TalentPuzzle hosted the Recruitment Best Practice Forum on September 5th. Optimise your Recruitment Processes to Deliver Quality Hires Faster and Cheaper. The recruitment landscape is changing rapidly as various trends converge. The modern recruitment department needs to: -Reduce costs -Prove they are adding value and thinking strategically -Use new technologies and social media to improve their processes and candidate attraction -Help create and manage a employer brand and candidate proposition -Reduce dependence on agencies TalentPuzzle presents the slides used during the presentations. 4 Amazing speakers were present on the day: Roger Philby*, The Chemistry Group Nick Townend,LV= Liverpool Victoria John O'Brien, Brook Street Matt Alder, Metashift *Roger Philby's slide will be uploaded shortly.

1. The Recruitment Best Practice Forum
September 5th 2013. London
#RecBP @TalentPuzzle

2. The Recruitment Best Practice Forum
Ben Fletcher, TalentPuzzle
@benfletch
#RecBP @TalentPuzzle

3. The Recruitment Best Practice Forum
#RecBP @TalentPuzzle

4. Hello…
Business Enabler of the Year

5. What’s The Plan?
Quick Introduction
First Bit…
Where‟s the value?
Examples
Second Bit…
What can you do?

6. £24bn
a year is spent
on managing poor
performers
Source: Future Foundation project –
Getting the Edge in the New People Economy

7. 65% of FTSE
100 HR
Directors
would not
rehire their
current
workforce
Source: Chemistry Survey 2011

8. “3 out of 4
hires for
business are
wrong!”
Source: Chartered Institute of Personnel and Development (CIPD) Report

9. Value Based Hiring
Here’s Something You Can Use…
A single
mishire costs
UK Plc 4-14x
the base
salary…

10. Value Based Hiring
Now put it with this…
% Accuracy
predicting future
success in role
Selection Methodology
CV & Interview
25%
Behavioural / Competency Interview
40%
BEI/Psychometrics/Assessment Centre
75%
BEI/Psychometrics/
Assessment Centre and shadowing
95%
Source: British Psychological Society

11. Value Based Hiring
At Nortel It Meant This Before…
Cost of mishire
The Budget

12. Value Based Hiring
At Nortel It Meant This After…
Cost of mishire
The Budget Cost Saving

13. Pre-Chemistry Post-Chemistry Pre-Chemistry Post-Chemistry
Pre-Chemistry Post-Chemistry
Value Outcomes

14. The Lexis Nexis Story
Data Gather
30% Attrition
1 in 3 new starters
failed probation
Low Performance in
sales team
Happy Place
Create a sales team
capable of selling
multi-product, new
product and multi-year
solutions
Value Statement
£1,000,000
increased revenue
from new product
and multi year deals
HR
Finance
Business
Sponsor
Measurement
Multi year:
£700K to £1,600K
New products:
£700K to £2,500K
Business Case
By investing £100,000
in building a more
accurate recruitment
process, we will deliver
£1m of value
Sales
Director
HR
Sales Director
CEO
CFO
Describing the
Value

15. Projected
£5.5m
saving (3 yrs)
What does “Great”
look like for Advisor
and Guru roles?
Values
Motivations
Behaviours
Identify Resourcing
Challenges
high volume
labour intense
measured experience, not „fit‟
New hires
delivering FAN
scores of over
91%
Value Outcomes

16. 9 Box Grid
Potential
Capability

17. Most Businesses Energis
Value Outcomes

18. Values
Motivations
Behaviours
Intellect
Experience
Hard To
Change
Easy To
Change
Start here…
75%
Accurate
25%
Accurate

19. Values
Motivations
Intellect
Behaviours
Experience
Start here…

20. It’s Not Just External
Hiring That Creates
Value!

21. Value Based Hiring
You need to change the conversation!
How quickly do
YOU need
them?
How many
hires do YOU
need?
What
EXPERIENCE
do they need?
What budget
do YOU
have?

22. Value Based Hiring
You need to change the conversation!
What would
happen if WE
hired the wrong
people?
What would truly
great hires do for
OUR business?
What would hiring the
right people do to
OUR market
share/revenue…
What would WE be
able to do that WE
can‟t do now when we
hire the right people?

23. Here’s The Opportunity…
1. With the business, define the
employee value measurement
2. Define the WGLL that supports
this, objectively measure it
3. Decide to do it, it‟s a choice!

24. Chemistry
T: 01344 418300
Follow us on Twitter: twitter.com/chemistrygroup
http://thechemistrygroup.com
Thanks…

25. The Recruitment Best Practice Forum
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26. Creating and maintaining a strong employer brand through
Resourcing
Nick
Townend
Resourcing Partner
- General Insurance
LV=

27. What I`m Going To Cover Today….
Creating and maintaining a strong
employer brand through Resourcing
• How can the employer brand give you a
competitive edge
• How do you create and communicate the brand

28. What I`m Going To Cover Today….

29. What was the challenge ahead of us?
Employer brand didn`t feel fresh

30. First… A Few Numbers….
1893
2.5%5704
2009 Headcount
2012 Headcount
2008 Agency
Reliance
2012 Agency
Reliance
Average
Applications PCM
Offer Acceptance
Ratio 2012
Hires 2012
12 month CSR
Attrition Reduction

