talent pipelines- developing a path to your door
TRANSCRIPT
Talent Pipelines-
Developing A Path to Your Door
An Webcast
August 14, 2013
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information 2
Agenda
Introduction
The Changing Face of
Talent Acquisition
Building Your Talent
Pipelines
Questions/Answers
About ADP
Automatic Data Processing, Inc. (ADP) is one of the world’s leading providers of technology-based outsourcing solutions
570,000 clients and 55,000+ associates doing business in over 60 countries
worldwide
Providing expert outsourced employer services to small, mid-size and large
employers for over 60 years; over 30 years internationally
Fortune 500 /#265 Revenue, #96 Profits; Revenue = Approx. $10 B
Provide services to over 50 million employees internationally
Pay one-in-six private sector employees in the U.S. and serve more than 10
million employees outside the U.S.
Serves 40+% of the North America auto/truck retailers
1 of 4 companies AAA rated by Standard & Poor’s and Moody’s
Ranked #1, Fortune’s Most Admired Companies, 2010 (Financial Data
Services sub-category)
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© Copyright 2012 ADP, Inc. Proprietary and Confidential Information 4
Introduction
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Ready in 90 days Pick
Me!
Ready
Now Who are
you?
Current Job Seeker Trends
Decreasing job seeker loyalty
• 61% of today’s employed workforce are open to OR looking for new
opportunities, and start their search up to 6 months ahead of time
Easier access to career information-less reliance on job boards
• Mobile technology has enabled the jobseeker to evaluate their career 24/7
Emergence of social networking / mobile to foster relationships
• The majority of today’s relationships (including careers) begin through social
networks.
Continued shortage of skills-based workforce
• By 2015, 60% of today’s jobs will require skills held just by 20% of today’s
population.
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Sources: BLS & JobVite.com
Current Technology Trends
Commoditization of applicant tracking system functionality
Proliferation of point solutions through the recruiting process
Integration of recruiting to the talent management portfolio, and to
the human capital platform
Recognition of costs and inefficiencies associated with poor
integration
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Sources: BLS & JobVite.com
Companies Are Not Hiring The Same Anymore
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But the process of bringing
the right people into the
organization is not any
easier
Disconnected, distributed
process
Compliance regulations
Proliferation of new
technologies
The strategic importance
of talent acquisition has
been driven by several
factors
The return of “the war for
talent”
Talent mismatch
Driving efficiencies and
effectiveness
Today’s Recruiter’s Profile
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THEN… reactive in nature, responding to
vacancies in real time
NOW…proactive, just-in-time talent
Marketing awareness (trends, branding)
Financial acumen & metrics
Sales ability-pipeline management, forecasting
Relationship building
Partnering-inside and outside organization
Social media-new way to talk
Technologist
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Strategic Human Capital Management
CedarCrestone, 2013
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Developing A Path To Your Door
• Identify Your Talent Needs
• Identify Your Talent Sources and Value Proposition
• Leverage Channels to Source
• Personalize Channels to Source
• Integrate Your Talent Search Processes
• Apply Candidate Relationship Management Processes
• Sustaining Your Pipeline Processes
The Sales Profession
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New competencies and tools have advanced the sales
profession-there are lessons to be learned
Understanding the benefit his/her service or product delivers to the
client (The Value Proposition)
Tools and processes that increase visibility to, and identification of,
prospects (Sourcing)
Leverage best practices to build relationships with prospects
(Relationship Management)
The balance of prospects in all stages of a sales process to assure
continued success (Pipeline Management)
Reliance upon metrics across the sales process to confidently predict
performance (Forecasting)
SOUND FAMILIAR?
Identify Your Talent Needs
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INTERNAL
DEMAND
EXTERNAL
SUPPLY
• What roles/positions in
your company is there
high demand?
• Hard to fill
• Growth
• Turnover
• What is the supply for
those positions?
• Inhibitors
Identify Your Talent Sources and Value Proposition
• Define the skills,
competencies and
experience required
• Hiring manager
• Associates
• Identify the various talent
sources-which align with
expectations
• Develop messages which
will resonate with audience
• Why?
• What?
• Where?
Target Role
Internal
External
Alumni University
Competition
Location
Skills
Competencies
Experience
Identify Your Talent Sources and Value Proposition
Leverage Channels to Source
Job Boards
Career Portals Employees
and Referrals
Events
Social Networks
• Marketing to the masses
• Common job
descriptions
• Common messaging
• Link to apply to
position
• Upgrade subscriptions to
search/download
Personalize Channels to Build Pipelines
Develop micro-sites, tailored to the
target profile and audience, to
engage candidates through any
device
Personalize Channels to Build Pipelines
Role specific
content
-News
-Events
-Jobs
Encourage
candidate to
“follow” you
Embed
content to
engage
candidate
Capture
basic
information
to continue
dialogue
Leverage
candidate
networks to
virally push
opportunities
Search Engine Optimization (SEO)
Integrate Your Candidate Search Processes
Job Boards
Social
Networks
Web Sites
Databases
• Inefficiencies of “one-off”
searches
• Time to candidate
• Duplicates
• Integrated search tools
provide access to multiple
sources at the same time
• Wake up to new talent
every day!
Resume Aggregator with Universal Search
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Apply Candidate Relationship Management
Processes
• Leverage corporate
communications, and
talent specific content
• Utilize various
communication channels
• Target specific candidate
segments
• Iterative process-driving a
more complete candidate
profile
• Automate based on step in
the process
DELIVERY TOOLS
eMail, text, events, mail
CONTENT
Press releases, company news, video
links, blogs,
CANDIDATE SEGMENTS
Candidate Relationship Management (CRM)
Sustaining Your Pipeline Processes
• On-going conversation with leadership to identify new
talent needs
• Continue to refine employment value proposition
• Content is king – assure constant supply
• Identify key metrics-share the news
• Track your competition (geography, industry, skills)
Summary
© Copyright 2012 ADP, Inc. Proprietary and Confidential Information 24
Integrate candidate
search processes
Personalize sourcing
micro-sites
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Questions?
Jack Coapman
VP Marketing
ADP Talent Solutions
www.adp.com/talent_management