breaking out of the box: engaging your pipeline candidates...
TRANSCRIPT
Breaking Out of the Box: Engaging Your
Pipeline Candidates Through Learning
Bonnie Evans, Global Client Executive, Xerox Learning [email protected]
Sarah Thompson, Principal Consultant, Xerox Learning [email protected]
April 3, 2016
Breaking Out of the Box: Engaging Your Pipeline Candidates Through Learning
• Current Challenges with Recruiting and Onboarding
• A Candidate’s Journey
• Moving Out of the Box
• Learning in the New Hire Journey
Agenda
What are some
of your current
challenges
with recruiting
and
onboarding?
4
$4000 just to fill an
open position3
Only 13% of organizations
believe that their
talent acquisition
function is
optimized2
Cost to
replace an
employee
1.5 to 3x salary5
Cost of a bad hire:
30% of
first-year
earnings4
Cost of turnover
due to poor
cultural fit at least
50% of base
salary1
From pre-hire to hire
A Candidate’s Journey
What if these activities
happened prior to hiring?
What if a potential new hire
starts to build a network
within the company here?
Post Hire
Evaluation of hire
Interest
Exposure to brand
The opening or the need
Assimilation to job role
Assimilation to culture
Moving Out of the Box
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Assimilation to job role
Assimilation to culture
Interest
Evaluation of hire
Right candidates
Exposure to brand
Many
organizations
have
transitioned to
relying on
MOOCs.
The surprising truth about Massive Open Online Courses (MOOCs)
Don’t be left out:
73% of organizations view
MOOCs as having positive
impact, influencing hiring
and recruiting.
While general MOOC
completion rates hover
around 2-10%, if stating a
desire to earn a certificate,
25% went on to do so.
Active engagement, posting
messages or discussion
thread responses in online
forums, within a MOOC is
indicative of motivation.
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Xerox Internal Use Only
Enter the
SPOC (Small
Private Online
Course).
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Is small beautiful: Features to engage the learner
More fully engage a targeted
group of learners – beyond
the “guru on a mountaintop” –
small group online
discussions.
Missions allow for experiential
opportunities and learning by
doing – in an online
environment.
Students remained more
active, due to a sense of
community and working to
solve a problem (through a
two-way street).
HarvardX SPOC started with about 440 students spread across 100 groups, and 75 of the teams finished.
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Flip the Model: Example
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Assimilation to job role (MOOC)
Assimilation to culture (SPOC)
Interest
Evaluation of hire
Exposure to brand
Xerox Internal Use Only
Communities
Problem-based (activity-oriented) learning
Connections with experts
Assessment
Evaluation Keys to unlocking
the box:
• Drive recruitment
• Drive retention
• Ensure the right
culture fit
Guiding Tenets
to Engaging
Your Pre-Hires
Success Stories
What are some ways you have used or could envision using MOOCs or SPOCs as a way to assist with recruiting, pre-hire onboarding?
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What will the
cost benefit be
from flipping
the model and
breaking out of
the box?
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Regardless of new hires hired in a year
what is the % of people that aren’t the
right fit culturally or technically? What if
you have a chance to reduce that by xx%?
What might be the cost savings?
2500 employees or 80k employees
$4000 just to fill an
open position3
Only 13% of organizations
believe that their
talent acquisition
function is
optimized2
Cost of a bad hire:
30% of
first-year
earnings4
Cost of turnover
due to poor
cultural fit at least
50% of base
salary1
Cost to
replace an
employee
1.5 to 3x salary5
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© 2015 Xerox Corporation. All rights reserved. Xerox®, Xerox and Design® and “Work Can Work Better” are trademarks of Xerox Corporation in the United States and/or other countries.
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Breaking Out of the Box: Engaging Your Pipeline Candidates Through Learning
Bonnie Evans, Global Client Executive, Xerox Learning [email protected]
Sarah Thompson, Principal Consultant, Xerox Learning [email protected]
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