How To Transform Your Recruiting

Function…

Into A Strategic Talent Acquisition

Organization

Sr. Director, Talent Acquisition & Integration North America

David Watson - Avanade

Darren HardmanCVP, Chief Operating Officer, North America

2016: ERE Benchmarking Statistic

#1 Lack of a Workforce Plan (WFP)

#2 Too Much Time on Backfills

(Attrition)

#3 Business Leadership Lack of Support1,689 Respondents

Recruiters Believe the Top 3 INHIBITORS to Their Recruiting Success Are:

2016: ERE Benchmarking Poll

Over 81% of Recruiting Professionals Believe Their Organization Will Not

Implement a Workforce Plan

Workforce Planning

Why It’s Important

Why You Need It

Why You Should Care

Our Business Challenge…

Mature Our Recruiting Function&

Build a Strategic Solution to MeetHiring Demand

5 Key Steps

That Transformed Our Recruiting Function

to a Strategic

Talent Acquisition Organization

#1 – Attain Business Leverage

Be a Trusted Advisor

High-Level Business Involvement

Business Accountability

#2 – Build A Workforce Plan

One Master Hiring Plan

4 W’s & 1 H

Forecasted View

#3 – Create Discipline

Prioritize Hiring Demand

Establish an Approval Process

WFP Single Book of Record

Never Recruit Outside the Plan Discipline

#4 – Develop The Strategy

Create a Sourcing Framework

Business Rhythm & Cadence

Mobility & Transparency

#5 – Execute The Strategy

Prioritize Delivery

Drivable Metrics

Pipeline Ahead of Demand

Transformative Analytics

Workforce Plan

Sample Screenshots

WFP – Demand vs. Hires View

Slicers By: Specialty Level Role Location

WFP – Slicer View

Slicers By: Specialty Level Role Location

WFP – Monthly ResultsHire Against Demand By:MonthLocationRoleSpecialty

WFP – Pipeline View

Time in Status

Candidate Status

WFP – Hiring Reports – Monthly Trend

Trending View MonthQuarter

WFP – Hiring Reports – Fill Rate%

Quarterly ViewQ1 Fill Rate%

WFP – Hiring Reports - Specialty

Specialty View Specialty

Performance Gains (KPIs) Offer Acceptance

15%

Hiring Manager Survey

12%

Candidate Survey

15%

Employee Referrals

50%

Performance Gains (KPIs) Time to Hire 22

Days

Interview Quality 9:1

5:1

Fill Rate% 58%

91%

Cost Per Hire 46%

Key Takeaways Leverage

Workforce Plan

Discipline

Strategy

Execution

High-Level Business Involvement

Forecasted View

WFP Single Book of Record

Business Rhythm & Cadence

Pipeline Ahead of Demand

Questions