talent rising client summit-talent talks

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WELCOME CLIENTS

AND FRIENDS!

2014 Talent Rising Client Summit

May 14-15, 2014


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


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


TALENT TALKS: CIELO

TALENT ACTIVATION INDEX

Angela Hills


DOWNLOAD THE ENTIRE INDEX

http://resources.cielotalent.com/201

4-Web-Downloads_Cielo-Talent-

Activation-Index.html

http://resources.cielotalent.com/2014-Web-Downloads_Cielo-Talent-Activation-Index.html


Definitively identify the link

between superior talent

practices and organizational

performance.

GOAL


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


The best business

performers are far more

likely to devise effective

strategies to support

employees’ work-life

balance.

TOP 8 TALENT STRATEGIES


Using data and analytics

to create workforce

strategies correlates

strongly with achieving top

business objectives.



High-performing

organizations use

sophisticated

quantitative metrics to

measure quality.



High performers do a better

job of quantifying the

business impact of their

workforce.



Workforce segmentation

is an active practice of

high-performing

organizations .



Top performers embrace

diversity and support

a variety of work styles.



Top performers are far more

effective at motivating and

meeting the needs of

different generations within

their workforce.



Outperforming organizations

emphasize their employee

value proposition to attract

top talent.



LEADERS ARE MORE

CONFIDENT IN THEIR

FUTURE, AND FEEL

BETTER PREPARED

FOR 2020.


TALENT TALKS: STRATEGIC

WORKFORCE PLANNING

Andrew Manning


TODAY WE HAVE THE SAME TALENT GAPS


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….


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.”


Start by understanding what you’ve already got


THEN FOCUS ON MEASURABLE OUTPUTS

Capability Map


THEN FOCUS ON MEASURABLE OUTPUTS

Skill developmt

plans

Headcount and Staffing

plans

Succession Plans

Talent communities

Reward analysis

Diversity action plans

Talent Programs


THEN FOCUS ON MEASURABLE OUTPUTSWorkforce Planning Dashboards - MOS


SUCCESSION PLANNING FOR CRITICAL ROLES


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.”


FOR MORE INFORMATION…

http://resources.cielotalent.com/201

4-Web-Downloads_Strategic-

Workforce-Planning.html


TALENT TALKS:

EMPLOYER BRANDING

Andy Curlewis


multidimensionalmʌltɪdɪˈmɛnʃ(ə)n(ə)l,-dʌɪ-/

adjective

1.of or involving several dimensions."multidimensional space"


Finding people

isn’t so hard now.


Convincing the

right ones to join

and inspiring them

to stay is.


http://cielotalent.com/services/consulting/employment-branding/

FOR MORE DETAILS ON CIELO’S

EMPLOYER BRANDING PRACTICE VISIT:


TALENT TALKS:

SEARCH SOLUTIONS

Angela Hills & Javier Carrasco


IS CONTINGENCY SEARCH DEAD?


Employee Referrals Headhunters

Highest Subsequent Performance Lowest Subsequent Performance

Lowest Compensation Highest Compensation

PERFORMANCE

*Mbidwell, Wharton, Aresty Institute of Executive Education, 2014


THE TREND TOWARD MANAGING

SEARCH INTERNALLY


• 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


Workforce segmentation is an

active practice of high-performing

organizations.

CIELO TALENT ACTIVATION INDEX


CIELO SEARCH

SOLUTIONS

CIELO RPO

EXPERT ONES

TALENT SOURCING SEGMENTATION


http://cielotalent.com/services/search-solutions/

FOR MORE DETAILS ON CIELO’S

SEARCH SOLUTIONS VISIT:


TALENT TALKS: DATA EXHAUST & THE FUTURE OF SOURCING

Adam Godson


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.


PEOPLE AGGREGATORS


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?


FOR MORE INFORMATION…

http://resources.cielotalent.com/2014-Web-

Downloads_WPTechtheProcess_RB.html


THANK YOU!

talent rising client summit-talent talks

Recruiting & HR