Building a Tech Stack to

Influence Your

Recruitment Strategy for

the Digital Transformation

Era

Steve Parker - Head of Product and Technology,

Allegis Global Solutions

STACKING

YOU

R STACK

IMPACT OF D I G I TA L ON OUR INDUSTRY?

HOWEVER PROCESSES THAT

INVOLVE JUDGMENT INTENSIVE

TASKS

OR HUMAN TOUCH WILL REMAIN.

IN THE NEXT 5 YEARS,

M O R E T H A N 5 0 %

OF ALL TASKS WITHIN TA

CAN BE AU T O M AT E D .

50 - 55%

percentage of tasks that can be digitalized

45 - 50%

percentage of tasks that will remain manual

FROM…

DIGITAL AT

THE CORE

2020

Many organizations are SANDBOXING or RING FENCING

their digital side and not really making the TOUGH

CHOICES and decisions to transform their legacy existing

organizations. - Michael Wade, Professor of Innovation and Strategic Information Management at IMD

TO

…

THE

BUSINESS

2018

DIGITAL

(on the

sidelines)

4

VA

LU

E A

DD

REDEFINING THE TALENT ACQUISITION SECTOR

ST

RA

TE

GIC

TA

CT

ICA

L

2000 2005 2010 2015

LO

W

HIG

H

TOTAL

TALENT

2020

TECH STRATEGY &

INTEGRATIONS

UX DESIGN

BI, DIVERSITY, CAMPUS, EXEC

MARKETING, CRM, PIPELINING

LEGACY TA

A.I., AUTOMATION

DATA SCIENCE

5

WE ARE LIVING IN A NEW ERA

MANUAL ERA DIGITIZATION ERA INTERNET ERA

High agency

reliance

Personal touch,

phone and networks,

“Who do you know?”

Relationships

UX

Automation and

artificial intelligence

Personalized

communications

Process and the rise

of the candidate

“black hole”

ATS and Job Boards

Decline of personal

networks and

use of phone

2015’s

6

DIGITAL

AUTOMATION

A lot of time is spent on activities

that could be SIGNIFICANTLY

ENHANCED THROUGH AUTOMATION

of organizational time is spent sourcing (18%)

and screening candidates for open positions (26%)

CHATBOT

SCREENING

ALGORITHMIC MATCH MODELS (Enhanced through

machine learning/AI)

DIGITAL

SOURCING

CHANNELS

MORE THAN 40%

Getting regular

communications

Getting regular

communications

Getting interviews

DIGITAL AUGMENTATION OF THE CANDIDATE EXPERIENCE

TECHNOLOGY ECOSYSTEM

= Artificial Intelligence

PRE-APPLICATION POST-APPLICATION RECRUITMENT MARKETING PLATFORM CLIENT ATS

9

INTELLECT © FRAMEWORK

SERVICES

ENABLED

ARCHITECTURE

AUGMENTED

INTELLIGENCE

INTELLIGENT

AUTOMATION

(IA)

10

APPLICANT

TRACKING

SYSTEM

CAREER SITE

& MARKETING DIGITAL

CHANNELS

JOB

DISTRIBUTION

WEB

SOURCING

MOBILE

RECRUITING

RECRUITMENT

MARKETING/

CRM

INTEGRATED

CORE SYSTEMS

REPORTING/

ANALYTICS

INTERVIEWS

SCREENING APPLY

APPLICANT

PROFILES RECRUITMENT

MARKETING/

CRM

APPLICANT

TRACKING

SYSTEM

CONVERSATIONAL

AI (CHATBOT)

AI RECRUITING

& SOURCING

AI/ML

SCREENING

ASSESSMENT

POWERED AI-

AUTOMATION

ONBOARDING

VIDEO

INTERVIEWING

INTELLIGENCE

BUSINESS

INTELLIGENCE BUSINESS

INTELLIGENCE

APPLICANT

TRACKING

SYSTEM

CAREER SITE

& MARKETING DIGITAL

CHANNELS

JOB

DISTRIBUTION

WEB

SOURCING

MOBILE

RECRUITING

RECRUITMENT

MARKETING/

CRM

INTEGRATED

CORE SYSTEMS

REPORTING/

ANALYTICS

INTERVIEWS

SCREENING APPLY

APPLICANT

PROFILES

BUSINESS

INTELLIGENCE

VIDEO

INTERVIEWING

INTELLIGENCE

ONBOARDING

ASSESSMENT

POWERED AI-

AUTOMATION

AI/ML

SCREENING

BUSINESS

INTELLIGENCE

CONVERSATIONAL

AI (CHATBOT)

AI RECRUITING

& SOURCING

TALENT DATA STORE (TDS)

