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.
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.
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.
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.
Balancing a High-Tech & High-Touch Candidate Experience Cielo
Help your organization attract quality talent by building a candidate experience that incorporates the perfect balance between technology and human interaction. Learn the tactics you can deploy to transform your approach to engaging candidates throughout every step of the hiring process.
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!
This webinar delves deep into three different talent acquisition models – Enterprise Recruitment Process Outsourcing (RPO), Hybrid RPO and In-house Recruitment – to describe the experiences of working with either an RPO partner or an in-house team.
Turn Your Hiring Manager from Roadblock to Raving FanCielo
Only 18% of hiring managers rate their talent acquisition teams as effective in meeting their needs. That is an 82% dissatisfaction rate from recruitment’s most critical stakeholders! Learn the proven tactics to implement across the hiring process that will significantly increase hiring manager alignment and satisfaction.
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.
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.
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.
Balancing a High-Tech & High-Touch Candidate Experience Cielo
Help your organization attract quality talent by building a candidate experience that incorporates the perfect balance between technology and human interaction. Learn the tactics you can deploy to transform your approach to engaging candidates throughout every step of the hiring process.
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!
This webinar delves deep into three different talent acquisition models – Enterprise Recruitment Process Outsourcing (RPO), Hybrid RPO and In-house Recruitment – to describe the experiences of working with either an RPO partner or an in-house team.
Turn Your Hiring Manager from Roadblock to Raving FanCielo
Only 18% of hiring managers rate their talent acquisition teams as effective in meeting their needs. That is an 82% dissatisfaction rate from recruitment’s most critical stakeholders! Learn the proven tactics to implement across the hiring process that will significantly increase hiring manager alignment and satisfaction.
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.
According to Everest Group research, 70% of RPO deals will face renewal in the next three years. Are you one of them? Or, are you considering RPO for the first time and want to learn from the successes of others? Download to hear real-life transition anecdotes, examples and advice from industry veterans.
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.
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.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Cielo's 2016 Talent Rising Summit - Innovating Talent Acquisition in a World ...Cielo
The world continues to change at a rapid pace, with industry after industry being disrupted by technological advancement. But something different is happening from a human capital perspective.
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!
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.
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/
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.
Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisi...Cielo
If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.
#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
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
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.
Cielo's 2016 Talent Rising Summit - Reimagining the Future of WorkCielo
John Boudreau, Professor and Research Director, University of Southern California, shares what talent acquisition leaders can do to maximize their internal talent and great creative when it comes to partnering and acquiring new talent.
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
Talent Acquisition 360: Aligning Talent Practices with Business PerformanceCielo
Cielo recently commissioned a survey of nearly 700 hiring organizations across North America, Western Europe, Asia Pacific and the Middle East. The goal was to establish an effectiveness gap that reveals the importance of select talent functions for the surveyed C-level Executives, Business Unit Leaders and HR/Talent Leaders, versus their team’s performance. The survey succeeded at quantifying this gap – with some surprising twists.
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.
According to Everest Group research, 70% of RPO deals will face renewal in the next three years. Are you one of them? Or, are you considering RPO for the first time and want to learn from the successes of others? Download to hear real-life transition anecdotes, examples and advice from industry veterans.
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.
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.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
Cielo's 2016 Talent Rising Summit - Innovating Talent Acquisition in a World ...Cielo
The world continues to change at a rapid pace, with industry after industry being disrupted by technological advancement. But something different is happening from a human capital perspective.
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!
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.
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/
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.
Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisi...Cielo
If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.
#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
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
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.
Cielo's 2016 Talent Rising Summit - Reimagining the Future of WorkCielo
John Boudreau, Professor and Research Director, University of Southern California, shares what talent acquisition leaders can do to maximize their internal talent and great creative when it comes to partnering and acquiring new talent.
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
Talent Acquisition 360: Aligning Talent Practices with Business PerformanceCielo
Cielo recently commissioned a survey of nearly 700 hiring organizations across North America, Western Europe, Asia Pacific and the Middle East. The goal was to establish an effectiveness gap that reveals the importance of select talent functions for the surveyed C-level Executives, Business Unit Leaders and HR/Talent Leaders, versus their team’s performance. The survey succeeded at quantifying this gap – with some surprising twists.
