The Power of Love: Contractor Engagement as a Competitive ...€¦ · The Matlen Silver Group ....
Transcript of The Power of Love: Contractor Engagement as a Competitive ...€¦ · The Matlen Silver Group ....
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Presentedby:
PankajJindal,Co-FounderSense
TammiTaylorHeaton,COO&EVP,OperationsPridestaff,Inc.
ManuelVidal,COOTheMatlenSilverGroup
Moderator:AdrianneNelson,SrDirector,GlobalMembershipProducts,StaffingIndustryAnalysts
Sponsoredby:
March28,201710amPT/1pmET
©2017byCrainCommunicationsInc.Allrightsreserved.
The Power of Love: Contractor Engagement as a Competitive Advantage
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WelcometotheStaffingIndustryAnalystsThoughtLeadershipSeries
SuppliersOfStaffingServicesShareTheirExpertise
The Staffing Industry Analysts Industry ThoughtLeadership Series provides the perspective of the suppliersof staffing services. The views expressed in this webinarare those of the sponsor and not necessarily that ofStaffing Industry Analysts.
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©2017byCrainCommunicationsInc.Allrightsreserved.
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Today’sSpeakers
AdrianneNelson,SeniorDirector,GlobalMembershipProducts
Moderator:
©2017byCrainCommunicationsInc.Allrightsreserved.
PankajJindal,Co-Founder,Sense
TammiTaylorHeaton,COO&EVP,OperationsPridestaff,Inc.
ManuelVidal,COOTheMatlenSilverGroup
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TheWarforTalentisheatingup…
Source:BureauofLaborStatistics
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ThePowerofLove=TempSatisfaction
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Whattempssaydrivessatisfaction:
§ Bettercommunicationaboutdutiesofassignment
§ Bettercommunicationaboutcultureofhiringcompany
§ Training(particularlytechnology)§ Orientation
Source:2015TemporaryWorkerSurvey
©2017byCrainCommunicationsInc.Allrightsreserved.
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TempSatisfaction&Retention
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25%ofCWManagersUsedtobeTemps
Source:2011ContingentBuyerSurvey
Someofthetempsyouimpresstoday…willbefuturebuyers.
©2017byCrainCommunicationsInc.Allrightsreserved.
The Power of Love:
Contractor Engagement as a Competitive Advantage
Pankaj Jindal Co-Founder
Confidential
Consultant engagement & loyalty within the staffing industry is broken
ATTRITION DURING ASSIGNMENT
DROP-OFF POST OFFER
15%
Of consultants leave midway through a project.
10-30%
are redeployed
10%
RE-DEPLOYMENT RATE
Of consultants leave between offer and deployment
UPTO UPTO ONLY
If they reduced attrition by 20% they would
increase gross revenue by 12%
If they Doubled their redeployment rate their gross revenue would increase by
20%
Confidential
Engaging consultants is critical to the bottom line
of employees say that long-term loyalty with a company is decided in the first 6 months.
Cost of replacing an $50/hour consultant
45% wont re-apply with you and 22% will tell other not to apply to your organization
86% $10K-20K
For your business, what is the most urgent problem that you would like to systemically
address?
POLL #1
First Day no-show
Attrition mid-way through assignment
Re-deployment
All
Confidential
Staffing agencies are using disjointed applications to engage and retain Contingent Workers, but its broken.
GENERATION 3
Automation Engine - Have a pulse of your entire talent pool in real-time, and on a continuous basis
CONTRACTOR ENGAGEMENT
TALENT MARKETING
CANDIDATE EXPERIENCE
Introduction of more technology but disjointed & ineffective
GENERATION 2
Ad-hoc manner via tools that don’t scale.
GENERATION 1
Tod
ay5
Ye
ars
Ag
o W
ith S
en
se
Confidential
Transforming Talent Engagement
Confidential
TALENT MARKETING
CANDIDATE EXPERIENCE
CONTRACTOR ENGAGEMENT
On-Assignment Re-Deployment
On-BoardingPre-Deployment
Engages contingent worker throughout their lifecycle - pre-hire to on assignment to re-deployment
How do we ensure contractors stay engaged during interview process and show up on their first day of work?
How do we keep Consultants Engaged and ensure they get re-deployed?
How do re-activate talent that’s stale in our database?
Contingent Worker Lifecycle
Do you have a dedicated team or person in your company who is responsible for
Consultant Engagement?
POLL #2
Team
Person
None
SenseAn automated and data-driven solution
HIRING MANAGERS CANDIDATES
EMPLOYEESVENDORS
Case Study:
Candidate Experience & On-boarding
Tammi Taylor HeatonCOO & EVP, Operations Pridestaff, Inc.
