talent rising client summit-talent talks
DESCRIPTION
During our Annual Cielo Talent Rising Client Summit we presented five different Talent Talks, our version of Ted Talks that share the next best things happening in the world of talent acquisition and management.TRANSCRIPT
0Content Property of Cielo
WELCOME CLIENTS
AND FRIENDS!
2014 Talent Rising Client Summit
May 14-15, 2014
1Content Property of Cielo
DAY 1 AGENDA
9 a.m. Welcome & Twitter Introductions
9:45 a.m. Cielo: Talent Rising
10:30 a.m. Break
10:45 a.m. Talent Talks: Talent Activation Index Results
11 a.m. Disruptive Innovations in Talent Acquisition
12 p.m. Lunch & Networking
1 p.m. Talent Talks: Strategic Workforce Planning
1:15 p.m. The Talent Economics Master Class
4:15 p.m. Talent Talks: Employer Branding
4:30 p.m. Day 1 Wrap Up
5:15 p.m. Meet in the Lobby to Board Bus
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DAY 2 AGENDA
8:30 a.m. Welcome
8:45 a.m. Why Good People Can’t Get Jobs
9:45 a.m. Break
10 a.m. Talent Talks: Search Solutions
10:15 a.m. HR’s Impact on Quality Workshop
11:30 a.m. Talent Talks: The Future of Sourcing
11:45 a.m. Thank you & Farewell
12 p.m. Lunch & Networking
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TALENT TALKS: CIELO
TALENT ACTIVATION INDEX
Angela Hills
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DOWNLOAD THE ENTIRE INDEX
http://resources.cielotalent.com/201
4-Web-Downloads_Cielo-Talent-
Activation-Index.html
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Definitively identify the link
between superior talent
practices and organizational
performance.
GOAL
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Organizations that systematically measure
and manage their workforce, align talent
strategy with business goals and
proactively support cultural diversity and
work-life balance are far more likely to
achieve their most important business
priorities than those that do not.
CONCLUSION
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The best business
performers are far more
likely to devise effective
strategies to support
employees’ work-life
balance.
TOP 8 TALENT STRATEGIES
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Using data and analytics
to create workforce
strategies correlates
strongly with achieving top
business objectives.
TOP 8 TALENT STRATEGIES
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High-performing
organizations use
sophisticated
quantitative metrics to
measure quality.
TOP 8 TALENT STRATEGIES
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High performers do a better
job of quantifying the
business impact of their
workforce.
TOP 8 TALENT STRATEGIES
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Workforce segmentation
is an active practice of
high-performing
organizations .
TOP 8 TALENT STRATEGIES
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Top performers embrace
diversity and support
a variety of work styles.
TOP 8 TALENT STRATEGIES
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Top performers are far more
effective at motivating and
meeting the needs of
different generations within
their workforce.
TOP 8 TALENT STRATEGIES
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Outperforming organizations
emphasize their employee
value proposition to attract
top talent.
TOP 8 TALENT STRATEGIES
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LEADERS ARE MORE
CONFIDENT IN THEIR
FUTURE, AND FEEL
BETTER PREPARED
FOR 2020.
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TALENT TALKS: STRATEGIC
WORKFORCE PLANNING
Andrew Manning
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TODAY WE HAVE THE SAME TALENT GAPS
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You have some way of managing current and short-term demand
and supply in recruitment
You are creating a somewhat longer-term view on numbers -
perhaps a spreadsheet or matrix with different roles mapped to
locations, etc.
You are looking at tactics to address your major categories of hire –
perhaps permanent vs. temporary
You are taking what the business needs to deliver its long-term
strategy and translating them into recruitment plans
You are identifying gaps with how your current workforce will deliver
the business strategy, and identifying how best to close those gaps
RAISE YOUR HAND IF….
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IT’S A COMMON PROBLEM
• Only 20% of
organizations we
interviewed do long-term
planning?
• 40% of organizations are
starting to invest in this
area.
• Heavy focus on the
internal processes.
“SWP is what we
really need to do.
There is a challenge
to educate the
organization in that
context and to keep
it live.”
“We find it hard
enough to do
resource planning in
our organization,
however unless we
shift this, it will be a
significant risk to
the business.”“The hardest
thing is knowing
where to start.”
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Start by understanding what you’ve already got
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THEN FOCUS ON MEASURABLE OUTPUTS
Capability Map
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THEN FOCUS ON MEASURABLE OUTPUTS
Skill developmt
plans
Headcount and Staffing
plans
Succession Plans
Talent communities
Reward analysis
Diversity action plans
Talent Programs
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THEN FOCUS ON MEASURABLE OUTPUTSWorkforce Planning Dashboards - MOS
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SUCCESSION PLANNING FOR CRITICAL ROLES
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WHY IS WORKFORCE PLANNING SO IMPORTANT?
• Competitiveness and
Agility
• Business Diversification
and Transformation
• New Skills needed for the
Future
• Critical Skills Availability
• Employment Legislation
“We knew we were
moving into on-line and
digital three years ago
but the Talent Strategy
was not aligned. Now
we don’t have the right
skills and are behind
the curve in
comparison to our
competitors.”
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FOR MORE INFORMATION…
http://resources.cielotalent.com/201
4-Web-Downloads_Strategic-
Workforce-Planning.html
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TALENT TALKS:
EMPLOYER BRANDING
Andy Curlewis
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multidimensionalmʌltɪdɪˈmɛnʃ(ə)n(ə)l,-dʌɪ-/
adjective
1.of or involving several dimensions."multidimensional space"
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Finding people
isn’t so hard now.
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Convincing the
right ones to join
and inspiring them
to stay is.
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http://cielotalent.com/services/consulting/employment-branding/
FOR MORE DETAILS ON CIELO’S
EMPLOYER BRANDING PRACTICE VISIT:
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TALENT TALKS:
SEARCH SOLUTIONS
Angela Hills & Javier Carrasco
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IS CONTINGENCY SEARCH DEAD?
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Employee Referrals Headhunters
Highest Subsequent Performance Lowest Subsequent Performance
Lowest Compensation Highest Compensation
PERFORMANCE
*Mbidwell, Wharton, Aresty Institute of Executive Education, 2014
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THE TREND TOWARD MANAGING
SEARCH INTERNALLY
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• High cost
• Time to delivery
• Need to engage multiple providers either
functionally or geographically
• Assignment driven – Limited knowledge of the
customer
• Inconsistency of processes / lack of
transparency
• Market knowledge stays with the provider
subsidising the competition
• Off limits
OTHER FACTORS
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Workforce segmentation is an
active practice of high-performing
organizations.
CIELO TALENT ACTIVATION INDEX
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CIELO SEARCH
SOLUTIONS
CIELO RPO
EXPERT ONES
TALENT SOURCING SEGMENTATION
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http://cielotalent.com/services/search-solutions/
FOR MORE DETAILS ON CIELO’S
SEARCH SOLUTIONS VISIT:
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TALENT TALKS: DATA EXHAUST & THE FUTURE OF SOURCING
Adam Godson
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PEOPLE AGGREGATORS
• Implicit Resumes
– Combination of online activities from
multiple sources.
– Usually NOT including an actual
resume.
• Simple search, multiple methods
of contact.
• Highly successful in IT space,
branching into new fields.
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PEOPLE AGGREGATORS
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ENGAGEMENT PARADIGM
If you could find every qualified
person for the job…
and simply had to engage them…
how would that change what you do?
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FOR MORE INFORMATION…
http://resources.cielotalent.com/2014-Web-
Downloads_WPTechtheProcess_RB.html
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THANK YOU!