Ten Top Actionable Talent Acquisition...

Get Ready for 2015

December 18, 2014

Ten Top Actionable

Talent Acquisition Trends

Copyright © 2014 Deloitte Development LLC. All rights reserved. 1 2015 Readiness: 10 Top Actionable TA Trends

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• Global provider of leading practices, trends, and

benchmarking research in talent management,

learning, and strategic HR.

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• Leadership & Succession

• Learning & Development

• Talent Acquisition

• Talent Management

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Education, Consulting

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Business of Talent

• Advisory Services & Consulting

Human

Resources

Leadership &

Succession

Learning &

Development

Talent

Acquisition

Talent

Management

Tools &

Technology

#PFLiveChat


• Talent Acquisition Maturity

• Ten Top Actionable

Talent Acquisition Trends

Today’s Agenda

Robin Erickson, PhD

Vice President

Talent Acquisition Research

Bersin by Deloitte

Deloitte Consulting LLP

[email protected]

@RAEricksonPhD

Katherine Jones, PhD

Vice President

HCM Technology Research

Bersin by Deloitte


[email protected]

@katherine_jones

#PFLiveChat

Join the Conversation!

#PFLiveChat @bersin

mailto:[email protected]

mailto:[email protected]


Let’s hear from you

We know that finding quality candidates is a challenge you all face, but what

else is keeping you up at night?

Managing your employment brand

Partnering effectively with hiring managers

Ensuring an engaging onboarding experience

Developing robust talent pipelines

Understanding recruitment metrics

#PFLiveChat


High-Impact Talent Acquisition Industry Study

Source: High-Impact Talent Acquisition, Key Findings and Maturity Model, Bersin by Deloitte, 2014

#PFLiveChat

Size Structure Global Reach

46% were small 52% were

centralized

38% were global

30% were medium 28% were

federated/hybrid

21% were

multinational

24% were large 20% were

decentralized

41% were national

Focus group discussion with 10 senior talent acquisition leaders

An extensive, quantitative survey completed by 297 talent acquisition professionals

Rigorous statistical analysis of TA performance drivers

In-depth interviews with senior talent acquisition leaders


TA Maturity Progression Moving from Level 1 to 2

Reactive Tactical Recruiting

Level 1

Standardized Operational Recruiting

Level 2

Integrated Talent Acquisition

Level 3

Optimized Talent Acquisition

Level 4

Be

rs

in

b

y

De

lo

it

te

According to our research,

to progress from Level 1 to

Level 2, organizations must:

• Standardize TA across the

organization

• Effectively assess

candidates against job

requirements

• Begin to establish strong

relationships with hiring

managers


#PFLiveChat

35%

29%




Level 1


Level 2


Level 3


Level 4 B

er

si

n b

y

De

lo

it

te

According to our research, to

progress from Level 2 to


• Integrate TA with HR & Talent

Management

• Maintain a strong employment

brand

• Build relationships with

potential talent

• Build and deliver diverse

candidate slates

• Implement a successful social

media campaign

• Build an effective employee

referral program

• Implement a well-developed

governance model


#PFLiveChat

23%




Level 1


Level 2


Level 3


Level 4 B

er

si

n b

y

De

lo

it

te

According to our research, to

progress from Level 3 to


• Build a seat at the table

• Predict external forces and

remain agile, e.g.,

understand trends in the

business

• Provide training for

recruiters for strategic

capabilities, e.g., Social

Sourcing or Professional

Recruiter Certifications

• Invest in new TA

products/services

• Improve workforce

decisions through metrics


#PFLiveChat

13%

10 Top Actionable Talent Acquisition Trends


TA Trend #1: Manage Your Employment Brand Becoming Irresistible

#PFLiveChat

“Good brands take time to mature—

like wine.” Vice President of Global Talent Acquisition,

PepsiCo.


Tweet this…

Employment

Brand

• Level 4 companies are 2x more likely to have an effective employment brand

Ask Yourself:

Are you certain your employment

brand is both relevant and resonant to candidates?


TA Trend #2: Craft a Strategic Social Media Campaign Disseminating Your Brand

#PFLiveChat

Ask Yourself:

Do you provide meaningful social media content to

candidates? What do you think they want and why?

Social Media

Campaigns

• Level 4 organizations are 5.3x more likely to have an effective social media campaign



TA Trend #3: Develop a Candidate Experience Strategy Creating a Good First Impression

Very few

applicants fill out

an application

when first they

arrive at your

career site and

view jobs

#PFLiveChat

Pillars for a Positive Candidate Experience

Simple Application

Process Engagement

“Mind the Gap!”