Candidate Engagement Workflow
+3
+5
Information about benefits packages & perks
Hiring Manger profile
+1 Client Information
Message from the CEO and welcome to the Agency
DAY
SUBMISSION DATE
OFFER DATE
40% OF CANDIDATES LOSE INTEREST IF THEY DON’T HEAR BACK WITHIN A WEEK
FROM SUBMITTAL TO GETTING AN OFFER
+3
+5
Information about benefits packages & perks
Hiring Manger profile
+1 Client Information
Message from the CEO and welcome to the Agency
DAY
SUBMISSION DATE
OFFER DATE
40% OF CANDIDATES LOSE INTEREST IF THEY DON’T HEAR BACK WITHIN A WEEK
Candidate Engagement Workflow
Candidate Engagement Workflow
+3
+5
Information about benefits packages & perks
Hiring Manger profile
+1 Client Information
Message from the CEO and welcome to the Agency
DAY
SUBMISSION DATE
OFFER DATE
40% OF CANDIDATES LOSE INTEREST IF THEY DON’T HEAR BACK WITHIN A WEEK
Candidate Engagement Workflow
+3
+5
Information about benefits packages & perks
Hiring Manger profile
+1 Client Information
Message from the CEO and welcome to the Agency
DAY
SUBMISSION DATE
OFFER DATE
40% OF CANDIDATES LOSE INTEREST IF THEY DON’T HEAR BACK WITHIN A WEEK
Candidate Engagement Workflow
+3
+5
Information about benefits packages & perks
Hiring Manger profile
+1 Client Information
Message from the CEO and welcome to the Agency
DAY
SUBMISSION DATE
OFFER DATE
40% OF CANDIDATES LOSE INTEREST IF THEY DON’T HEAR BACK WITHIN A WEEK
On-boarding Workflow
1
7
How was your first day?
First week follow-up
Hiring feedback survey
-1First day instructions and reminders
10
16 Payroll confirmation
DAY
UPTO 15% CANDIDATES DROP-OFF DURING THIS PROCESS
FROM GETTING AN OFFER TO GETTING STARTED
Congratulations and welcome aboard
1
7
How was your first day?
First week follow-up
-1 First day instructions
Congratulations and welcome aboard 10
Tell us about your project
16 Payroll confirmation
DAY
On-boarding Workflow
UPTO 15% CANDIDATES DROP-OFF DURING THIS PROCESS
1
7
How was your first day?
First week follow-up
-1First day instructions and reminders
Message from the CEO and welcome to the Agency
10Tell us about your project
16 Payroll confirmation
DAY
On-boarding Workflow
UPTO 15% CANDIDATES DROP-OFF DURING THIS PROCESS
1
7
How was your first day?
First week follow-up
-1 First day instructions
Message from the CEO and welcome to the Agency
10Tell us about your project
16 Payroll confirmation
DAY
On-boarding Workflow
UPTO 15% CANDIDATES DROP-OFF DURING THIS PROCESS
Do you have a process in place to manage your online reputation (ex. Glassdoor, Yelp,
Google)?
POLL #3
Yes
No
On-boarding analytics
Case Study:
On Assignment & Re-Deployment
Manuel VidalCOO The Matlen Silver Group
Consultant Lifecycle Workflow
40
Is there an opportunity for extension of your contract?
Do you enjoy working for your manager? 30 Is the project progressing
as expected?
28
Do you like the project? Do you like your team? How’s the commute?
60Does your project need additional resources? Yes/No
90
Has the client mentioned other projects that need resources?
20
50 Are you aware of our referral program?
DAY
NEARLY 15% OF CANDIDATES LEAVE AN ASSIGNMENT MIDWAY
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
Redeployment Workflow
-27
-25
Tips for updating your resume
Tips for interviewing
-29
Update your resume and skills
Your project is coming to an end
DAY
-30
NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED
END DATE
-45 Expected end date
-10 Meet your hiring manager
What percentage of your temporary associates/consultants do you re-deploy?
POLL #4
10-20%
20-30%
30-40%
Over 40%
Rich Analytics
Talent Management Cloud Dramatically improve Candidate Velocity and Fill-Rates
Create a delightful associate experience
Re-engage your alums by notifying them first about new job openings, events, and
treat them as VIPs
92% of candidates never get a call back, nurture them by creating talent pools and
save 80% of recruiting cost
CONTACT
www.sensehq.co
425.260.1078
Thank You :)
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Timeforyourquestions…
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