Building a Self Sustaining Talent Engine | ConnectIn Singapore 2014

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  1. 1. 1#connectinsgBuilding a Self-Sustaining Talent EngineRebecca CraigHead of Product Consulting, SEALinkedIn#connectinsg
  2. 2. #connectinsg
  3. 3. 3#connectinsgTalent MattersDawn WongHR ManagerRakuten Asia Pte Ltd
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  5. 5. 5Recruiting ChannelsPast Recruiting ChannelsRecruitment AgenciesCompany WebsiteEmployees ReferralRecruitment PortalsCurrent Recruiting ChannelsLinkedInCompany WebsiteEmployees Referral
  6. 6. 6Incorporating LinkedIn into Direct Sourcing ActivitiesAbility to customize recruiting activities & gain industry insights.Ability to form talent pipeline & reap benefits even for unsuitable candidates via profile sharing & referralAbility to clarify misconceptions of company cultures & rumorsBetter time managementAbility to foster closer ties as business partners.Ability to connect with worldwide talents & form powerful networks
  7. 7. 7Best Practice Holistic Approach of RecruitingBe personalizedWin Win strategyMid to long term approachBrandingTruly understand recruitment needsThere is no closure to a connection
  8. 8. 8Results in 6 weeksResults50% of response rateClosed 9 positions for both local & global positionsManaged to get overseas talent to be onboard & work with usFollowers of over 1000 in our Linkedin HomepageHave screened close to 1000 profilesOver 100s of profiles have applied for positionsCreated a pipeline of ever green positionsROI gains before acquire Recruiter Tool
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  10. 10. 10#connectinsgCairn Indias LinkedIn JourneyMadhu SrivastavaTalent Acquistion HeadCairn india
  11. 11. Cairn India Some factsAmongst top 20 global independent E&P companiesAccounts for 30% of Indias Crude Oil production 200,000 Bbl / dayMarket Cap > USD 12bnRevenue: USD 3.2bnDemographics : 1900 Employees, 10 Nationalities, 300+ with Global experienceFastest growing energy company in the world -2012 & 2013 - Plats
  12. 12. Some of our Talent ChallengesGlobally limited technical talent pool shortage of professionals with 15-25 years experienceMix of skill-sets changing from easy to difficult - Tight Oil, EOR, FracLow awareness about Cairn in the global marketsCairn was operating at 70% of Budgeted Headcount won Exploration licenses but no manpower to execute
  13. 13. What we did in last 1 yearInternalExternalRevamped Recruitment process ATS, SLAs, Candidate experienceOptimum Source-mix Referrals and best-in-class global Recruitment partnersCorporate websiteSocial Media presence LinkedIn, Facebook and Twitter.Market Mapping / Branding Events Targeting Returning Indians across major Oil & Gas hubs.Recruitment campaignsTechnical conferences Branding & RecruitmentA well-oiled Recruitment engine
  14. 14. What we have achievedMost business critical positions filled up operating at 96% of Budgeted HC.Technical Leadership team & Second line in place.LinkedIn a great story 600% increase in Follower base and 400% increase in Talent Brand Index (TBI).Able to create a buzz in the niche O&G market good Brand recall.
  15. 15. 15#connectinsgDBS LinkedIn JourneyTheresa PhuaManaging Director and Singapore HR HeadDBS Bank
  16. 16. Engage Potential passive candidatesEntrench Social recruitment practices in our HR CultureEnhance Our Employer Brand through our Employee Value Proposition
  17. 17. 50,000+>100%followersMore than150postsIncrease in 7 months1,500InMailssent out30%response rate&
  18. 18. OUR SOCIAL JOURNEYThank you and dont forget to follow DBS on LinkedIn!Disclaimer: The information contained in this document is intended only for use during the presentation and should not be disseminated or distributed to parties outside the presentation. DBS Bank accepts no liability whatsoever with respect to the use of this document or its contents.
  19. 19. 20#connectinsgOverview of the Mercer Journey from reactive recruitment to proactive recruitmentLeesa RawlingsRegional Talent Acquisition Leader- APAC, Far East and IMETAMercer
  20. 20. MERCERMercers Talent Acquisition transformation journey continuesTraditionalDevelopingStrategicEfficiencyBusiness ImpactPassive Talent targetingQuality of hireCost per hireTalent Pipeline management20122014
  21. 21. MERCERDynamic and Proactive 360 TA ProgramIDENTIFYSOURCEENGAGEBusiness critical roles?Review current talent gaps?Competencies needed to support growth?Alumni and CommunitiesPassive Talent MapsLinkedIn Pipeline and Vendor MapsMulti- channel and dynamic Touch- pointsShowcasing the Mercer ExperienceFostering Trust through Ambassador Outreach and CSR