Post on 10-May-2015
description
Moving to a Direct Sourcing Model
Marie Moynihan Vice President Global Talent Acquisition at Dell
Rachel Bowman Head of Resourcing at Royal Bank of Scotland Group
TALENT CONNECT 2012
Our customers Serving millions of people in 180 countries + 95% of global Fortune
500 companies + 10 million small
businesses + 400,000 classrooms + Every G20 government + 200,000 physicians + 75,000 channel partners + 60,000 retail locations + 120,000+ Dell systems
shipped each day
Our people More than 107,000 team members across the globe More than 15,500 team members on 30+ sites in EMEA
Our purpose Delivering technology solutions that enable people everywhere to grow and thrive
2
Dell today
Our FY12 financial results $62.1 billion total revenue 30% of revenue and 46% of gross margin generated by Enterprise Solutions & Services
TALENT CONNECT 2012
The Case for Change in TA
3 Confidential 31/10/2012
TALENT CONNECT 2012 Confidential 4
Internal
Global Org
Higher skill sets
Passive Candidates Brand
Cost Pressure
Social media
Talent want to know us
Authentic Networked
Self driven
External
TALENT CONNECT 2012
Talent Acquisition – Globally Organised
Americas
EMEA
India
APJ
GTA Global Leader: Marie Moynihan
Global COE Global UR Global M &A
TALENT CONNECT 2012
Defining the Value Proposition
6 Confidential 31/10/2012
TALENT CONNECT 2012
Aligning Our Message (Employee Value Proposition)
Career & Development Opportunities
Collaborative Relationships
Benefits & Rewards
Entrepreneurial & Innovative spirit
Our community & life balance
Diverse & Inclusive culture
Great Place to
Work
TALENT CONNECT 2012
What Attracts Candidates to Dell? Based on what they tell us…..top reasons are:
Career Opportunities The job is compelling, interesting and will challenge me
Stability Dell has solid strategy and will be around for awhile
Development Dell is able to develop & grow my career over time
Compensation Dell has an attractive C&B program
Technology Dell is viewed as a leader in their technology
Respect and Recognition Dell provides me with information, flexibility, feedback and recognition
New hire feedback
2012
TALENT CONNECT 2012
Outreach and Attraction
TALENT CONNECT 2012
Online Improvements
Careers Website www.dell.com/careers • Fewer clicks to get to jobs
• Updated content with rich EVP copy & “storytron”
• Actual team members featured – relevant & real
• Multimedia – can be shared, retweeted, etc. • Info-graphics
Search Engine Optimization
Goal: To meet and exceed our candidates expectations of a truly positive and informative online experience
Jobs.dell.com • Job searching quick & efficient • Attracts candidates directly from web searching
(including those not using Dell as a keyword) • Job Alert capability • 1.5 million visits annually! • Robust social media capability including LinkedIn
‘jobs you may be interested in’
TALENT CONNECT 2012
Heavily invested in LinkedIN as a core sourcing tool
• 200+ core licenses give us ability to target key skillsets and networks across the globe
• Strong use of Dell’s 85,000 members to build pipelines
• Tracking of talent inflows and outflows vs. competitors
Invested in sourcing experts in every Dell region
• Recruiters have search agency backgrounds
• Focus on hard-to-fill and strategic positions
• Utilize new CRM tool (Avature) to track contacts, conversations and follow up actions
Continued focus and improvements to Employee Referral Program
• Our #1 source of hire is our team member referrals/networks • 30-40% of hires each year are direct referrals • Upgraded and updated referral grid for global consistency and ease • Investing in improved social media capability to improve usage
Direct Sourcing Investments
TALENT CONNECT 2012
Tracking our progress –Reporting Portal (Weekly/monthly progress)
TALENT CONNECT 2012
Results to date
13 Confidential 31/10/2012
TALENT CONNECT 2012
Key Results – shifting from external costs to more efficient internal sourcing
18362 13801
7141 9995
0
5000
10000
15000
20000
25000
30000
FY11 FY12
IG + hires
Up to IG
• 25,000 external hires per year • Increasing complexity • 13,000 internal fills per year • 38,000 total requisitions filled
each year! • Days to fill = 48 average
28% IG+
42% IG+
External Hires Outside Agency Spend – Non Executive
Significant reduction in use and costs of outside agencies over past 18 months
TALENT CONNECT 2012
Success Indicators in the Marketplace New Applications Dell receives approximately 50,000 new applications each month
Online Traffic Total online reach has more than doubled since Q1 FY12. In Q2 FY13 alone online reach exceeded 1.6 million visitors.
