One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
Our annual European Talent Rising Summit brought together organizations from across Europe for a day of learning and networking. This year's theme was Talent Acquisition in a Diverse and Changing World. It was wonderful to welcome all of our attendees to London for another successful event!
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Overcoming Global Talent Shifts with RPO 3.0 Cielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
This presentation will help you identify and articulate what RPO 3.0 offers for organizations in the Asia Pacific region and how to maximize its potential.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
Our annual European Talent Rising Summit brought together organizations from across Europe for a day of learning and networking. This year's theme was Talent Acquisition in a Diverse and Changing World. It was wonderful to welcome all of our attendees to London for another successful event!
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Overcoming Global Talent Shifts with RPO 3.0 Cielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
This presentation will help you identify and articulate what RPO 3.0 offers for organizations in the Asia Pacific region and how to maximize its potential.
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'Emma Mirrington
Cubiks discuss solutions using client case studies to illustrate how you can attract, engage and match the best talent for your organisation. How you can drive the efficiency and streamline the costs of your recruitment processes whilst engaging candidates through innovative, predictive and data driven solutions
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Talent acquisition professionals consistently rank cost-per-hire as one of the most helpful HR metrics. But most struggle to measure and, more importantly, optimize their learnings to achieve efficiency without sacrificing quality.
Learn the cost-per-hire best practices that will enable your talent acquisition team to drive high-performing, engaged hires for your organization.
Key Takeaways:
-How to properly calculate your cost-per-hire
-Understand the cost-per-hire long-game for hiring success
-Consider cost-per-hire as part of the overall discussion on talent acquisition ROI
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Get Flexible with Your Healthcare Talent StrategyCielo
The challenges facing today’s healthcare organizations – an aging workforce, increased competition from other industries, and emerging specialties that require candidates with higher education and hard-to-find skillsets – require a fresh approach that gives you flexibility. Total Talent Acquisition is the answer. View these slides to learn more about:
-Total Talent Acquisition
-How TTA creates a competitive advantage in the healthcare industry
-The positive impacts this model can have on healthcare organizations
-Steps to take to drive internal momentum with key stakeholders to review and consider a TTA model
Innovations in Workforce Strategy - A Guide to Total Talent Acquisition in Healthcare: https://www.cielotalent.com/insights/innovations-in-workforce-strategy-a-guide-to-total-talent-acquisition-in-healthcare/
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
#FIRMday Manchester 22nd September 2016 - Cubiks: 'The new candidate experience'Emma Mirrington
Feedback and themes emerging from Cubiks’ candidate experience survey were used to inform the design of the new online sifting assessment for Beauty Advisors at Boots,
combining situational judgement questions and personality data. The solution has been developed with the intention of increasing candidates’ perceptions of the relevance and fairness of the assessment, and also enhancing their perceived enjoyment of
the assessment experience. The provisional impact and outcomes of the new candidate experience are presented,
along with candidate feedback perceptions gathered since the
launch.
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'Emma Mirrington
Cubiks discuss solutions using client case studies to illustrate how you can attract, engage and match the best talent for your organisation. How you can drive the efficiency and streamline the costs of your recruitment processes whilst engaging candidates through innovative, predictive and data driven solutions
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Talent acquisition professionals consistently rank cost-per-hire as one of the most helpful HR metrics. But most struggle to measure and, more importantly, optimize their learnings to achieve efficiency without sacrificing quality.
Learn the cost-per-hire best practices that will enable your talent acquisition team to drive high-performing, engaged hires for your organization.
Key Takeaways:
-How to properly calculate your cost-per-hire
-Understand the cost-per-hire long-game for hiring success
-Consider cost-per-hire as part of the overall discussion on talent acquisition ROI
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Get Flexible with Your Healthcare Talent StrategyCielo
The challenges facing today’s healthcare organizations – an aging workforce, increased competition from other industries, and emerging specialties that require candidates with higher education and hard-to-find skillsets – require a fresh approach that gives you flexibility. Total Talent Acquisition is the answer. View these slides to learn more about:
-Total Talent Acquisition
-How TTA creates a competitive advantage in the healthcare industry
-The positive impacts this model can have on healthcare organizations
-Steps to take to drive internal momentum with key stakeholders to review and consider a TTA model
Innovations in Workforce Strategy - A Guide to Total Talent Acquisition in Healthcare: https://www.cielotalent.com/insights/innovations-in-workforce-strategy-a-guide-to-total-talent-acquisition-in-healthcare/
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
#FIRMday Manchester 22nd September 2016 - Cubiks: 'The new candidate experience'Emma Mirrington
Feedback and themes emerging from Cubiks’ candidate experience survey were used to inform the design of the new online sifting assessment for Beauty Advisors at Boots,
combining situational judgement questions and personality data. The solution has been developed with the intention of increasing candidates’ perceptions of the relevance and fairness of the assessment, and also enhancing their perceived enjoyment of
the assessment experience. The provisional impact and outcomes of the new candidate experience are presented,
along with candidate feedback perceptions gathered since the
launch.
