Talent Rising Summit presentations from Sue Marks, Tara Cassady and Adam Godson

1. 0WE BECOME YOU™
Sue Marks, Chief Executive Officer
Tara Cassady, Senior Vice President
The Next Frontier of Talent Acquisition

2. 1WE BECOME YOU™

3. 2WE BECOME YOU™

4. 3WE BECOME YOU™

5. 4WE BECOME YOU™
TALENT ACQUISITION IS AT AN INFLECTION POINT
Harvard Business Review Study of Talent Acquisition Leaders
agree they have the
opportunity to extend their
influence by taking the lead
on strategic workforce
management
see lack of collaboration
among business units as
a top barrier to strategic
workforce management
80% 58%

7. 6WE BECOME YOU™

8. 7WE BECOME YOU™
THEN AND NOW - TECHNOLOGY
2008
• iPhone had recently entered the
market
• Played phone tag with candidates
and lost time trying to find mutually
available times for interviews
• Cielo launched first exclusive
Sourcing Technology
2018
• iPhone commands 15.2% of the
market share
• 20,000 candidates self-schedule
interviews monthly with our
healthcare clients
• Cielo’s Talent Cloud

9. 8WE BECOME YOU™

10. 9WE BECOME YOU™
THEN AND NOW – CANDIDATE EXPERIENCE
2012
• Cielo wanted to solve candidate
‘black whole’ in quest for improving
the candidate experience
• 12K candidates tracked in Excel
2018
• Launching 3rd generation technology
solution
• 90K candidates cleared annually
through Bridge Pre-Employment

11. 10WE BECOME YOU™
PLANNING FOR THE FUTURE
Are You Ready For the Future of Talent Acquisition?
Effectively Use
Social For
Recruitment
Build Talent
Pipelines to
Reduce
Time to Fill
Improve
Search
Engine
Optimization
Engaging and
Mobile-Enabled
Branded
Websites
Automated
Onboarding
Streamline
Interview
Processes
Improve
Job
Postings Launch
Employee
Referral
Program
Incorporate
Video/Voice
Screening
*2017 icimis Study
Improve
Reporting
and Tracking

13. 12WE BECOME YOU™
An enterprise’s ability to grow and prosper
depends on its ability to get work done.
40%
total global workforce consists of
contingent workers, including
contractors, freelancers and
temporary workers
97%
independent workers have absolutely
no desire to return to traditional work

14. 13WE BECOME YOU™
DEVELOP A TOTAL TALENT ACQUISITION MINDSET
Accessing talent without constraints of job descriptions,
office walls or geographic boundaries
Redefining what a ‘worker’ is by
focusing on skills and requirements

15. 14WE BECOME YOU™
WHAT IS HOLDING ORGANIZATIONS BACK?
Organizational
Silos
Lack of
Understanding
Inadequate
Systems &
Infrastructure

16. 15WE BECOME YOU™
WHAT SHOULD WE BE CONSIDERING?
COLLABORATIVE LEADERSHIP:
GROUP OF CRITICAL STAKEHOLDERS
REDESIGN ORGANIZATION STRUCTURES
TO SUPPORT AN AGILE WORKFORCE

17. 16WE BECOME YOU™
WE ARE ALREADY ON THIS JOURNEY

18. 17WE BECOME YOU™
Coordinate the
Collective
Efforts
Change the
Dialogue
Adopt a
Change
Mindset
HOW DO WE PUSH FORWARD?

19. 18WE BECOME YOU™

20. Artificial Intelligence & the Future of Recruitment
Andy Curlewis, Senior Vice President, Brand, Digital & Communications
Adam Godson, Vice President, Global Technology Solutions
Balazs Paroczay, Vice President, Global Sourcing

21. 20WE BECOME YOU™
HOW WILL WE GET THERE?

