Steven Plehier's presentation at Textkernel Conference Intelligent Machines and the Future of Recruitment on 2 June 2016 at the Beurs van Berlage in Amsterdam.
The use of long application forms on corporate websites in order to get structured and searchable candidate data leads to high drop-off rates in applications. Candidates expect a seamless application process which has little interruptions. On the other hand, the candidate database can only be used effectively when the data is complete, validated and correct. The combination of a market-leading ATS solution and Textkernel’s parsing and semantic search technology enables Deloitte to make effective use of the candidate pool. Deloitte showcases how they changed their application process to get more and structured candidate data directly in their Taleo system and how advanced semantic search technology allows them to better source candidate profiles.
4. The new reality for HR
Automation of jobs – how do we transition workers?
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Robotisation of (parts of) jobs (ING, 2015)
5. The new reality for HR
Talent Management – from leader to facilitator
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Integrated
Reporting & Analytics
Sentiment Analysis
Network Analysis
Social Media
Monitoring
Job Boards
& Ads
Employment
Brand
Customer
Satisfaction
Anonymous
Feedback
Tools
Pulse
Surveys
Annual
Survey
Performance
Check-ins
Exit
Interviews
Performance
Appraisals
6. The new reality for HR
Recruitment – from reviewing applications to employer branding and
pulling in the right persons
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-> World is changing fast - digital, social, mobile, cloud, …
-> Story of Steven vs Yarne (old PC, not connected, long lived vs tablet, always connected, short lived)
Robotics - changing jobs
-> How to transition employees?
-> How to manage workforce?
Talent Management
-> From annual process to agile proces (enterprise listening culture)
-> Performance management 2.0:
Annual / one-time event Ongoing / continuous
Burdensome, fixed Simple, agile, consistent
Process focused Outcome & results focused
Appraisal focused Development focused
Directs the organization Empowers the individual
Centralized Local (w / enterprise enablement)
Expects effective coaching Enables effective coaching
Recruitment
-> Social job finding (employer branding)
-> Semantic search to increase quality of inflow
From a people perspective we have grown significantly between 2009 – 2014
Each year we get 12000 candidates to fill 600 positions (Grad vs Exp)
Only 600 are through referrals – however the return on value of those 600 is 3x the value of the direct entrants (better fit, better culture impact, …)
We need to leverage social recruitment