Steven Plehier's presentation at Textkernel Conference Intelligent Machines and the Future of Recruitment on 2 June 2016 at the Beurs van Berlage in Amsterdam. The use of long application forms on corporate websites in order to get structured and searchable candidate data leads to high drop-off rates in applications. Candidates expect a seamless application process which has little interruptions. On the other hand, the candidate database can only be used effectively when the data is complete, validated and correct. The combination of a market-leading ATS solution and Textkernel’s parsing and semantic search technology enables Deloitte to make effective use of the candidate pool. Deloitte showcases how they changed their application process to get more and structured candidate data directly in their Taleo system and how advanced semantic search technology allows them to better source candidate profiles.

1. Digital recruitment
The new, digital reality for HR
Steven Plehier
Director HRT EMEA
2nd June 2016

2. Introduction
Business, Economy and Technology are changing fast-paced
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3. The new reality for HR
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4. The new reality for HR
Automation of jobs – how do we transition workers?
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Robotisation of (parts of) jobs (ING, 2015)

5. The new reality for HR
Talent Management – from leader to facilitator
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Integrated
Reporting & Analytics
Sentiment Analysis
Network Analysis
Social Media
Monitoring
Job Boards
& Ads
Employment
Brand
Customer
Satisfaction
Anonymous
Feedback
Tools
Pulse
Surveys
Annual
Survey
Performance
Check-ins
Exit
Interviews
Performance
Appraisals

6. The new reality for HR
Recruitment – from reviewing applications to employer branding and
pulling in the right persons
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7. Recruitment at Deloitte
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8. Talent Acquisition at Deloitte
This year we will look for 700 talented professionals at all levels
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400 Graduate hires
300 Senior hires
17.000
Candidates

9. Talent Acquisition at Deloitte
3 key drivers for a successful talent acquisition strategy.
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Employer Branding Ambassadorship Everyone Recruiter
If every employee has 300 connections,
we can reach 960 k potential candidates.
A strong employer brand to push
inflow through social channels
All our employees are ambassadors for
our organisation, culture and values.
Smart,
Social-enabled
Technology

10. New recruitment solution
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11. In 2014 we decided to look for a new recruitment solution
Key drivers for a new recruitment solution
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Increased
Transparency
Improved
Efficiency
Seamless Candidate
Experience
Candidate Relation Management (CRM)
• Connect with top talent earlier
• Keep potential recruits warm for Deloitte
for future hiring
Parsing, Searching, Matching (PSM)
• Parsing: convert CV / Social media
profile into candidate profile – Improves
candidate experience & data inflow
• Search & Match: use full potential of the
database, find the best candidate
Applicant Tracking System (ATS)
• Recruitment process management
system
• Interview management
Seamless User Experience
• 1-click and go for the candidate
• Efficient processes for recruiters
Reporting / Dashboard
• Functionalities for the recruiter,
recruitment lead, job owner (preferably
mobile)
• Generate daily / weekly transparent
reporting
Social Sourcing
• Tool / referral management tool to
support vision in having employees
represent Deloitte as ambassadors

12. In 2014 we decided to look for a new recruitment solution
How does the solution look like?
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13. A better candidate pool
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14. A better candidate pool
Key business drivers for a dedicated PSM solution
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One-click Application – candidate submits
CV which gets read and parsed in the
corresponding ATS fields.
Improved Data Quality through completion
of structured data with CV parsing
elements.
Semantically enhanced search capabilities
allowing recruiters to easily find the right
candidates in our own database

15. A better candidate pool
Focus on the candidate – streamlined experience!
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A reduction of the
complexity and time
spent to apply for a job.
Most (all) data is
retrieved from the
applicant’s CV. One-click
application process
More complete
candidate profile and
advanced matching
rules increase the
chances not only to be
found in a database
but also to be linked to
the most suitable jobs.
Less manual
interaction thanks
to the automatic
parsing of the CV

16. A better candidate pool
Focus on the candidate – streamlined experience - Video!
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17. A better candidate pool
Focus on the recruiters – improved data quality
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Less time wasted / spent
on reviewing the data in
our ATS database,
providing more time to
focus on the essence of
recruiting
Better and complete
historical records of
who has applied at
Deloitte, with a perfect
‘snapshot’ of the
career at the time of
application
Easy way to parse
a resume received
via email, very
limited manual
intervention
required

18. A better candidate pool
Focus on the recruiters – improved database & searching
capabilities
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Less time to search and
match candidates to
jobs. Signifiant increase
in time spent finding the
right candidates,
improved overall results
thanks to semantic
capabilities
Possibility to start a
candidate search with
just one click, based on a
specific requisition
existing in Taleo

19. Thank you!
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Steven Plehier
splehier@deloitte.com
phone: +32 2 749 59 46
http://www.deloitte.be/