To successfully move a recruiting organization from reactive to proactive, talent acquisition leaders need certain qualities: fearlessness, strategic mindset, determination, crack influencing skills, and more. Air New Zealand and Kellogg share how they moved the needle building integrated recruitment strategies and employment branding that drives results. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

1. A Journey from Reactive to Proactive:
Building an Integrated Recruitment Strategy
Angela Farrelly
Strategic Sourcing Leader
Air New Zealand
@AngelaFarrelly
Sheila Delargy
Senior Director, Global Recruiting
Kellogg’s
@SheilaDelargy

2. Right Here
Right Now
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3. Dramatically changed landscape
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7. Online and all the time
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9. Accessibility of talent
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10. Sourcing candidates has changed
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15. Best candidate or the best applicant?
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16. Talent engagement strategy
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17. What we learned the hard way
Research
Business Strategy = Talent Strategy
Collaboration
Budget
Agile Technology
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18. The seven deadly sins
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20. The future
 Mobile
 Gamification
 Industry Changers
 Augmented Reality – Google Glass
 The Cloud & Big Data
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21. Scene from a shopping mall
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22. Key takeaways
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23. Kellogg’s

24. #intalent

25. The Kellogg Company
Our Vision
To enrich and delight the world through
foods and brands that matter
Our Purpose
Nourishing families so they
can flourish and thrive

26. Reactive to Proactive!
YESTERDAY
•
•
•
•
Limited global consistency
Reactive recruiting
High costs to the business
Talent Gaps
TOMORROW
•
•
•
•
Global consistency
Proactive recruiting
Growing our internal talent
Winning the “war for talent”
#intalent

27. Need new photo as this was taken from Google
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28. And the World Had Changed Too…
• Escalating War for Talent
• Competitor innovation in
talent acquisition was
raising the bar
• Changes in employee
demographics meant
skills shortages and
increased competition
• Social Media in recruiting
is a game changer

29. Changes: Next Exit
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30. New Recruiting Strategy
Grow & Develop
More Talent From
Within
Recruit the Best
Position Kellogg as
a Global Employer
of Choice
Improve the Time
& Cost to Hire
#intalent

31. Our New Global Employer Brand
GROW
WITH US
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32. 47 Different Global Sites

33. Presenting A Unified Face to the World

34. Launching A Global Assessment
“Whatever success I have
had in business has been a
result of my good fortune in
selecting employees who
could do their jobs better
than I could have done
them myself.”

35. Proactive Talent Attraction & Sourcing
Picture of talent , and or social media

36. New Global System & Process

37. Helping Recruiters to Succeed

38. Recruiting Scorecard
2013 Target
Greater than 85% of managers agree "I am
pleased with the quality of my new hire"
Recruit the Best
Retention of new hires = 95% in 3 Months; 90% in
12 Months (Salaried)
Grow & Develop our
Internal Talent
# of Internal Promotions & External Hires are equal
(excluding interns)
# of Diverse Applications & Hires (Female, Ethnic
Background, Veterans)
Position Kellogg as an
Employer of Choice
Increasing # of Unique Career Site Visitors & Social
Media Followers
Greater than 85% Offer Acceptance Rate
Greater than 85% satisfaction rate " I am satisfied with
the Kellogg Recruiting Process"
Q2

39. Lessons Learned…
Don’t underestimate the
Change Management!

40. Managing The Change
1. Bring the Future to Life
2. Inspire Deep Commitment
3. Show the Value
4. Build Plans to Sustain Changes

41. Gr-r-reat Results
Global Reach
Significant Reductions
in Cost to Hire
Big Data Insights
Happy Managers, New
Hires
& Candidates !

42. Social Recruiting Success
93k+ Followers
CAREER SITE VISITORS
HAIL FROM:
211
DIFFERENT
COUNTRIES/TERRITORIES
% NEW CAREER SITE
VISITORS
UNIQUE CAREER SITE
VISITORS
73.8%
1,003,437