TalentView Digital Demo Day: Building Graduate Recruitment Programs That Deli...TalentView
While we also want to thank the audience, let's still keep a standard on the copies for our assets
Need to attract graduate talents but don’t know where to start?
To attract new talents that will suit the job, there are certain factors you should consider like what satisfies them and what kind of working environment they are looking for.
In this 1 hour session, we discussed key strategies and best practices for creating an effective graduate recruitment program that can help you:
1. Understand graduate hires' preferences and priorities
2. Increase engagement with graduate talent
3. Innovate your program to attract and hire the best-in-class talent
Thank you to everyone who attended the Digital Demo Day! We hope that you found these discussion points insightful and useful for your own organizations.
We look forward to hosting more informative events in the future! #TalentViewLearning
For any questions or inquiries, email us at inquiry@talentview.com
Watch the replay recording here: https://www.talentview.com/digital-demo-day-building-a-graduate-recruitment-program-that-delivers/
Building Your Brand Through Experiential Marketing | Talent Connect San Franc...LinkedIn Talent Solutions
Experiential marketing is a form of advertising that helps consumers experience a brand. Learn from PwC how to strengthen your company’s brand as an employer of choice by creating easy to execute experiences and programs that give candidates insight into your organization’s culture.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Transforming Qualifications Through Technology Webinar Kineo
Slides from City & Guilds Kineo's recent webinar highlighting Compass Group, and how they have transformed qualifications and apprenticeship delivery in their business, all while realising cost savings.
LinkedIn Talent Connect Europe 2012: Next Gen Recruiting - Pipelining Talent ...LinkedIn Europe
So you’ve done the work transforming your team from a reactive department to being a proactive business partner, what’s next? Fernando Delgado and Tyler Šiprová talked about identifying critical talent pools, looking at talent flows and implementing a pipelining strategy that puts you truly ahead of the game and leading your business in today’s talent economy.
Who are Huxley Technology Innovation and what do we do?
Development for Mobile, Web and IOT applications is at the forefront of Technology. We support cutting edge businesses to increase there presence by providing multi skilled technical developers and engineers to add value within the bespoke needs of our clients in the commercial sector.
A brand is not a product or a promise or a feeling. It's the sum of all the experiences you have with a company and most crucially of all, what differentiates that company from the rest.
To stand out from the crowd is challenging for any recruitment business and it depends very heavily on the people you employ, the training and development they receive, and the leadership from the directors and managers.
How to increase your talent pool using skills-based workforce planningCielo
Whilst most organisations aren’t currently embarking on skills-based workforce planning, many have discovered that it is a future proof answer to talent shortages and are at the start of this journey. Our expert panel of talent acquisition leaders discuss what TA challenges organisations are facing and outline tactical solutions that are being planned for and implemented that will provide practical takeaways to help you as a TA/HR leader to start your own journey.
In this webinar, our TA experts – Sally Hunter, Madeleine Lüdemann and Hannah Bunt – discuss:
* Market trends that have changed the status quo,
* Why skills-based workforce planning can be a future-proof answer to talent shortages,
* How you can embark on designing a skills-based workforce planning strategy.
Watch this webinar replay to hear from these talent acquisition experts and understand how you can ensure your organisation’s TA strategy is achieving your business goals – now and in the future.
Supply & Demand in the U.S. Talent Market - And What You Can Do About ItCielo
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many organizations. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to business success.
View these slides to learn about:
-Tips to tailor your employee value proposition to match current candidate expectations
-Ways to differentiate your job listings & recruitment marketing to attract interest
-Examples from leading organizations with proven tactics you can implement now
Technology moves quickly. Investing in a flexible, future-forward TA tech infrastructure that allows for easy integrations and scalability is crucial for your organization’s success down the line. Now is the time to reevaluate if your technology is working for you.
View these slides to learn more about:
-Market trends that have changed the status quo
-The current state of tech-enabled TA delivery and the leading models
-Techniques for assessing process & technology gaps to identify the right solutions
-How to build the business case for change and investment
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The KSA talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for KSA-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the KSA region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Being clear, decisive and resilient are keys to success in today’s executive talent markets. Join us as we talk through steps to strengthen and stabilize your strategies moving forward.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Think Again: Changing Your Perspective on Today’s Talent MarketCielo
The pandemic, massive unemployment, unprecedented federal action and a new low-touch economy have forced the talent acquisition world to evolve at record speed. For talent acquisition leaders looking to create near-term plans while also preparing for the future, a deeper understanding of the hiring environment can help you manage risk and emerge stronger.
