PowerPoint-Prsentation

Digital recruitmentThe new, digital reality for HRSteven PlehierDirector HRT EMEA2nd June 2016

IntroductionBusiness, Economy and Technology are changing fast-paced2(c) 2016 Deloitte Consulting cvba

-> 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)2

The new reality for HR 2016 Deloitte Consulting cvba3

The new reality for HRAutomation of jobs how do we transition workers?4(c) 2016 Deloitte Consulting cvba

Robotisation of (parts of) jobs (ING, 2015)

Robotics - changing jobs-> How to transition employees?-> How to manage workforce?4

The new reality for HRTalent Management from leader to facilitator5(c) 2016 Deloitte Consulting cvba

IntegratedReporting & AnalyticsSentiment AnalysisNetwork Analysis

Social Media Monitoring

Job Boards& Ads

EmploymentBrand

CustomerSatisfactionAnonymousFeedbackToolsPulseSurveys

AnnualSurvey

PerformanceCheck-ins

ExitInterviews

PerformanceAppraisals

Talent Management-> From annual process to agile proces (enterprise listening culture)-> Performance management 2.0:Annual / one-time event Ongoing / continuousBurdensome, fixed Simple, agile, consistentProcess focused Outcome & results focusedAppraisal focused Development focusedDirects the organization Empowers the individualCentralized Local (w / enterprise enablement)Expects effective coaching Enables effective coaching

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The new reality for HRRecruitment from reviewing applications to employer branding and pulling in the right persons6(c) 2016 Deloitte Consulting cvba

Recruitment-> Social job finding (employer branding)-> Semantic search to increase quality of inflow6

Recruitment at Deloitte 2016 Deloitte Consulting cvba7

Talent Acquisition at DeloitteThis year we will look for 700 talented professionals at all levels 2016 Deloitte Consulting cvba8

400 Graduate hires300 Senior hires17.000 Candidates

From a people perspective we have grown significantly between 2009 2014Each 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 recruitment8

Talent Acquisition at Deloitte3 key drivers for a successful talent acquisition strategy. 2016 Deloitte Consulting cvba9Employer BrandingAmbassadorshipEveryone Recruiter

If every employee has 300 connections, we can reach 960 k potential candidates. A strong employer brand to push inflow through social channelsAll our employees are ambassadors for our organisation, culture and values.

Smart, Social-enabled Technology

New recruitment solution 2016 Deloitte Consulting cvba10

In 2014 we decided to look for a new recruitment solutionKey drivers for a new recruitment solution 2016 Deloitte Consulting cvba11IncreasedTransparency

ImprovedEfficiency

Seamless CandidateExperienceCandidate Relation Management (CRM)Connect with top talent earlierKeep potential recruits warm for Deloitte for future hiringParsing, Searching, Matching (PSM)Parsing: convert CV / Social media profile into candidate profile Improves candidate experience & data inflowSearch & Match: use full potential of the database, find the best candidateApplicant Tracking System (ATS)Recruitment process management systemInterview managementSeamless User Experience1-click and go for the candidateEfficient processes for recruitersReporting / DashboardFunctionalities for the recruiter, recruitment lead, job owner (preferably mobile)Generate daily / weekly transparent reportingSocial SourcingTool / referral management tool to support vision in having employees represent Deloitte as ambassadors

In 2014 we decided to look for a new recruitment solutionHow does the solution look like? 2016 Deloitte Consulting cvba12

A better candidate pool 2016 Deloitte Consulting cvba13

A better candidate poolKey business drivers for a dedicated PSM solution 2016 Deloitte Consulting cvba14

A better candidate poolFocus on the candidate streamlined experience! 2016 Deloitte Consulting cvba15

A reduction of the complexity and time spent to apply for a job. Most (all) data is retrieved from the applicants CV. One-click application process

More complete candidate profile and advanced matching rules increase the chances not only to be found in a database but also to be linked to the most suitable jobs.

Less manual interaction thanks to the automatic parsing of the CV

Single page applicationAutomationBetter Profile

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A better candidate poolFocus on the candidate streamlined experience - Video!

2016 Deloitte Consulting cvba16

A better candidate poolFocus on the recruiters improved data quality 2016 Deloitte Consulting cvba17

Less time wasted / spent on reviewing the data in our ATS database, providing more time to focus on the essence of recruiting

Better and complete historical records of who has applied at Deloitte, with a perfect snapshot of the career at the time of application

Easy way to parse a resume received via email, very limited manual intervention required

CorrectionsParsing OptionsSolid History

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A better candidate poolFocus on the recruiters improved database & searching capabilities 2016 Deloitte Consulting cvba18

Less time to search and match candidates to jobs. Signifiant increase in time spent finding the right candidates, improved overall results thanks to semantic capabilitiesMatching

Possibility to start a candidate search with just one click, based on a specific requisition existing in TaleoEase of Use

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Thank you!

2016 Deloitte Consulting cvba19Steven Plehiersplehier@deloitte.comphone: +32 2 749 59 46http://www.deloitte.be/