Search Engine Optimisation Since launching jobs.dell.com in March 2011, the site has received almost three million visits. Over 160,000 of those visits are a result of searches on the web where Dell was not a keyword.
Referrals 15,000 – 25,000 active referrals are in our Applicant Tracking system at any given moment Over 30% of our external hires come from referrals
Facebook With 4 Careers Facebook pages supporting our regions and UR and over 110,000 followers, Dell has one of the greatest Careers Facebook followings in the industry
LinkedIn Over 2,000 hires directly impacted by LinkedIn since Q1FY12 Over 80,000 clicks onto the LinkedIn Career page in last 12 months
TALENT CONNECT 2012 31/10/2012
Direct sourcing provides many advantages a deeper understanding of the business a more compelling sale on going IP a better hiring manager/candidate experience a better value solution at scale
It requires strong investment in tools including Social media on going investment in training a strong base of committed Talent Acquisition professionals who have a real desire to source/outreach an ability to measure ROI on investments
In Summary
The RBS Story – Functional Recruitment Rachel Bowman Head of Resourcing, Functional Specialist, RBS
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TALENT CONNECT 2012
Building a Direct Sourcing Team
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Resourcing Consultant
Manage end
to end lifecycle of recruitment
process
Channels: Agency Online Print
Referral Programme
Own Networks
Direct Sourcing
Consultant
Manage end to end
lifecycle of recruitment
process
Channels:
Direct only!
2011
Direct Sourcer
Channels: Own networks
Online CV Databases
Resourcing Consultant Manage end
to end lifecycle of recruitment
process
Channels: Agency Online Print
Referral Programme
Own networks Direct Sourcing
Team
Market Mapping
2012
TALENT CONNECT 2012
3 Service Levels
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Direct Sourcer to find CVs
Collect Market Intel and provide to
Resourcing Consultant
Resourcing Consultant completes
shortlist
Direct Sourcer to submit CVs
to Resourcing Consultant
Direct Sourcer to find CVs
Qualify Candidates (salary info/ notice
period)
Resourcing Consultant completes
shortlist
Resourcing Consultant to
call candidate for
a deeper dive
Screening calls
Fully Qualify Candidates
Direct Sourcer or market mapper to complete
Screening calls
Direct Sourcer & Market
Mapping to find CVs
Direct Sourcer
completes shortlist
CV/ Profile Only
Level 1
Basic Screening
Level 2
Advanced Screening
Level 3
Increasing Salary/N
iche Role
TALENT CONNECT 2012
Challenges
20
The model isn’t without it’s challenges:
- Getting the business and Resourcing Consultants to feedback in a timely fashion on passive candidates
- Getting the licence to operate, sometimes the business put roles to agencies
- Managing the talent pipelines we are developing
- Admin!
TALENT CONNECT 2012
Results
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Source Data - Functional Specialist
0%
10%
20%
30%
40%
50%
60%
70%
80%
March
April
MayJu
ne July
Augus
t
Septem
ber
Octobe
r
Novem
ber
Decem
ber
Janu
ary
Febru
ary
March
April
MayJu
ne July
Augus
t
%
3rd Party Suppliers
ERP
Offline Channels
Online Channels
Direct Sourcing
2011 2012
TALENT CONNECT 2012
Group Brainstorming
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1. What is the best structure to implement a direct sourcing model – full life cycle recruiter or Sourcer/Recruiter model? 2. How do you get buy in for this change in strategy from C Level? 3. How do you get recruiters really engaged in a direct sourcing model? 4. How do you calculate the ROI of an existing direct sourcing strategy?
In groups of 8 – 10, think about the question the group are allocated from the list below
Document your key thoughts
As a group, be prepared to present back your top 3 thoughts/points of learning