AI-BASED SEARCH & MATCH

11

0 - 3 months 3 - 6 months 6 - 12 months 12 – 18 months

CORE

INTERNAL

SYSTEMS

RMP & CRM

Establish Job

Marketing/Distribution

Design/Enable Career Site

Management

Integrate Job and

Candidate Feeds from

ATS

Map/Baseline Candidate

Journeys

Launch Career Site/Talent

Networks

Establish Core CRM and Analytics

Implement Sourcing Strategy

Assess needs for Additional

Channels/Modules

Social Channels

Events/Campus

Sourcing Channels

Evaluate Sourcing Strategy

Adapt Marketing Tactics and

Approach

Implement Applicable

Channels/Modules

Implement Applicable Services

Chatbot

Assessments

Continue Calibration of

Marketing Tactics and

Approach

Calibration of Sourcing

Strategy

CORE

INTERNAL

SYSTEMS

Applicant

Tracking

Systems

Optimize Applicant

Tracking Processes and

Procedures

Integrate Job and

Candidate Feeds

Implement Optimization

Recommendations

Incorporate AGS Way

Methodology

Implement Applicable Services

Assessments

Onboarding

Video Interviewing

AI Screening

Continue

Implementation of

Applicable Services

Annual Review to

Optimize Processes

and Procedures

SERVICES

Focus on Baseline

Systems/Ops

Assess Additional Services

Onboarding (Enboarder)

Chatbot

Assessments

AI Screening

Pilot/Implement Recommended

Services

Implement Applicable Services

AI Augmented Writing

Cont Evaluate/Pilot of

Services

Repeat Process Every

6 Months

STRATEGY AND

INNOVATION

Focus on Baseline

Systems/Ops

Initiate Adoption and

Change Management

Define Technology Governance

Establish Technology Steering

Committee Quarterly Cadence

Continue Adoption and Change

Management

Build Business Case for

Innovation Partner/s

Determine Pilot Areas/Timelines

Measure and Calibrate Adoption

Implement Approved

Innovation Partner/s

Repeat Process Every

6 Months

Monitor Marketplace

TECHNOLOGY ROADMAP (Establishing “Services Enabled

Architecture”)

12 Interconnected ecosystem/platform allowing for strategic talent delivery.

Total Talent is defined as a future-ready talent management

approach that helps an enterprise achieve maximum ROI on its talent

resources through

complete alignment with overall business strategies and objectives.

- Everest Group

WHAT IS TOTAL TALENT?

FREELANCE

RS CONTINGENT

PERMANEN

T SOWS CROWDSOURCING

Allegis Global Solutions, Proprietary and Confidential

Overall outsource provider savings through doing both MSP and RPO

Better workforce utilization – faster to production

Better demand management – what roles can be filled fastest by what type of worker

Clear employer brand strategy and consistent candidate experience

Enhanced resource redeployment resulting in greater loyalty

Concentrated talent acquisition knowledge

MOST IMPORTANT: ALIGNED WORKFORCE PLAN TO OVERALL BUSINESS STRATEGY

ANTICIPATED BUSINESS IMPACTS

Allegis Global Solutions, Proprietary and Confidential

NEW

TECHNOLOGY

NEEDED!

Dependency on Contingent Workforce 1

Challenging, Complex, Niche Positions 2

Rapidly Evolving Tech Landscape 3

Siloed Data Sources 5

Growth of On-Demand Economy 4

Contingent

Workers

On-Demand

Workforce

Demand

for a

New

Market

Talent Data

Control Role

Complexity

Full-Time

Employees

WHY

TOTAL

TALENT

TECH

of 400+ executives plan to make a design change in their company within

the next two years to stay ahead and keep the focus on their workforces. Specifically,

they are transforming hierarchical structures, eliminating departments as well as

decentralizing authority to keep up with the pace of change and inspire adaptability,

flexibility and scale - Mercer’s Global Talent Trends Study

93%

Auth

15

QuantumWork

Client Talent Pools • Basic Apply

• Applicants

• Job Widgets

• Client Branded

Service Cloud • Talent as a Service

(FTE)

• Talent as a Service

(Freelance)

• Programmatic

Supplier Cloud • Contingent Workers

• Approved Suppliers

• Search Insights

• Supplier Talent Cloud

Connectors • Applicant Tracking

Sytstem (ATS)

• Vendor Mangement

System (VMS)

• Candidate

Relationship

Management (CRM)

• Human Capital

Management (HCM)

Quantum Core • All Forms of Talent

• All Forms of Work

• Client Multi-tenancy

• User Base

• Secure

Authentication

THANK YOU! Steve Parker - Head of Product and Technology,

Allegis Global Solutions

STACKING

YOU

R STACK