31. What did we do?
Back to the drawing board
What worked and didn`t work?
What does the brand stand for?
Why might people want to work with us?
What would cause people to engage?
How “wacky” could we go?
Our people are at the heart of our employer brand
Increasing awareness of our locations

32. So what did we consider?

33. This developed into…

34. We commissioned the LV= Seat……

35. Challenges….
So – how DO we choose the people?

36. Faces of LV= was born…..

37. Faces of LV= started to take off……
400+ photos were emailed to us
886 snaps in the photo booth
533 people in the photo booth pictures
57,000 hits across the microsite since launch
99.9% of the business visited the site

38. Challenges….
Under performers….

39. And so it began…
One heart-shaped chair
One gigantic beanbag
60 LV= people
Five photo shoots
Six film shoots
100 hours of editing

40. The refreshed LV= Employer Brand was born…

41. Challenges….
Under performers….

42. Leveraging with technology…..

43. Leveraging with social media…..

44. How we keep people engaged…..

45. How we ensure we live and breathe the brand…..

46. Challenges….
Did we miss an opportunity with our faces?

47. Measuring our effectiveness

48. Questions?
Questions

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50. Brook Street working in partnership with RWE
npower
The Candidate Experience

51. Introduction
Attendees
John O‟Brien – Account Director
Points Covered:
 What Defines a great candidate
experience?
 What are the most common
factors that give a negative
experience and how do we
mitigate them?
 Changing process and
technology to improve the
candidate Journey
 Impact of Social Media

52. The Importance of the Candidate
Experience
“A positive candidate experience can do wonders for
an employer brand”
“On the other hand, a negative experience can really
do some damage”

53. What Defines a Great Candidate
Experience?
 Strong Communication – Expectation management
 Brand Positioning – Do candidates know who you are?
 How do I take my positions to market?- First impression touch points
 Defined recruitment process – Highly visible to candidates
 Clearly defined on-boarding strategy – Positive first impression experience

54. What are the most common factors that give a
negative experience and how can we mitigate them ?
Common Factors:
 Market Representation – How you go to market
 Poorly written job specifications – Misinterpretation
 Poor communication - Candidate not sure of where they are in the process
 Long drawn out process – Turn‟s candidates away
Mitigation:
 Firstly put yourself in the candidates position!
 When was the last time you applied for one of your jobs?
 What are the candidates impressions of their journey?
 What is your candidate experience Strategy?

55. Changing Process and Technology
To improve the candidate Journey
 Improve on the social recruiting tools and platforms you are using
 Optimise your companies mobile recruitment procedures
 Establish a candidate care strategy
 Enhanced candidate experience combing website and ATS
 Enhance the candidates online experience
 Is your brand clearly visible everywhere
 Candidates expectations are of a seamless journey

56. Impact Of Social Media
On Recruitment
Social Media on the whole is becoming a media for work as well as play and plays a
major part in online brand perception negative and positive
Pro‟s:
- Cost Effective
- Employer Branding and retention
- Speed
Con‟s
- Lack of control

57. RWE npower and Brook Street
Enhancing the Candidate Experience
 Streamlined the entry into RWE npower – Ensuring consistency and speed of hire
 All candidates are briefed on what to expect and the timescales it will take – Resulting in 100% take up of
positions
 All job profiles are clear and reflect the position in full
 Introduced a hiring managers tool kit – Giving consistency of on-boarding
 Transition services – Gave all incumbent workers confidence and better experience of engagement

58. Questions

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Social & Mobile – A Snapshot
Matt Alder
matt@metashift.co.uk

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@mattalder

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What I‟m going to talk about
• Social Recruiting Progress Report
• Mobile Recruiting
• Mobile Apply
• A very big top tip

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Social Recruiting Progress Report
© MetaShift 2012

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© MetaShift 2012
Social Recruiting

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What is emerging?

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Taking a Holistic View to Automation

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Mostly Automated

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Key Results
• Saved £400k in agency fees via LinkedIn
• 6 hires directly from Twitter / Facebook in Q4 2012
• Increase in Referral Hiring
• Huge levels of engagement with the business
• Increased Speed of Hiring
• Recruitment is teaching Customer Service and
Marketing about Social Media with a huge benefit to
the business

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Simple Content Marketing

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Matching Content, Platform and Audience

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Generating Content

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Mobile
© MetaShift 2012

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Key Theme

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Magic! Our Rise in Expectations
© MetaShift 2012

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Mobile isn’t actually mobile

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+
Employer Reality
2% of the Fortune 500
have Mobile Recruiting
Sites

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Mobile and Social

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© MetaShift 2012
73% of smartphone
owners access social
networks through
apps at least once
per day

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Mobile and Search

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Speed Matters!

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Mobile

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Responsive versus Adaptive Design

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Mobile Apply
© MetaShift 2012

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Business Card Data and Email Back

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Cloud Upload

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Emerging Integration Technology

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A Very Big
Top Tip
© MetaShift 2012

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Get yours today!

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In Summary
• Social is Mainstream
• Expectations are Rising
• Techniques are Emerging
• Mobile is Vital

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91. The Recruitment Best Practice Forum
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