The Long & Winding Candidate Journey - World Talent … · 25-09-2014 · The Long & Winding...

The Long & Winding Candidate Journey

Robin Erickson, PhD

Vice President, Talent Acquisition Research

Bersin by Deloitte / Deloitte Consulting LLP

September 25, 2014

Roadmap for Success

Copy right © 2014 Deloitte Dev elopment LLC. All rights reserv ed.1 The Long and Winding Candidate Journey: Roadmap to Success

Today’s Agenda

What are the results of

high-impact talent

acquisition?

Why is the candidate

journey important?

How do we get there

from here?

What is the roadmap for

success?

Questions?

To Live Tweet:

@RAEricksonPhD

#wotafo


Who we are

• Global provider of leading practices, trends, and

benchmarking research in talent management,

learning, and strategic HR.

Six research practices• Human Resources

• Leadership & Succession

• Learning & Development

• Talent Acquisition

• Talent Management

• Tools & Technology

Offerings

• WhatWorks® Membership: Research, Tools,

Education, Consulting

• IMPACT: An industry leading conference on the

Business of Talent

• Advisory Services & Consulting

Human

Resources

Leadership &

Succession

Learning &

Development

Talent

Acquisition

Talent

Management

Tools &

Technology


What are the

Results of

High-Impact

Talent

Acquisition?


High-Impact Talent AcquisitionIndustry Study

• Focus group discussion with 10 senior talent acquisition leaders

• An extensive, quantitative survey completed by 297 talent acquisition professionals

Size

– 46% were small

– 30% were medium

– 24% were large

• Rigorous statistical analysis of TA performance drivers

• In-depth interviews with senior talent acquisition leaders

Source: High-Impact Talent Acquisition, Key Findings and Maturity Model, Bersin by Deloitte, 2014

Global Reach

– 38% were global

– 21% were multinational

– 41% were national


HITA Key Findings

High-impact talent acquisition can improve overall

business and TA performance outcomes

Developing strong relationships with hiring

managers is the top driver of TA performance

Candidate pool development is the second

most influential performance driver

A strategic social media campaign is a key

differentiator for companies at the highest

level of maturity

Mature organizations are 4x more effective at

improving workforce decisions through metrics



HITA Key Findings (continued)

High-performing talent acquisition functions

are often more agile

Mature organizations are two times more

effective at “building a seat at the table”

Mature organizations invest in new TA

products and services

Organization size, structure, and global

reach do not predict TA maturity

The majority of talent acquisition functions are

not globally prepared



Talent Acquisition Maturity Model


Reactive Tactical Recruiting

Level 1

Standardized Operational Recruiting

Level 2

Integrated Talent Acquisition

Level 3

Optimized Talent Acquisition

Level 4

Be

rs

in

b

y D

elo

it

te

13%

23%

29%

35%


Why is the

Candidate

Journey

Important?

The Candidate Journey as We Know it Today

A One Way Street


Recruiter Perspective TodayJust Identify and Convert

REQUISITION

APPROVED

DEVELOP SOURCING STRATEGYENGAGE SOCIAL MEDIA/

TALENT COMMUNITIES

DIRECT SOURCEREVIEW

CANDIDATESNARROW POOL

INTERVIEWDETERMINE

FINALISTS

MAKE

OFFERHIRE

CONDUCT ONBOARDING


Candidate PerspectiveThe Application to Offer Journey

Text

et

Tet

DECIDE TO LOOK

FOR A NEW JOB

RESEARCH COMPANIES REACH OUT TO NETWORK

CHECK LINKEDIN,

FACEBOOK &

TWITTER

JOIN TALENT

COMMUNITIESUPDATE RESUME

APPLY WAIT INTERVIEW WAIT

WONDER ABOUT ONBOARDING: WILL I BE SET UP FOR SUCCESS?

ACCEPT

OFFER

The CandidateJourney as it Should Be

A Two Way Street


Candidate ExperienceAn Essential Component of TA Strategy

A candidate’s perception of a

company is central to his / her

willingness to consider engaging

with that organization. Perception is

often colored by:

The view of the company as a provider of goods or services

The role that the company plays or appears to play in the community or

world at-large

The view of that company as an

employer

Source:: The Talent Board http://nam.thecandidateexperienceawards.org/about-the-award/

http://nam.thecandidateexperienceawards.org/about-the-award/


The Candidate Paradigm ShiftEngaging & Developing Candidates

Disruptive Approach

Extremely Social

Candidate & Brand Centric

Targeted Engagement

Global Implications

Sourcing ≠ Exact Science

FOSTER AN ENGAGING

CANDIATE EXPERIENCE


High-Impact Talent AcquisitionDrivers and Opportunities

Developing Candidate

Pools

• #2 TA performance driver & 2x more influential than other TA performance drivers

• Only 14% of companies strongly agree that they build relationships with potential talent

Social Media

Campaigns

• #3 TA Performance Driver

• Only 31% of companies strongly agree that they implement a successful social media strategy

Employment

Brand

• Influential for both TA and retention

• Only 15% of companies strongly agree that they maintain a strong employment brand

Ask Yourself

Do you develop quality candidate pools or a list of

targets? What is the difference?

Ask Yourself:

Do you provide meaningful social media content to

candidates? What do you think they want

and why?

Ask Yourself:

Does your employment brand

resonate with candidates and is it

recognized externally?



How Do We

Get There

From Here?


The Candidate Experience ProcessA Marathon, Not a Sprint

Engage

Identify

Adjust

Differentiate


Go To Where Candidates LiveLeave No Source Untapped!

Industry Groups

Social

Media

Coffee

Houses!

Colleges/Career

Fairs

CompetitorsALL AROUND

YOU!

Your

Employees

Identify


Candidate Engagement PrinciplesBe Compelling, Clear, and Authentic

Engage


DifferentiateMake Sure Your Employment Brand Shines

Differentiate

Obtain Executive

Sponsorship

Remember that Reputation

MattersBe Consistent

Be UniqueRely on your

Network

Respond Instead of Reacting

Drive Transparency

and AuthenticityKeep it Real

Get Employees Involved


Changing CourseAdjust as Required

Stop under-delivering ineffective

content

Slow down & assess

audience needs

Drive continuous

improvement

Adjust


What is the

Roadmap to

Success?


Roadmap for SuccessKey Takeaways

1

Top talent acquisition performance drivers help enable a positive

candidate experience2

Fostering a positive candidate experience promotes employment

brand messages and drives engagement and retention

3

4

5

Candidates often have high expectations for their candidate journey and

this requires a new way of thinking for employers

Organizations should monitor their candidate engagement

results and continuously improve candidate experience

processes

High-impact talent acquisition can improve both overall business

outcomes and talent acquisition performance outcomes


Questions?

Robin Erickson, PhD

Vice President,

Talent Acquisition Research

Deloitte Consulting LLP

111 S. Wacker

Chicago, IL 60606

Email: [email protected]

Office: (312) 486 5368

Twitter: @RAEricksonPhD

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The Long & Winding Candidate Journey - World Talent … · 25-09-2014 · The Long & Winding...

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