Talent advisors are decision influencers, not order-takers. Beyond presenting candidates, recruiters and sourcers are now evolving competitive hiring data, talent workflow, compensation analysis, and best practices from world-class organizations. In this session, Jenny DeVaughn will discuss how to evolve your talent acquisition teams to provide proactive consultation to your hiring managers using LinkedIn and other digital tools. Jenny will show you proven ways to drive results through recruitment marketing campaigns and competitive data.

2. Transform Your Talent Acquisition
Team into Talent Advisors
@JennyDeVaughn
Senior Director, Employment Branding and
Sourcing
ADP
#intalent

3. ADP
http://jobs.adp.com

4. “You seek too much
information and not
enough transformation.”
― Shirdi Sai Baba

5. Talent Acquisition Transformation
Simplify Innovate Grow

6. Is Your Company a Talent Factory?
HR Leading Human Capital Management (HCM)
• Accountability for top talent from
Corporate Social Responsibility (CSR)
and Diversity partnerships
• Internal Drive Your Career program
• Business Process Innovation (BPI)
opportunities
• Lower Interview to Hire Ratio
• Improve Candidate Quality
• Increase Response Rate

7. Talent Advisors
Inspiring Innovation
Historical and competitive talent data
• Ideal location(s)
• Salary range
• Diversity
• Lowest cost per hire
Talent pool availability
• Internal
• External

8. Product Management Hiring Initiative
Over 50 critical openings in six locations at three different levels:
• Product Owner
• Senior Product Owner
• Chief Product Owner
• Potential Candidates in the Workforce: 250
• Direct Employers Currently Competing: 69
• Open Jobs Posted by Direct Employers: 132
• Difficulty (Easy=0% and Most Difficult is 100%) 90%

9. ADP’s Cost per Hire for LinkedIn Job Slots
Source: TMP, 2014

10. ADP Global Employer Brand and Marketing
Insightful Expertise
More Needles, Less Haystack
• Customizable Employee Value Proposition (EVP)
• Targeted pay per click advertising and content
• Remove sources of unqualified applicants
• Partner with leaders on hiring events, referral
bonus, and video assets
• Focus on global mobile easy apply

12. If you aim at nothing,
you will hit it every time.
― Zig Ziglar

13. Net Promoter Score (NPS)
Measure Candidate Experience
• Candidates are detractors, passives, or promoters based on their feedback
• Reach out to each type to follow-up
• Feedback used with the hiring manager and the recruiter
• Included in individual performance and quality goals

14. Next Steps
• Collaborate with all internal brand
leaders
• Gather best practices – LinkedIn
blogs, webinars, and content
• Start with a pilot – one hiring
initiative, one location, one business
unit
• Let the data guide you, not your gut
instinct

15. ADP Careers
https://www.linkedin.com/company/adp/careers