This is the presentation I gave at ERE 2012 in Florida. I focus on the business case and for TA/HR Leaders to use metrics and develop the right business case to determine if RPO is the right solution for them. I'm agnostic in my presentation
Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
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Tweet with us: http://bit.ly/HireOnLinkedIn
#FIRMday Birmingham 19th June 2019 - Jobtrain: Birmingham Hippodrome with Job...Emma Mirrington
Birmingham Hippodrome is the UK’s most popular single auditorium theatre welcoming, on average, over 500,000 visitors every year. They have three core brand values throughout the organisation:
1. Everyone’s welcome
2. Nothing but the best
3. Do it with flair
In this session Giles Heckstall-Smith, Director of Strategic Development & Scott Whitehouse, Business Systems Project Manager will explore how Birmingham Hippodrome worked with Jobtrain to deliver a talent acquisition platform to better reflect these values in their hiring experience and…
1. Transform the candidate experience
2. Set the stage for hiring managers
3. Place the spotlight on insight with meaningful reporting
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
Workforce Engagement Management Masterclass: How AI Can HelpAggregage
Workforce Engagement Management has many “moving parts” including onboarding, forecasting, Quality Management, employee recognition, coaching and more. Contact Center managers spend a great deal of their time performing tasks related to engagement, and often don’t have the requisite time to properly prioritize and monitor progress. In addition, the complexity of the work performed in the Contact Center has increased, as customer contacts span many channels. This complexity is currently at a stage where emerging technologies such as AI and Machine Learning can have substantial impact and real ROI.
This presentation from Lulit Tesfaye covers the business case for knowledge and information management. It offers business cases and discussions of hard Return on Investment (ROI) for KM efforts.
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
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
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
Talent Acquisition 360: Research Insights for Today's Talent Leaders (APAC)
Measuring the ROI on Candidate Experience
1. MEASURING ROI ON
CANDIDATE EXPERIENCE
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.
2. 1WE BECOME YOU™
TODAY’S PRESENTERS
Sally Hunter
Senior Vice President, Cielo
sally.hunter@cielotalent.com
Dawn Hollingworth
Strategy Director – Brand,
Communications and Engagement, Cielo
dawn.hollingworth@cielotalent.com
3. 2WE BECOME YOU™
Total Talent Management
The gig economy
Consumer-led expectations
WHY ARE WE TALKING ABOUT THIS?
4. 3WE BECOME YOU™
Achieving sustainable talent drives business performance
THE BUSINESS CASE FOR INVESTING IN CANDI-X
90% of your business is in people
69%
of job-seekers say they are more likely to buy from
a company who treated them with respect during
the application process.
43%
Of CEOs state they would make
changes around building a pipeline of
leaders for tomorrow
5. 4WE BECOME YOU™
The increase in compensation
needed to attract candidates
THE BUSINESS CASE FOR INVESTING IN CANDI-X
11%
Who feel your EVP is attractive
enough is…
21%
Who feel your ENP is
unattractive is…
The cost of replacing your people:
7. 7WE BECOME YOU™
SURVEY HIGHLIGHTS
91%believe candidate
experience impacts
quality of hire 42%don’t evaluate
candidate experience
72.3%believe mapping their candidate journey has
improved their quality of hire
53% of the above respondents have no
evidence to support their belief
27% of respondents are ‘not sure’
if mapping has been beneficial
86%of respondents who
evaluate candidate
experience do so
in-house
Approaches range
from ‘very robust’
(19%)
to ongoing
(53%)
and ad-hoc
(25%)
34%
ranked interview as the most important
evaluation priority followed by the
application process, awareness-raising
with candidates, pre-boarding/keeping
in touch, recruiter efficiency, the offer,
and supporting candidate
investigations
20%
of respondents are more likely
to act on qualitative data than
quantitative. Only 3% are more likely
to act on quantitative
77%
believe qualitative and quantitative
data to be of
equal value
Stated priorities for improving candidate experience
revolve around improving communication and
responsiveness during the recruitment process and
include enhancing initial application procedures
plus showcasing workplaces to candidates in an
holistic way, rather than focusing purely on roles,
pay and benefit
9. 9WE BECOME YOU™
MEASURES THAT MATTER
• Faster time-to-hire
• Faster time-to-productivity
• Increase in number of quality
applications
• Decrease in number of
non-viable applications
(improved self selection / de-selection)
• Reduced attrition
• Reductions in media spend
• Reductions in agency usage
10. 10WE BECOME YOU™
TECHNOLOGY AND ENABLING ROI
Hallmarks of leading-edge platforms:
• Data-driven planning and decision-
making
• Automation and efficiency
• Personalisation and consumer-grade
experiences
• User-friendly dashboards
= saves money, saves time, improves
candidate experience = more streamlined
and effective hiring
12. 12WE BECOME YOU™
SAMPLE PLATFORMS
• Phenom People – Talent Relationship Marketing - consumer-grade candidate
experience, website and content creation, smart data-driven strategies, user-friendly
dashboards and design.
• SoAmpli – amplify your messages through your employees’ social media networks.
Content management and enablement platform. Hand-holding set-up and support.
• Lifeguides – Employee to candidate marketing. Widget for careers site that features
‘coffee chat’ style content for team/group roles.
• The Muse – ‘destination knowledge site’ for job-seekers with masses of guidance,
tips, articles and support… plus carefully created and curated employer profiles.
Good way of expanding reach.
• Papirfly – Employer brand portal – ‘Amazingly simple’ way of achieving brand
consistency by providing templates to recruiters. Save money, avoid duplication of
efforts, protect brand integrity, improve results.
