Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models. Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start. In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact. In this webinar, we'll discuss: The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve A framework for where and when to partner with RPOs or other providers as an extension of your team Ideas to enhance your career by elevating the value delivered by your TA team

1. Kevin Wheeler
September 2020 |
Virtual
Internal Talent Acquisition is in
Danger – How to Save It

2. A New Recruiting
Landscape
• Driven by these factors: the
pandemic and changing
economics, we will be forced
to rethink recruitment, who
does it and how.

3. What’s Wrong with Internal TA?
Sourcing
Efficiency & Administrivia
Technology
Budgets, Costs
Internal bureaucracy & policies

4. Sourcing
• Weak marketing &
branding expertise
• Lack of investment in
sourcing tools
• Limited talent pools
and inadequate
pipelines

5. Efficiency &
Administrivia
• High turnover
• Constant churn
• Lack of training
• Poorly designed
processes

6. Technology
• Inadequate
knowledge about
technology
• Lack of investment
capital
• Lack of expertise in IT
systems
• Reliance on internal IT
with other priorities

7. Budgets &
Costs
• Very hard to get
investment capital
• Competing with other
HR functions

8. Bureaucracy
& Policies
• Restrictive policies and
internal rules
• Little control over staff
performance
• Lack of training
resources

9. Strategies
for Change
• Three potential scenarios
• Incremental
• Short term – small improvements on cost or
speed
• Focus on the operational side
• Gradual implementation
• Example: using chatbots to screen
candidates
• Transformational
• Introducing new technology – e.g.
blockchain or A.I.
• More rapid introductions with more impact
• Process simplification and redesign
• Disruptive
• Major change- zero-basing everything
• Asking: How could we make ourselves
redundant?
• Or: “What if we started all over again as our
own competitor?”
• All conventions and paradigms are
challenged

10. Can
Internal
T.A.
Survive?
• Only through disruption
• Change assumptions and
redesign
• Adopt and embrace automation
• Become talent advisors – not
recruiters
• Focus recruiting only for the few
most critical positions
• Outsource everything that can be
outsourced

11. Our
Panelists
Sean Barry
Head of Talent Acquisition – Walgreens
Mary Jane Brecklin
Vice President, HR Operations – Health First
Jim D'Amico
Global Talent Acquisition Leader – Celanese
Kevin Wheeler
Founder – The Future of Talent Institute

12. THANKS
Discussion &
Questions
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