22. 21WE BECOME YOU™
WHAT IS ARTIFICIAL INTELLIGENCE?
Artificial
Intelligence
Machine
Learning
Deep
Learning
Predictive
Analytics
Natural
Language
Processing
Translation
Speech-to-
text / Text-to-
speech
Computer
Vision
Image
recognition
Machine
vision
Robotics
1: a branch of computer science dealing with the simulation of intelligent
behavior in computers
2: the capability of a machine to imitate intelligent human behavior

23. 22WE BECOME YOU™
AI IN THE CONSUMER SPACE
• AI in the consumer space has had record development, powered
by major companies
• Digital economies can create winner-take-all platform wars
(e.g., Alexa vs. Google Home; iPhone vs. Android)
• Ecosystems more open than ever to develop important
technologies for specific use cases

24. 23WE BECOME YOU™
AI IN RECRUITING TODAY
More “Potential Energy” and Marketing Buzz
• Mostly companies using specific computational techniques as part
of their products (e.g., Natural language processing, Machine
learning)
Massive Investment in Recruiting Space
• $1.1 billion venture capital invested in HR Tech in 2017
• About 1/3 in Talent Acquisition
• $785 million in Q1 2018

25. 24WE BECOME YOU™
CANDIDATE MATCHING
• Natural language processing can
help algorithms understand
language used in resumes and job
descriptions to better match them
• Machine-learning based matching
can improve results in large data
sets

26. 25WE BECOME YOU™
AUGMENTED WRITING
• Augmented writing platforms use AI
to help recruiters write effectively
• Job descriptions
• Writing for diversity
• Writing for throughput
• Candidate engagement emails
• Understands personality and
the best writing style to get
responses based on the
individual

27. 26WE BECOME YOU™
CHATBOTS
• All use some level of Natural
Language Processing
• Mostly “programmed” in decision
trees, but some have more
advanced AI
• Can be multi-platform (text,
Facebook Messenger, Slack,
Twitter, web)
• Can be useful for basic screening
or FAQ-type questions
• Ethically important that user knows
they are chatting with a chatbot, not
a person

28. 27WE BECOME YOU™
INFORMATION AUGMENTATION
• How can I find as much about a
candidate as possible without them
having to do anything?
• Examples:
• Algorithms to understand
likelihood to stay/leave a job
• Vocal tonality analysis
• Facial recognition
• Personality from writing sample

29. 28WE BECOME YOU™
ROBOTIC PROCESS AUTOMATION (RPA)
• Automation of a process using a
software robot to control the user
interface
• More automation than AI, is often
grouped with AI
• Process automation combined with
AI has the chance to be incredibly
powerful

30. 29WE BECOME YOU™
Talent Attraction
• Employer
Branding
• Recruitment
Advertising
• Sourcing
• Job Posting
• Referrals
Engagement
• Outbound Calling
• Light Skills
Assessment
• Impression Center
Initial Matching
• Resume
Screening
• Phone Screens
• Culture-match
Assessment
Selection
• Hiring Manager
Interviews
• Skills Assessment
Offer & Accept
• Contract
Negotiation
• Offer Agreement
• Administrative
Execution
Pre-employment
• Legal &
Compliance
• Background
Screening
• Verifications
• Candidate
Enculturation
RECRUITMENT PROCESS
Opportunity for Intelligent Automation
HIGH (15%)
• Automated
Sourcing
• Programmatic Job
Distribution
MEDIUM (5%)
• Chatbots
• Content Library
• Minimum
Qualification
• Assisted AI for
Smart Outreach
V. HIGH (10%)
• Machine Learning-
based Semantic
Matching
• Video & Voice
Screens
• AI-based
Assessments
• NLP for Machine
Processing of
Media
MEDIUM (10%)
• Automated
Interview
Scheduling
• Computational
Hiring Assistance
• AI-based
Assessments
MEDIUM (5%)
• AI-based
Negotiations
• Automated
offers/contracts
HIGH (5%)
• Automated Check
Process Workflow
10%
TRADITIONAL
RECRUITMENT
AUTOMATION
10%15%20%10%30%

31. 30WE BECOME YOU™
WHAT ARE THE RISKS & BARRIERS?
• Brand risks in doing it poorly (e.g. bad chatbot)
• Losing the personal touch with candidates that can drive conversions
• Compliance
• GDPR in EU requires transparency in automated decision-making
• U.S. federal contractors must keep records on decision-making for OFCCP,
even if automated
• The ROI - is there first-mover advantage or can a company catch-up?

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WHERE DOES THAT LEAVE US?
• A future where candidate matching can be done with a high
degree of certainty
• A future where candidate interactions can be highly automated
with reasonable candidate experience
• A future where we know more than we ever have about
candidates without having to ask them
• A future with uncertainty on how to gain competitive advantage

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