards program in the industry. Often times called the “Academy
Awards” by Learning, Talent and Business Executives,
the program was one of the first of its kind in the learning industry.
The awards program attracts entrants from leading organizations around the world
with entries in each of the following areas:
For more information about the categories, judging criteria and how to apply,
please visit our website: http://go.brandonhall.com/Excellence_Awards_Home
You can also contact us at: awards@brandonhall.com
or call Rachel Cooke at (954) 732-9076
Excellence in Technology Awards Opening: June 2, 2015
©2015 Brandon Hall Group, Inc. 3

4. Type in your question here
Have questions after the session?
Email: success@brandonhall.com
Website: www.brandonhall.com
Phone: (561) 306-3576
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PLAYBACK AND SLIDES WILL BE SENT OUT AFTER THE WEBINAR
PRESENTATION IS BEING RECORDED
PLAYBACK AND SLIDES WILL BE SENT OUT AFTER THE WEBINAR
How to Ask Questions and Make
Comments
We’re social!
@BrandonHallGrp
©2015 Brandon Hall Group, Inc. 4

5. Webinar Series:
Unleashing your HCM Potential
• April 28, 2015 – Buy or Build: Finding
Great Talent
• June 23, 2015 – Develop, Engage and
Retain Your Top Talent
• September 29, 2015 – Analytics for the
C-Suite and Every Day
• November 10, 2015 – Today's HR:
Modern to the Core
©2015 Brandon Hall Group, Inc. 5

6. Our Speaker
Mollie Lombardi
VP and Principal Analyst, Workforce Management
Brandon Hall Group
@mollielombardi
©2015 Brandon Hall Group, Inc. 6

7. Our Agenda
• One Question,
Two Answers
• Defining
Success
• Data Driven
Decisions
©2015 Brandon Hall Group, Inc. 7

8. One Question, Two Answers
©2015 Brandon Hall Group, Inc. 8

9. Where Does Talent Come From?
©2015 Brandon Hall Group, Inc. 9

10. ©2015 Brandon Hall Group, Inc. 10

11. Questions to Consider
• Strategic importance
• Size
• Standing
• Speed
• Spending
©2015 Brandon Hall Group, Inc. 11

12. Buy
Source: Brandon Hall Group, Talent Acquisition Framework 2015
54% of respondents rate their talent
acquisition efforts only moderately effective
©2015 Brandon Hall Group, Inc. 12

13. Talent Acquisition Activities Rated a
Priority
Source: Brandon Hall Group, HCM Outlook 2015
82%
79% 78%
69%
0%
25%
50%
75%
100%
Improving quality
of hire
Attracting more
talent
Strengthening
employer brand
Improving
candidate
experience
©2015 Brandon Hall Group, Inc. 13

14. Improve Quality of Hire
Source: Brandon Hall Group, Talent Assessments Study 2014
4.2%
-1.0%
3.2% 3.2%
-2%
-1%
0%
1%
2%
3%
4%
5%
Improvement in quality of hire Change in voluntary turnover
Using pre-hire assessments Not using assessments
©2015 Brandon Hall Group, Inc. 14

15. Attract More Talent
Goals for Social Talent Acquisition
60%
42% 40%
0%
25%
50%
75%
Attracting more talent Gaining exposure for
open jobs
Strengthening employer
brand
Source: Brandon Hall Group, Social Talent Acquisition 2014
©2015 Brandon Hall Group, Inc. 15

16. Strengthen Employer Brand
• 30% of organizations that prioritize employer
brand rated their overall talent acquisition efforts
as highly effective (versus 12% of those that
don’t).
• 45% of organizations that prioritize employer
brand have at least a high-level talent acquisition
strategy in place (versus 24% of those that don’t).
• 30% of organizations that prioritize employer
brand saw increases in employee engagement
(versus 22% of those that don’t).
Source: Brandon Hall Group, Talent Acquisition 2014
©2015 Brandon Hall Group, Inc. 16

17. Improve Candidate Experience
50%
23%
17%
10%
0%
20%
40%
60%
Candidate
experience isn't
measured
Candidates who
complete the
application are
polled
Only new hires are
polled
Candidates are
polled after initial
screening
Source: Brandon Hall Group, Talent Acquisition 2014
©2015 Brandon Hall Group, Inc. 17

18. Employee Value Proposition
©2015 Brandon Hall Group, Inc. 18

19. Build
87% of respondents cite learning &
development as a critical business priority
Source: Brandon Hall Group, HCM Outlook 2015
©2015 Brandon Hall Group, Inc. 19

20. The Leadership Gaps Are Real
Source: Brandon Hall Group, Leadership Development 2015 – EARLY FINDINGS
Lessthan 10%
25%
10%to 24%
19%
25%to 50%
15%
More than 50%
30%
Don’t know
11%
Critical positions with at least one ready & willing successor
©2015 Brandon Hall Group, Inc. 20

