Turn Your Hiring Manager from Roadblock to Raving Fan

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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.

0WE BECOME YOU™Content Property of Cielo, Inc.
TURN YOUR HIRING MANAGER
FROM ROADBLOCK TO
RAVING FAN
Learn the proven tactics to implement across the
hiring process that will significantly increase
hiring manager alignment and satisfaction.

1WE BECOME YOU™
“Without alignment between talent
acquisition and hiring managers
you end up with a slow, misaligned
process that even the best
candidate experience can’t fix.”

2WE BECOME YOU™
• Business Impact & Current State
• Key Hiring Manager Experience Tactics
• System for Measuring & Reporting
AGENDA

3WE BECOME YOU™
RECRUITING IS ABOUT RELATIONSHIPS
“The most influential predictor of
talent acquisition performance
outcomes is a strong relationship
between the recruiter and the hiring
manager.” -Bersin by Deloitte

4WE BECOME YOU™
THE ROADBLOCK
15%
23%
37%
23%
2%
Applied
HR Screening
Hiring Manager Review
Interviewing
Hired
Percentage of time the average resume spends
in each status of the hiring process

5WE BECOME YOU™
of recruiters feel that hiring managers
DO NOT UNDERSTAND RECRUITING.
of hiring managers feel that recruiters
DO NOT UNDERSTAND THE JOBS
THEY ARE FILLING.
THE DISCONNECT
Source: Corporate Executive Board Recruiting Roundtable

6WE BECOME YOU™
Job Scope
Candidate Slate & Interviewing
Offer & Onboarding
HIRING PROCESS
EXPERIENCE TOUCH POINTS

7WE BECOME YOU™
“54% of recruiters say that hiring
managers expect recruiters to
place candidates into hard-to-fill
positions more quickly than is
feasible.” -icims

8WE BECOME YOU™
JOB SCOPE
Experience Goal:
An efficient knowledge share that
aligns expectations and builds trust.

9WE BECOME YOU™
Self-schedule
Market Intelligence
Process Guide & FAQ
JOB SCOPE

10WE BECOME YOU™
“77% of hiring managers say
recruiters’ candidate screening
is inadequate.” -icims

11WE BECOME YOU™
CANDIDATE SLATE
& INTERVIEWING
Experience Goal:
Qualified, engaged candidates are
presented in the established
timeline. Interviews are structured
to focus on cultural fit.

12WE BECOME YOU™
Streamline Interview
Fast Feedback Loop
Candidate CliffsNotes®
CANDIDATE SLATE & INTERVIEWING

13WE BECOME YOU™
“Up to 20% of turnover
happens within the first 45
days.” -Aberdeen Group

14WE BECOME YOU™
OFFER &
ONBOARDING
Experience Goal:
Assurance that all candidate
requirements are met – no surprises!
Excited and prepared to welcome
their new employee.

15WE BECOME YOU™
Total Compensation Game Plan
Offer Letter Template
Onboarding Best Practice
OFFER & ONBOARDING

16WE BECOME YOU™
• Beyond the Survey
• Internal Pulse Checks
• Instant Follow-Up
MEASURING SUCCESS

17WE BECOME YOU™
• Clarify Expectations
• Increase Transparency
• Share Accountability
COMMUNICATION
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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 Era

Cielo

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 Market

Cielo

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 APAC

Cielo

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 Pandemic

Cielo

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

Leading Through COVID-19: HR & TA Resources

Cielo

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

Quality of Hire: Focus on What Matters

Cielo

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 Personalization

Cielo

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 Generation

Cielo

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

Change Management: Going from Roadblocks to Results

Cielo

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?

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1. 0WE BECOME YOU™Content Property of Cielo, Inc. TURN YOUR HIRING MANAGER FROM ROADBLOCK TO RAVING FAN Learn the proven tactics to implement across the hiring process that will significantly increase hiring manager alignment and satisfaction.

2. 1WE BECOME YOU™ “Without alignment between talent acquisition and hiring managers you end up with a slow, misaligned process that even the best candidate experience can’t fix.”

3. 2WE BECOME YOU™ • Business Impact & Current State • Key Hiring Manager Experience Tactics • System for Measuring & Reporting AGENDA

4. 3WE BECOME YOU™ RECRUITING IS ABOUT RELATIONSHIPS “The most influential predictor of talent acquisition performance outcomes is a strong relationship between the recruiter and the hiring manager.” -Bersin by Deloitte

5. 4WE BECOME YOU™ THE ROADBLOCK 15% 23% 37% 23% 2% Applied HR Screening Hiring Manager Review Interviewing Hired Percentage of time the average resume spends in each status of the hiring process

6. 5WE BECOME YOU™ of recruiters feel that hiring managers DO NOT UNDERSTAND RECRUITING. of hiring managers feel that recruiters DO NOT UNDERSTAND THE JOBS THEY ARE FILLING. THE DISCONNECT Source: Corporate Executive Board Recruiting Roundtable

7. 6WE BECOME YOU™ Job Scope Candidate Slate & Interviewing Offer & Onboarding HIRING PROCESS EXPERIENCE TOUCH POINTS

8. 7WE BECOME YOU™ “54% of recruiters say that hiring managers expect recruiters to place candidates into hard-to-fill positions more quickly than is feasible.” -icims

9. 8WE BECOME YOU™ JOB SCOPE Experience Goal: An efficient knowledge share that aligns expectations and builds trust.

10. 9WE BECOME YOU™ Self-schedule Market Intelligence Process Guide & FAQ JOB SCOPE

11. 10WE BECOME YOU™ “77% of hiring managers say recruiters’ candidate screening is inadequate.” -icims

12. 11WE BECOME YOU™ CANDIDATE SLATE & INTERVIEWING Experience Goal: Qualified, engaged candidates are presented in the established timeline. Interviews are structured to focus on cultural fit.

13. 12WE BECOME YOU™ Streamline Interview Fast Feedback Loop Candidate CliffsNotes® CANDIDATE SLATE & INTERVIEWING

14. 13WE BECOME YOU™ “Up to 20% of turnover happens within the first 45 days.” -Aberdeen Group

15. 14WE BECOME YOU™ OFFER & ONBOARDING Experience Goal: Assurance that all candidate requirements are met – no surprises! Excited and prepared to welcome their new employee.

16. 15WE BECOME YOU™ Total Compensation Game Plan Offer Letter Template Onboarding Best Practice OFFER & ONBOARDING

17. 16WE BECOME YOU™ • Beyond the Survey • Internal Pulse Checks • Instant Follow-Up MEASURING SUCCESS

18. 17WE BECOME YOU™ • Clarify Expectations • Increase Transparency • Share Accountability COMMUNICATION TOP THINGS TO DO TOMORROW

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