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Presentation Final April 2009

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Telstra E&G Case Study April 2009
Background – The challenge ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
E&G Specific Requirements ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The solution ,[object Object],[object Object],[object Object]
Talent Intelligence Pipelining Process ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Results to date… ,[object Object],Talent Intelligence is conducting initial research across 30 organisations nationally Ongoing socialisation by Telstra provides a passive external succession pool of candidates 703 people identified across all roles 118 candidates with biographical data 59 with high fit ranking 14 engaged by Telstra
In detail - CMT Role ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Proprietary TIMS ™ system Current pipelines for E&G Each pipeline will contain a minimum of 30 qualified candidates which will grow over time. This essentially makes up E&Gs external talent pool.
Qualified Candidates Each pipeline contains a list of qualified candidates each assigned a ranking of fit Details include candidates remuneration, availability, and a comments section
In-depth summary of individual skills The TIMs system allows you to drill down and qualify the candidates against a number of pre-determined criteria – for example leadership experience, specialist skills, technical knowledge.
Value Proposition of Talent Pipelining ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Next Steps / Discussion

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Presentation Final April 2009

  • 1. Telstra E&G Case Study April 2009
  • 2.
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  • 8. Proprietary TIMS ™ system Current pipelines for E&G Each pipeline will contain a minimum of 30 qualified candidates which will grow over time. This essentially makes up E&Gs external talent pool.
  • 9. Qualified Candidates Each pipeline contains a list of qualified candidates each assigned a ranking of fit Details include candidates remuneration, availability, and a comments section
  • 10. In-depth summary of individual skills The TIMs system allows you to drill down and qualify the candidates against a number of pre-determined criteria – for example leadership experience, specialist skills, technical knowledge.
  • 11.
  • 12. Next Steps / Discussion