21. Development Approaches Rated Most
Effective
• Experiential/on-the-job training
• Classroom training
• Coaching
• Participation in Cross Functional Teams
Source: Brandon Hall Group, Leadership Development 2015 – EARLY FINDINGS
©2015 Brandon Hall Group, Inc. 21

22. Experiential/OTJ –
Formalized
• Support Collaboration
– 25% of organizations cite improving
communication and knowledge sharing as a top
priority
• Provide Stretch Opportunities
– And Support with clear goals
• Establish a clear process
– Great experiences don’t just happen
©2015 Brandon Hall Group, Inc. 22

23. Classroom Training –
Still King
Source: Brandon Hall Group, Learning and Development Study 2014
Learning Methodologies
©2015 Brandon Hall Group, Inc. 23

24. Coaching –
Upskill Your Leaders
49%
36%
33%
0%
20%
40%
60%
Managers reward and
recognize exemplary
behavior and
performance
Managers provide
regular,timely, and
informal feedback
Managers are highly
skilled performance
coaches
Source: Brandon Hall Group, Talent Management Study 2014
©2015 Brandon Hall Group, Inc. 24

25. Cross-Functional Teams –
Supported with Technology
72%
60%
63%
58%
40%
47%
0%
20%
40%
60%
80%
Revenue increase in last
fiscal year
Key performance
indicators are on track
Engagement scoreshave
maintained or improved
Using social collaboration tools No social collaboration tools
Source: Brandon Hall Group, Learning and Development 2014
©2015 Brandon Hall Group, Inc. 25

26. Defining Success
©2015 Brandon Hall Group, Inc. 26

27. Defining Success
• Organizations experiencing the greatest
reduction in turnover were 54% more likely to
have defined success profiles for all roles
within the organization
©2015 Brandon Hall Group, Inc. 27

28. ©2015 Brandon Hall Group, Inc. 28

29. What’s Right?
©2015 Brandon Hall Group, Inc. 29

30. A Language for Talent
©2015 Brandon Hall Group, Inc. 30

31. Defining Success Leads to More of It
44%
60%
50%
0%
25%
50%
75%
We have defined success profilesfor all roleswithin the organization
All Respondents
Above Average Reduction in Turnover
Above Average Revenue Increase
Source: Brandon Hall Group, Talent Assessments Study 2014
©2015 Brandon Hall Group, Inc. 31

32. Data Driven Decisions
©2015 Brandon Hall Group, Inc. 32

33. It’s All Connected
©2015 Brandon Hall Group, Inc. 33

34. Impact of Workforce and Business
Planning Integration
Source: Brandon Hall Group, Workforce Management 2014
5.0%
2.5%
3.1%
1.1%
0%
2%
4%
6%
Change in revenue Change in customer satisfaction
Strong workforce and business planning integration Poor or no integration
©2015 Brandon Hall Group, Inc. 34

35. Assessments
• Organizational buy in for assessments
continues to rise, but there is a growing focus
on giving something back to the candidate or
employee – what’s in it for them?
• This is part of a larger trend of employee
empowerment through technology surfacing
data and insights, allowing them to influence
their schedules, their development, their
career path and more
©2015 Brandon Hall Group, Inc. 35

36. The Value of Strategic Alignment
3.0%
1.3%
2.1%
2.9%
-1.1%
4.4%
4.8%
5.8%
-2%
-1%
0%
1%
2%
3%
4%
5%
6%
7%
Change in
voluntary turnover
Improvement in
customer retention
Improvement in
quality of hire
Increase in
revenue
HR and Business Do Not Collaborate on Assessment Strategy
HR and Business Collaborate on Assessment Strategy
Source: Brandon Hall Group, Talent Assessments Study 2014
©2015 Brandon Hall Group, Inc. 36

37. Assessment Partners
• When selecting an
assessment, organizations
need to ask three key
questions
– What’s the user experience,
for candidates/employees and
managers?
– Does it drive action?
– Does it move the dial?
©2015 Brandon Hall Group, Inc. 37

38. Through the Business Lens
©2015 Brandon Hall Group, Inc. 38

39. Data
Analytics Insight
©2015 Brandon Hall Group, Inc. 39

40. The Evolution of Analytics
Data Analytics Predictive Prescriptive
What is What it means What may be What to do
©2015 Brandon Hall Group, Inc. 40

41. Key Takeaways
• Start with the Business
• Gain organizational buy-in
• Differentiate your strategy for critical roles
• Define what success looks like
• Enable data driven decisions
©2015 Brandon Hall Group, Inc. 41

42. Webinar Series:
Unleashing your HCM Potential
• April 28, 2015 – Buy or Build: Finding
Great Talent
• June 23, 2015 – Develop, Engage and
Retain Your Top Talent
• September 29, 2015 – Analytics for the
C-Suite and Every Day
• November 10, 2015 – Today's HR:
Modern to the Core
©2015 Brandon Hall Group, Inc. 42

43. Questions?

44. Thank You
Mollie Lombardi
VP and Principal Analyst, Workforce Management
mollie.lombardi@brandonhall.com
@mollielombardi