13. 13WE BECOME YOU™
75,000 applications to achieve 2000 hires
2000 hires = total media cost of £1,038,750
2000 hires savings in moving from 15+ min to 1-5 min = £295,200 / yr
[Reduction in media costs = the savings] Therefore:
If you reduce your application process from 15min+
to 1-5 mins, you are likely to save 28% on media costs. AND you
improve time-to-hire because you’re not losing viable candidates.
Example: Bupa site.
30-minute application reduced
to 3 clicks. 700% improvement
SOME RULES OF THUMB: VOLUME
SHORTER APPLICATIONS = LOWER COSTS + FASTER HIRING RATIOS
1 - 5 6 - 15 15 +
£13.85
£7.17
£4.01
# of Minutes
£16.00
£14.00
£12.00
£10.00
£8.00
£6.00
£4.00
£2.00
£
14. 14WE BECOME YOU™
For every 10 people who land on the dedicated page, you will receive 3more applications
If it usually costs you £50,000 of media to fill 100 roles,
you could save £15,000 + you improve speed and quality of hire.
Example, we conducted A/B testing between branded landed pages in Sky
Recruit and an ATS.
ATS = 8 applications, Sky Recruit = 40 applications
500% improvement
SOME RULES OF THUMB: VOLUME
30%
More likely that a job advert will
convert when it lands on a
targeted landing page rather than
a generic homepage
15. 15WE BECOME YOU™
If you need 1000 applications to achieve
25 hires, a good mobile experience will
save you £21,150
SOME RULES OF THUMB
BETTER MOBILE = LOWER COSTS + FASTER TIME-TO-HIRE RATIOS
72% of active job seekers and 62% of passive job seekers
have visited a company site to learn about careers on a mobile
device.
Yet that same survey reports 49% of talent acquisition leaders
say mobile recruiting is not a top priority for their company
GOOD MOBILE
£0.50 CPC / 13% CTA
= £3.85 CPA
BAD MOBILE
£0.50 CPC / 2% CTA
= £25.00 CPA
16. 16WE BECOME YOU™
ROI can also be measured in terms of risk
and cost avoidance…
- No more than 3 F2F interviews and
ideally on the same day
- If the MD/GM wants to be involved in the
hire - accompany the interview and
prep
- Hiring Manager interview training - as a
minimum ensure that you coach what
questions will be asked (cover basic
legislation issues)
- These candidates will have been
headhunted - so keep the pace fast and
communicate decisions
- The contract - make sure the content
reflects the seniority of hire i.e. is it
necessary to state 09.00 - 17.00 hours?
SENIOR HIRES: PRINCIPLES TO APPLY
£2.7 MILLION
for one top executive
16% TO 20%
of salary for low-grade jobs
30% TO 50%
of salary for entry-grade professional
service roles
150% TO 300%
of salary for senior hires
17. 17WE BECOME YOU™
PRACTICAL TAKEAWAYS TO IMPROVE ROI
MOMENT DEPENDENCIES HOW
Interview • Hiring Manager capability
• Hiring Manager Time
• Frequency Hiring Manager is
conducting interviews
• Logistics
• Scheduling
• Technology
• Toolkit
• Training
Interview Set-up • Self-scheduling
First Contact (passive/active) • In depth research
• Smart-segmentation
• Individual/reach out
• Personalised
• Contextual
Post to Offer • Keep in touch
• Efficiency
• Tech/Red carpet
• Phone call
• Learning journey
Due Diligence • Brand experience
• Candidate to employee
• Q&A
Assessment (Tech) • Need face to face contact
• Create balance between tech
and human interaction
18. 18WE BECOME YOU™
PRACTICAL TAKEAWAYS TO IMPROVE ROI
IMPACT
High Impact/High EffortHigh Impact/Low Effort
Low Impact/Low Effort Low Impact/High Effort
EFFORT
Hiring Manager Interview
Training
Technology enabled
interview scheduling
KIT between Offer
Accept and Start date
Technology enabled
Assessment
Code of Conduct in
the process
Tone of voice re-
write of automated
emails
Gimmicks and gifts
Securing Candidate
feedback
19. 19WE BECOME YOU™
PRINCIPLES FOR IMPROVING ROI
Three levers of impact:
1) Timings
- Where can you condense timelines and accelerate
processes?
2) Communication
- Is your tone of voice appropriate?
- Are you in touch frequently/soon enough?
- Are you sharing relevant content?
3) Personal touch
- Are you balancing technology touchpoints with sufficient
personal interactions to maintain engagement and avoid
dropout?
PUT YOURSELF IN THE CANDIDATE’S SHOES…
20. 20WE BECOME YOU™
Balancing a High-Tech & High-Touch
Candidate Experience
http://cielo.ly/onAI30aksyl
With Each Generation, Recruitment Gets a Refresh
http://cielo.ly/KFY630akt6e
CONTINUED LEARNING