Effective Communi-

cations


TA Trend #4: Reimagine the On-Line Application Candidate-Centric, Recruiter Approved

#PFLiveChat

Job seekers today are

faced with first

generation hiring

management systems

that are often

exclusionary and are

difficult to use

MOBILE-APPLY IS

A MUST!


Direct “narrowcasts” to the

individuals themselves

Send direct Tweets and/or

Facebook or LinkedIn Messages

Avoid creating “Black Hole”

experiences

No response

“Did they even fill that position?”

TA Trend #5: Reinvent Candidate Communications From Broadcast to Narrow-Cast

#PFLiveChat

Stop under-

delivering

Slow down and

assess audience

Drive continuous

improvement


Let’s hear from you

Given the importance of Social Media in recruiting, how well does your

organization utilize the various platforms available?

We are taking full advantage of social media, with a dedicated team to

develop content and manage channels

We are using social media regularly, but could do a better job with social

strategies

We have a regular job feed and corporate information

We’re just getting started with social

Our organization prohibits the use of social media for recruiting

#PFLiveChat


TA Trend #6: Engage Hiring Managers Collaborate for the Win

#PFLiveChat

Ask Yourself:

Do your recruiters effectively partner

with hiring managers?

Developing

Relationships with

Hiring Mangers

• 4x more influential than other TA performance drivers

• 97% of Level 4 organizations report strong relationships with hiring managers



TA Trend #7: Develop Talent Pipelines Always Searching for Great Talent

#PFLiveChat

Candidate Pool

Development

• 2x more influential than other TA performance drivers

• The task of recruiting has moved from the reactive filling of requisitions to proactively courting talent

Ask Yourself:

Are you strategically

developing robust talent pipelines?

Source: High-Impact Talent Acquisition, Key Findings and Maturity Model, Bersin by Deloitte, 2014; Good to Great: Why Some

Companies Make the Leap…and Other’s Don’t, Jim Collins, 2001

“Great vision without

great people is

irrelevant.”

– Jim Collins


TA Trend #8: Up the Ante on Onboarding Because It Really Matters!

An employee is unlikely to ever be more engaged than on

the day he or she accepts the job offer

#PFLiveChat

Source: Help New Hires Succeed: Beat the Statistics, SHRM Presentation by The Wynhurst Group, April 2007, www.masteryworks.com.; Egon Zehnder International, 2007, as

quoted in http://selectmetrix.com/ blogs/category/onramping/.

The cost of losing an

employee in the first

year is at least 3x

that employee’s

salary

4% of new employees

leave their job after a

disastrous first day

22% staff turnovers

occur in the first 45

days of employment

50%

50% failure rate in

retaining executives

http://www.masteryworks.com/

http://selectmetrix.com/


TA Trend #9: Make Your Metrics Matter Going Beyond Historical Reporting

#PFLiveChat

Improve Work-

force Decisions

• Level 4 organizations are 3x more effective at improving workforce decisions through metrics

Ask Yourself:

Are you using predictive

analytics for workforce planning?

Cost Per Hire Time To Fill Recruiter

Productivity

Source of Hire Diversity YOY TA Spend

Quality of Hire New Hire Turnover Candidate

Satisfaction

Hiring Manager

Satisfaction

Employee Referrals Time to Source to

Interview

And many…. many… more!

COMMON RECRUITMENT

METRICS

Source: High-Impact Talent Acquisition, Key Findings and Maturity Model, Bersin by Deloitte, 2014; Cost-Per-Hire: American National Standard;

ANSI/SHRM, February 2012


TA Trend #10: Plan for Global TA Looking Beyond your Backyard

#PFLiveChat

68% of companies are

NOT globally prepared…



Ten Top Actionable TA Trends for 2015

1

10

2 3

4 5 6

7 8 9

Manage your

Employment Brand Craft a Strategic Social

Media Campaign Develop a Candidate

Experience Strategy

Reinvent Candidate

Communications

Re-imagine the Online

Application

Engage Hiring Managers

Up the Ante on Onboarding

Develop Talent

Pipelines

Make your Metrics Matter

Plan for Global TA

#PFLiveChat


Check out the latest Bersin TA research #PFLiveChat


Questions?

Robin Erickson, PhD

Vice President,

Talent Acquisition Research


111 S. Wacker

Chicago, IL 60606

Email: [email protected]

Office: (312) 486 5368

Twitter: @RAEricksonPhD

Katherine Jones, PhD

Vice President,

HCM Technology Research


180 Grand Avenue, Suite 320

Oakland, CA 94612

Email: [email protected]

Office: (415) 783-7904

Twitter: @katherine_jones

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