In this webinar, Greg Summers, Cielo President – North America, will lead a panel of experts to share insights and practical recommendations for how TA leaders can navigate four unique realities facing their hiring managers and organizations as they look to recover.
We will explore:
• Managing the pent-up attrition that could impact your workforce when uncertainty lessens
• Why high unemployment – and more talent in the market – doesn’t mean easier and cheaper recruiting
• How proactive communication to candidates about work flexibility, health and safety strengthens your employer brand
• Accelerating your Diversity & Inclusion actions and making racial justice a core promise in your EVP
Staying on top of changes in today’s talent market is more important than ever. Join us as we discuss what’s most important to act on now – and how to plan for what’s next.
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
Managing Your Employer Brand During the PandemicCielo
As the digital landscape evolves in response to COVID-19, it’s important for you to pivot employer brand communications to align with the fast-changing needs of your audience. From social media and advertising to career websites and email, how job seekers engage with content is shifting.
View these slides to learn more about:
-Shifts in job-seeker behavior right now and strategies for employers to connect
-How to update your messaging to be useful, relevant and aligned with your hiring needs
-Examples from talent teams of how they’re adapting employer brand and career websites to reflect the changing market during COVID-19
The global crisis related to COVID-19 is forcing businesses worldwide to adjust and adapt. Each organization is taking actions to stay productive while properly responding to the health needs of candidates, employees and customers. With the situation rapidly evolving, we’ve collected input from Cielo client leaders on what they're doing to guide their teams and organizations through this crisis.
View these slides to learn more about:
-Actions you can take today to adapt your recruitment process, as well as keep employees engaged and manage business operations
-Examples from leading talent teams of how they’re approaching operations during COVID-19
-Insights on useful tech solutions and additional external resources to leverage for more information
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
Talent Leaders & Hiring Managers: How to Win Over Your Most Critical Stakehol...Cielo
As a talent leader, it’s essential for you to form a strong alliance with your hiring managers. Otherwise, the only thing your talent acquisition team will experience is a slow, misaligned process that is bad for your internal stakeholders and worse for your candidates.
Involving hiring managers early in the process can ensure that your most critical stakeholders are also your most effective and enthusiastic recruitment partners.
View these slides to learn more about:
-Understanding the positive business impact of alignment among recruiters and hiring managers
-Learning important steps to implement at each stage in the hiring process
-Building a system for measuring and reporting program improvements
Change Management: Going from Roadblocks to ResultsCielo
Change will come to your team or organization whether you’re ready for it or not. Making sure you are prepared to handle technology implementations for Workday, ATS, or CRMs, changes in process (e.g., how you do assessments), a merger/acquisition, new organizational leadership, or other disruptive situations is essential to keeping everyone moving forward together to reach your goals.
View these slides to learn more about:
-Effective and efficient tools to enable change and make change stay
-Which critical points you need to monitor, and how often
-Strategies of talent acquisition teams who successfully handle change management
Talent Acquisition 360: Research Insights for Today's Talent Leaders (APAC)Cielo
Cielo talent leaders who live and work in Asia Pacific review key insights from the Talent Acquisition 360 report as well as learnings from events and discussions with TA leaders in the region and around the world, including:
•Everyone considers candidate experience a priority, but candidates aren’t feeling it
•Quality of hire is the gold standard metric
•Implementing World-Class Technology is not a priority for TA
Candidate Experience: Fake News or Silver Bullet? Cielo
Andy Curlewis and Marco Abato are joined by renowned tech advisor Matt Ballantine to explore how to better align candidate experience with business strategies. View these slides to learn more about:
How to align candidate experience with business strategies
Incorporate aspects of consumer-experience programs
Use data to personalize interactions with candidates
1. Designing the candidate experience and leveraging
employer brand for direct sourcing success
EXTENDING YOUR REACH INTO THE TALENT MARKET
2. 1WE BECOME YOU™
WELCOME & INTRODUCTIONS
Dawn Hollingworth
Strategy Director
Employer Brand Practice
Cielo
3. 2WE BECOME YOU™
CONTENT
Introductions - Business
Programme in Focus
Talent in Focus
Combining Strengths
Solution Framework
Reach, Reputation and Experience
Outcome: New Candidate Journey
4. 3WE BECOME YOU™
CONTENT
KPMG’s EVP and ‘Our Deal’
Our Changing World
Student Recruitment
Experienced Hire Recruitment
Leveraging Digital Channels and Assets
Summary and Success Tips
Q&A
5. 4WE BECOME YOU™
INTRODUCING CIELO
91
COUNTRIES
130+
CLIENTS
GLOBALLY
151k
HIRES A YEAR
33
LANGUAGES
SPOKEN
95%
DIRECTLY
SOURCED
Global Leader
RPO Peak Matrix
2016, 2015, 2014
Leader
RPO NEAT Assessment
2016, 2015, 2014
Global Leader
Breadth of Service
Quality of Service
Relationship of the Year
Europe: 2016 - 2013
North America: 2016 - 2012
6. KPMG in the UK
• One of the largest member firms of KPMG’s global network
• Provides Audit, Tax and Advisory services
• 617 Partners and 11,652 outstanding professionals
• 2014 £383m Profit before tax and members’ profit shares
(Revenue £1,958m)
• Leadership transition
Our vision is to be the clear choice in professional services in the UK
– for our clients, for our people and for the communities we work in.
