Talent Acquisition 360: Aligning Talent Practices with Business Performance

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Panel session: Recruiting with a small team and a limited budget. Katy Harris, Talent Acquisition Manager, THE ICONIC. Allan Waldron, Resourcing Advisor, Senex Energy Limited. Cameron Fitzgerald, Talent Acquisition Manager, APAC & EMEA, Treasury Wine Estates. And Trafford Judd, Senior Customer Success Consultant, LinkedIn You don’t need a million-dollar budget or an enormous recruiting team to succeed with your company’s hiring initiatives. Hear how three talent acquisition leaders from small to mid-sized companies have successfully built their internal recruiting functions and driven success when executing on their talent strategies. You can do more with less. Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN

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If you think some of your processes are falling through the cracks, especially when you have a bunch of open seats, come by and get some ideas for bolstering the nuts and bolts of what you do. Understand your source channel percentages - and recruit differently when you do Match your recruiting team design to your process and your organization - and don’t have senior recruiters process applicants all day (but definitely process all your applicants!) Contract with executive leadership on cost/quality/speed – and leverage that agreement to drive agreement (and sanity) at the HM and Director level

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Entrada spent 2014 working with firms who wanted competitive advantage through better resourcing. We learnt some lessons on what questions companies ask themselves to inform strategy, how they view the shape of their businesses, what market trends were deemed significant and the ideas on new ways to deliver great outcomes to clients without compromising on price OR quality (sorry Porter!). We also honed our own strategy: now planning to spend 2015 focused on developing and providing versatile on-shore talent to partner with firms who want the flexibility of a contingent workforce but the integrity of a consultancy. We look forward to continuing work with firms who want recruitment-agency free growth, strategic resourcing and augmented project delivery, who can recognise a value-add relationship when they see one. Happy strategy.

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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.

Quality of Hire

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.

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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

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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

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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

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Chris Pham, LinkedIn Jennifer Shappley, LinkedIn By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest. In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money. Session highlights: How we set up a framework to hold recruiting teams accountable to capacity plan. How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align. How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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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

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Cielo

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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

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Finding the perfect candidate isn't easy. Neither is drafting a message that gets you that all-important response. In this free webinar, we'll cover how to run the most productive searches on LinkedIn and how to craft an InMail that merits a response. You'll come away with: • Advanced search techniques: Search smarter with our top three search combinations. • Insider InMail tips: Improve your response rates by using our social InMail framework. • A simple, repeatable process: Pipeline, manage, and reach candidates with a process you can't beat.

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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

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Get your unfair share of new graduate talent by building your campus recruiting program on a foundation of best practice metrics. Webinar Takeaways: •How to set campus recruiting goals that align with your overall talent acquisition strategy. •How to measure and benchmark your program’s success to remain competitive. •How to analyze your results and make adjustments that drive program excellence.

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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

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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.

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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

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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

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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.

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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.

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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

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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

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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

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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!

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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/

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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

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As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers. This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.

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