goodbye functional leadership...hello business leadership
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Keynotes &
general
sessions
Innovation
breakout track
Data &
Metrics
breakout track
Talent Brand
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Talent
Management
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Leadership &
Strategy
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Pipeline &
Recruitment
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title title title title title title title
Goodbye Functional Leadership,
Hello Business Leadership
Jean Martin
Executive Director & Talent
Solutions Architect
CEB
Lindsay Browning
EMEA Talent Acquisition Leader
What do Talent Professionals
need to be business leaders? #tcbizleadership
#tcbizleadership
‘To truly understand a business, you have to wear all the hats before you can
take some of them off’.
Jim McNelis, Dito, Inc. 500 for 2013
‘You have a seat, challenge my leaders,
drive us to scale beyond just talent’
Mike Derezin,
Global VP Sales Solutions,
Talent acquisition roadmap
7
LinkedIn on
LinkedIn Candidate
Operations &
Scale Stakeholder Team
‘Be the most influential talent
organisation on the planet’
Global Talent Acquisition Team, LinkedIn
Advantage BusinessS U S T A I N A B L E
Movement Mindset
The Chasm
Early Majority Late Majority Late Comers Innovators and
Early Adopters
HIGH RISK
NO RISK
The Chasm
HIGH RISK
NO RISK
HIGH REWARD
NO REWARD
Early Majority Late Majority Late Comers Innovators and
Early Adopters
From Recruiter to Business Leader Four Shifts That Are Transforming Recruiting
Becoming a Business Leader: Four Shifts Transforming Recruiting
From Recruiter to Talent Advisor
From Process Efficiency to Quality at Speed
From Recruiting to Smart Sourcing
From Employment Branding to Branding for Influence
Shift 1: From Recruiter to Talent Advisor
Recruiting accepts that effective talent
planning is a challenging ideal and
conducts only regular vacancy planning
with the line. It focuses instead on refining
its ability to respond effectively to urgent
strategic needs.
Recruiting facilitates the flow of information
and stakeholders into final hiring decision
making.
Recruiting prioritizes critical business units for
selective talent planning and cultivates
relationships with business leaders in those
units to anticipate—and influence—future
talent needs.
Recruiting understands hiring for team
members’ social styles and communicates
preferences to shape interpersonal
dynamics of the decision-making process.
From Providing
More Information
to Shaping How
Decisions Are Made
Integrated View of Talent Advisor Capabilities
Talent Advisor Defined
(ta-lant ad-vīzar) noun: Talent Advisors are decision-influencers, not order- takers. They earn the right to influence by
informing staffing decisions with acute knowledge of the organization and deep expertise of external markets.
■ Trust hiring
manager
assumptions
■ Fill requisitions
effectively
■ Drive for
satisfaction
Order
Takers
■ Challenge
hiring manager
assumptions
■ Frame
requisitions
strategically
■ Drive for impact
Decision
Influencers
Critical
“Demand Side”
Capabilities
Firm-Wide Talent
Strategy Knowledge
Specific Business
Acumen
Critical
“Supply Side”
Capabilities
Labor Market
Expertise
Lead
Generation
Hiring
Manager
Persuasion
Shift 2: From Process Efficiency
to Quality at Speed
Recruiting enables hiring
teams to execute the more
complex workflow.
Recruiting streamlines the hiring
workflow to drive sustainable
improvements in hiring speed.
From Enabling Hiring Teams to
Streamlining the Hiring Workflow
The Way Forward
From Enabling Hiring Teams To Streamlining the Hiring Workflow
Enabling Hiring Teams
Add additional resources to alleviate recruiter
workloads.
Provide standards and tools to help recruiters navigate
the more complex recruiting process.
Add information and stakeholders to enable hiring
managers to make hiring decisions.
Enabling hiring teams to execute the more
complex workflow
Streamlining the Hiring Workflow
Better align resources with business priorities to improve
the impact of current capacity.
Identify and remove hidden process inefficiencies
to reduce the complexity of the recruiting process.
Limit and organize information and stakeholders
to shape hiring decision making.
Streamlining the hiring workflow to drive
sustainable improvements in hiring speed
? ?
? ? ?
? ?
Source: CEB analysis.
Shift 3: From Recruiting
to Smart Sourcing
Recruiting focuses on building a list
of qualified potential candidates
from known sources and keeps
those lists updated over time.
Recruiting focuses on curating a network
of qualified candidates for critical
positions and facilitates relationship-
building between them and currently
installed talent and business leaders.
From Building Talent Pipelines to
Curating Influential Connections
Smart Sourcing Pays Off at Multiple Levels The Payoff of Smart Sourcing
Requisition- Driven Sourcing Smart Sourcing
Primary Focus Improve Operational Effectiveness
Prioritization
Search Strategy
Prospect Engagement
Focus on Critical Positions
Emphasize High-Volume Sources
Cultivate Relationships to Keep Prospects Warm
Use Intelligence to Achieve Effectiveness and Influence
Value Creation Potential
Target Quality in Non-Obvious Places
Use Intelligence to Consistently Filter Prospects and Inform Broader Decisions
Pipeline Yield New Hires pear 100 Sourced Leads
Source: CEB analysis.
Requisition- Driven Sourcing
Smart Sourcing
2. 5
9.0
Recruiting Impact
Percentage of Sourcers with High-Quality Shortlists
Indexed
∆ = 22%
Requisition- Driven Sourcing
Smart Sourcing
1.00 1. 22
Business Impact Ability to Influence Business Decisions
Indexed ∆ = 19%
Requisition- Driven Sourcing
Smart Sourcing
1. 00 1. 19
Shift 4: From Employment Branding
to Branding for Influence
Recruiting focuses on the
channels through which they are
communicating appealing branding
messages and strives to ensure
consistency in those messages.
Recruiting focuses on building a network
of brand influencers across the
organization and ensuring its
communications are influencing the right
potential applicant decisions.
From Building for Appeal to
Branding for Influence
Three Steps to Branding for Influence
Source: CEB analysis.
Branding for
Appeal
Promoting the
organization as a
great place to work
Core Brand Messages That Sell Channel-Driven
Branding for
Influence
Giving applicants
trusted guidance
to make better
decisions about
whether to apply
Customized
Brands Focus
Messages
That Consult Messenger-
Driven Outreach
1 2 3
Core Brand
Customized Brands
“Check out
this company that I
didn’t know hires for…” “Your work
helps achieve
our
mission by…”
“Given your interests, I think the right job for
you will be…”
Becoming a Business Leader: Four Shifts Transforming Recruiting
From Recruiter to Talent Advisor
From Process Efficiency to Quality at Speed
From Recruiting to Smart Sourcing
From Employment Branding to Branding for Influence
Title
#tcbizleadership