We will achieve our strategy and our growth ambitions with passion
and purpose; working shoulder-to-shoulder with you, integrating
innovative approaches and deep expertise to deliver real results. This
7. 6WE BECOME YOU™
PROGRAMME IN FOCUS
Pilot Programme with an RPO
• Target talent - primarily newly qualified accountants
• Direct sourcing solution
• Support 400 - 500 hires a year
• Reduce agency spend
• Improve candidate experience
• Improve time to hire and quality of hire
• Maximise diversity
• “Always on” approach
• Positively represent the KPMG brand
• Bring a fresh perspective, innovation & technology insights
• Create a best-in-class, cost effective model
Goals:
Direct sourcing in Y1
Direct sourcing by Y3
65%
85%
8. 7WE BECOME YOU™
TALENT IN FOCUS
In demand
Mobile
Move quickly for salary or seniority
increase
Industry-agnostic
80% of mid-tier firm NQA want industry.
Not Big Four
Targeted by recruitment agencies
Savvy and sophisticated
9. 8WE BECOME YOU™
75%
REACH
Understanding of
and access to
relevant talent
market
REPUTATION
An inspiring
reputation and
clear
communication of
“WIFM”
EXPERIENCE
Consumer-grade
experience to
convert
candidates to new
joiners
TALENT MAGNETISM
Sustainable
acquisition,
retention and
activation of the
right talent
+ + =
of global Talent Acquisition leaders say EMPLOYER BRAND
has a SIGNIFICANT IMPACT on their ability to hire great talent.
SOLUTION FRAMEWORK
10. 9WE BECOME YOU™
REACH
• Talent Mapping: Detailed market intelligence generated by
dedicated research team
• Talent Attraction: Direct outreach + job media: LinkedIn, Reed,
ICAEW, e-FinancialCareers
• Talent Pooling: Qualified leads entered into CRM programme to
receive regular communication
11. 10WE BECOME YOU™
REPUTATION
Challenges:
• How do we shift perceptions of the Big Four?
• What’s known about KPMG’s reputation?
• What are candidates’ influencers / drivers?
• How do we make a compelling case for KPMG?
Tactics:
• Leverage employer brand assets
• Re-purpose content for specific talent segment
• Structured communications programme - bust myths, promote EVP
and take candidates through AIDA journey
12. 11WE BECOME YOU™
CREATING AN INCLUSIVE ENVIRONMENT WHERE ALL TALENT CAN THRIVE
Creation of detailed candidate
profiles to:
• Hone our sourcing approach
• Identify ways to continually
optimise the candidate journey
EXPERIENCE: THE NEW CANDIDATE JOURNEY
AWARENESS INVESTIGATION APPLICATION
13. 12WE BECOME YOU™
A snapshot of Preeti’s journey
AWARENESS
As a qualified lead, Preeti receives a
personalised email with targeted
messaging
On the go, she clicks on to the
message from her mobile. Too busy
to respond now but it strikes a chord
A second email a few weeks later
encourages her to think about KPMG in
a new light
Later that day she drops a line to
the recruiter… curious to know
more
Keeping in touch . . . Preeti receives relevant content and updates on a
regular basis
The next day, a dedicated recruiter gets in touch by email.
They agree a date to review Preeti’s situation and discuss KPMG
opportunities
Great to connect with you Preeti,
I’m Gisela, a senior recruiter at KPMG.
Welcome to the Smart Network.
