Presentation deck from CAPP, Cielo and Meet&Engage Breakfast Event on 19th April 2018.

1. The World of GSK
April 2018

2. What’s Happening in Assessment?

3. The Global Assessment Landscape

4. What Were We Trying To Achieve?

5. What Were We Trying To Achieve?

6. What Was The Solution?

7. What Was The Solution?

8. Impact

9. Impact

10. What We Learnt

11. What’s Next?

12. Hidden Talent
Jude Harvey & Andrea Jones
April 2018

13. Lets Discuss
1 Future workforce
2 Returners programme
3 Attraction, recruitment & candidate
experience
4 Success stories
13

14. 6,500 UK employees
26 million customers nationwide
Part of the Telefonica group
You know us as O2

15. Future Workforce
15
The UK workforce is now split almost evenly by gender,
with women making up 47% of all in employment.
Nevertheless women occupy less than 10% of senior
leadership positions across the worlds 2,000 largest
corporations
Age Babies GIG Economy

16. Future Success
• Rather than winning with retention and HR process, this
is more about re-inventing employment.
• We must be able to move decisively and fast establishing
a set of employment anchors that enable clear delivery of
the business strategy
16

17. Female
Talent
70% of
women with
qualifications in
science,
engineering &
technology don’t
work in these
areas
Women
returners continue
to
face the triple
whammy of
unconscious bias:
gender, age and
lack of recent
experience
Time
out of the
workforce could
account for the
fact that women
are less likely to
be in senior
positions.
There is an
untapped pool of
women who are
waiting outside
the school gates
The Leaky Pipeline..
70% of
women fear
taking a
career break

18. Career Returner Programme
• 14 week programme aimed at people who
have been out of the workforce on a
voluntary career break of between 2.5 and
10 years.
• Provided with a period of supported
transition designed to update their skills,
readjust to a corporate environment, build
their professional self-confidence, and offer a
strong possibility of a permanent role at the
end of the programme.
• Get a buddy, a mentor and clear objectives
for the role they are working in
18

19. Attraction channels

20. Candidate Journey
Bespoke process, high touch personalised candidate experience
Simple registration
Self Scheduled
Telephone Interviews –
focus on experience from
career break as well as
previous work
experience
One point of contact
Interactive Assessment
Centre – get ready
workshop, office tour,
Q&A, meet returners,
interview
Flexibility of offer – full or
part time
Keep in touch –
support to get
ready to come
back to work

21. 240
Applications
42
At Assessment
Day
100%
Attendance
20
Recruited
Full or part time
14
Remained in
business

22. Timewise – Power Returners
Let’s hear from them…. https://vimeo.com/228937698/c8aeea7025

23. Nicola Sullivan
Meet and Engage
Kate Llewelyn-Cripps
POD Consulting
THE POWER
OF EMPOWERMENT

25. BELONGING
BEWARE OF AUTOMATION AT THE
EXPENSE OF PERSONALISATION

26. meetandengage.com info@meetandengage.com
The single biggest problem in
communication is the illusion
that it has taken place.
- George Bernard Shaw

27. …connecting
without interacting
is really difficult

30. LIVE STREAMING

31. meetandengage.com info@meetandengage.com
IMPACT THROUGHOUT THE LIFECYCLE

32. meetandengage.com info@meetandengage.com
MAKING COMMUNICATION COUNT

33. meetandengage.com
info@meetandengage.com
@meetandengage+44 (0)20 3384 5058