PowerPoint Presentation

Recruitment v Talent Acquisition:light years apart?

James Purvis, Head of Talent Acquisition, CERN

About CERN

Most corporate slides forgottenPicture of Geneva remember CERN Cold (271.3C) and in Geneva! Accelerate particules to speed of light, in vacuum, collide together, reproduce big bang to answer fundamental questions of our universe.2

Recruitment v Talent Acquisition

Recruitment re-active, TA pro-active3

Recruitment:2 things to knowGet the process right.Get the best out of Technology.

Is this your candidate experience?

Is this your current candidate experience? Have you tried being a candidate on your own process? Obtained feedback from the candidates?Asked friends or family if they would apply for a job in your organisation? Why not?40K candidates only 200 offered jobs, 39800 positive experience? Will they returnDo you provide feedback? We offer it to those who ask (few do, but when they ask we provide it).At CERN we found we were quite the scary monster candidates thought you had to have a PhD. Tests were hard (and often irrelevant).Anecdote : testing5

Your ATS

Your ATS may be the first culprit how is it treating your candidates? Is it inline with your organisation? Modern? Mobile? Apply via LinkedIn? Lightweight or takes 4 hours to fill in whats your bounce rate (incompleted apps)6

Your hiring manager

Your hiring managers equally guilty at CERN we making the training mandatory as we found they are worst culprits.Bad behaviour falling asleep to mobile phones to inappropriate and off-subject questions.7

Your Candidate

Your candidate has a dream Google slides etc. Interview is opportunity to put it into reality ensure candidate knows its a two way decision.

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Your assessment strategy

Are you testing skills or potential? Are you over-testing? Are you testing for the right things?9

Technology

Technology is abundant but just because you have purchased it, are you using it correctly?How many of you sitting on Recruiter licenses for LinkedIn ? ROI? Career pages on LinkedIn, Glasssdoor etc measuring value?Technology gathering dust

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Watch out for the HIPPOS!

Highest Important Paid Persons Opinion is that who is making decisions around branding, website, job-channels?11

Use your data

CERN experiments create petabytes of data thats enough [analogy]12

even a little data

Even a little data. Help you navigate. Measure your IMPACT. Quality of recruits13

Job BoardsAutomate itIntegrate itMeasure it

Big Data - Evidence Based HR

Ready AIM Hire!

Reaching 21+ countries with one single click!

Shouldnt be time-consuming (used to be). Allow (1) economies of scale and (2) use of data in renegotiating tarifs14

Video brings jobs to life!

Integrate them in your VNs publish on social media! Videos most popular media. Increases attractiveness

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CV Parsing

Some amazing technologies out there if you are search for specific competencies. More powerful than Google16

Asynchronous Video Screening

Take interview anywhereReview interview anytimeEvaluate

Ensure high quality candidatesIncreases QualitySaves TimeReduces Costs

Use on all roles from most junior to C-level recruits. One big hit which has increased quality, saved time and reduced costs17

Selfie circa 1920Implement a Social Media strategy

Social media is an entire presentation on its own not going into detail here but you should all have a strategy by now and at least be present on the big 4 (Facebook, Twitter, Youtube, LinkedIn)An Aberdeen study found that 73% of 18-34 year olds found their last job through a social network

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Dont forget your mobile strategy!

Trend was for apps (we testing water) but more importantly - must have responsive design. Mobile friendly site. 90% of job seekers doing so on a mobile device and 50% expect to apply on mobile (Glassdoor)Callout question How many have mobile career site? How many of you in room have fully mobile apply process? If its not half then expectations not matched.Mobile should force us to rethink the process.19

This was all about recruitment, but now onto talent acquisition20

Defining TalentTLDNR

Here is a (my) definition you can tweet:the ability to carry out todays work combined with potential to solve tomorrows challenges

Every heard of TLDNR? Very useful for long emails ask people to tweet you the summary. Try and find a conscise definition for talent. Here is one you can tweet.21

123Example - 25 year look forward!CERN needs people toLearn skills that arent around yetUse technology that hasnt been inventedSolve problems that dont exist

We dont yet know the specific competencies.but we do know the types of profiles we need to hire and for when

and we know our turnover ratesand we know our demographicsand we know our skills shortagesand we know our retirement forecastsand you probably know much more

See numbers on bottom of graph 10 to 37 those are YEARS yes its a plan up to 2037 of LHC. 3 key technical competencies for LHC ability to accelerate particles, cryogenics & vacuum audience question which of 3 may we have challenges finding on the market?22

Talent pipelining

Getting Started learn to walk before you start to dance

Dont go out and try and get your management to work with you on a SWF. Wrong approach.24

Starting simple 5 steps

Whats is your companys.?1. Business Plan2. Labour Turnover3. Age demographics4. Hot skills5. Build a forward-looking rolling 18 month plan...

and a strategy for where you are going to find your future talent

Its not magic

Faster horses syndrome?

RECAP Hiring managers arent going to ask you to do Talent Acqusition they are going to ask you to recruit. You need to make a conscious effort to move to TA.For recruitment get it right, use data & technology. For TA start simple forward look, anticipate, pro-active build your crystal ballIf you ask your customers what they want they just want better recruitment (faster horses syndrome) they wont say Talent Acquisition, Workforce Planning, Succession planning - they are just buzzwords like 2 litre diesel, turbo injection etc would be for a horse-rider !27

Ready to make the leap?Credibility in Recruitment Ability in Talent Acquisition

Recruitment OperationalTalent Acuisition - Strategic28

Thank you

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