IDENTIFICATION
A consistent, high-touch service from KPMG Brand Ambassadors
NEW CANDIDATE EXPERIENCE
14. 13WE BECOME YOU™
A snapshot of Preeti’s journey
APPLICATION
On the agreed date, Gisela calls Preeti to discuss opportunities. Following a
review of a detailed JD, Preeti decides to apply and asks to be put forward for
assessment
Gisela helps Preeti prepare for the test,
including sending relevant supporting
materials
Preeti is shortlisted for interview
A smooth and supported interview process. Preeti
receives an interview guide, ongoing support from
Gisela, plus more relevant content about culture and
values
INTERVIEWAND
OFFER
Clearly defined handover points to ensure a smooth,
efficient process for all parties
NEW CANDIDATE EXPERIENCE
Have you
considered…
Preeti is offered the role, accepts and enters the
onboarding process
16. Our Deal
Our Deal sets out what the experience of working at KPMG offers colleagues – and what we
expect in return. It outlines the way we work and identifies five key areas of our colleague
experience that make us extraordinary.
When we’re at our best, it’s clear:
— We are proud of our firm, our people and our purpose
— We embrace opportunities
— We develop every day
— We recognise and reward hard work
— We are trusted role models
17. The
workfo
rce is
changi
ng…
1 million
Increase in female
labour force
1 in 2
Millennials
Gen Z?
1 in 2
Women with
degrees
>5
million
baby boomers
5
generati
1 in 3
Ethnic minorities
by 2050
Circa 3m
Europeans in the UK
18. Student Recruitment
Graduates
— Approximately 1100 graduate and intern vacancies per annum
— Approximately 30 programmes across 20 UK office locations
— New in 2016: Launch Pad – KPMG’s radical approach streamlining the
recruitment process, innovating the assessment day and all successful
candidates receive a job offer in 48 hours.
— New first Year Insight Programmes
- 2016 Women in Tech Programme first Year Insight
- 2017 Women in Deal Advisory
— Sixth Times Top 100 Graduate Employer 2016
School-leavers
— Approximately 200 vacancies in 2017
— Two programmes – KPMG360° and Audit School Leaver Programme
— Times Elite – Sixth largest employer of Apprenticeships
19. Experienced Hire
Recruitment
612
955
602
344
120
0
500
1000
1500
E D C B A
Volume hires
by grade
Career path
— 2,613 vacancies in 2016
— 20 UK offices locations
— Audit, Tax and Advisory – niche,
specialist roles
— High reliance on agencies
— New 2016 Women Returner
Programme
— New 2016 Flexible Working
Programme
20. Direct sourcing
transformationHow?
— ATS review
— CRM implementation (Avature)
— In-house Direct Sourcing Team (Cielo)
— Supplier management review
— Employer Brand Direct Sourcing Toolkit
- new messaging framework and imagery
- people stories for social/digital comms
- refresh of careers website
- recruiter training
— Measure and review – performance and candidate
experience
— Training and development
Why?
— Improved efficiency – cost, agility, cost
— Improved experience - candidate and internal
stakeholder
— Improved time to hire and quality of hire
— Maximise Inclusion & Diversity
— Positively represents Employer Brand in the
marketplace
— Enables recruiters to have more focus on strategic
recruitment
Inclusion and diversity
22. We are investing in a refresh of our Experienced Hire pages
on the careers website, importantly:
• Improved Jobs Search Functionality
• Improved Site Navigation
• Improved Candidate Experience
• Show-casing new imagery and video
• Refreshed Talent Community to align to the new CRM
• Our People showcased to bring Our Deal to life
Kpmgcareers.co.uk - refresh
Mobile remains top
priority and the
above applies.
23. Digital media / leveraging
networksSocial Media
— Refresh of content company pages
— Campaign PPC to build profile with underrepresented groups
— Instagram for E&D Grades
— Identification of KPMG key influencers
— Leveraging KPMG employee networks and communities
Content Marketing
— Toolkit development of branded KPMG people stories
— Content calendar – news, articles, thought-leadership materials
— Marketing templates – HTML emails, referrals, digital banners
Networking channels and CV databases
— Jobs-boards optimised - LinkedIn, Changeboard, Timewise etc.
Training and Development for Recruiters
25. Avature CRM
implementation All operational
recruiters have
CRM access
New Talent
Community
strategy improves
pipeline capability
Toolkit of branded
candidate comms
developed
26. 25WE BECOME YOU™
• Put the candidate at the heart of everything you do
• Segment your messaging
• Bring your EVP to life through authentic storytelling
• If you commit to D&I, really commit to it
• True transformation requires a multi-faceted approach… and the
right partner or partners.
KEY TAKE-OUTS