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Talent Attraction
Expedia Jobs Traffic (Owned)− Over 68% of site traffic equates to new visitors
(holding steady since last dashboard)− Visitors duration down 4s at 00:01:33 on
average− Total unique visits is down another ~1k to
~41k /mo.
Expedia Jobs Visits by Geo (Owned)− 58% of visits are US-based; India and UK next,
but should yield higher % given HC proportion (1% increase since last dashboard)
− Need for greater global relevance across EI-domain external career websites (new Global Careers Website coming soon)
Targeted Marketing Traffic † (Paid)− Global marketing strategy via advertising
channels is producing expected results w/ slow decline trending
− Aug was a stronger month YOY netting over 120K external visitors which converts to applicants & hires
Targeted Pinterest Campaigns (Earned)− Global Digital Marketing initiatives, per
Editorial Calendar, to showcase Life at Expedia − Featuring content around different initiatives
(i.e. Go! Program & Working in Tech)− New channel, 82% female audience
Targeted Google+ Campaigns (Earned)− As a key pillar in our strategic search strategy;
targeting overall engagement with Technologists (core audience)
− Newer channel, over 200 +1’s (page engagement)
− Supports overall SEO strategy on google.com for Life at Expedia & is where we currently house our Videos
Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 1
Expedia Jobs | Traffic1
Expedia Jobs | Visits by Geo2
Targeted Campaigns | Pinterest4 Targeted Campaigns | Google+5
Targeted Marketing | Traffic3
1
2
4
3
5
† 7 Social Media Channels are utilized at least 3x per week to drive traffic. This is managed via an established Editorial Calendar with an integrated approach to digital marketing
Strategic Sourcing
Candidate Hires‐ 4 hires in August translating to an agency
cost avoidance of $70k with $867k YTD‐ 8 candidates scheduled for onsite loops in
September that were submitted in August
Candidate Funnel
‒ 448 prospects added into CRM from competitors in August for passive candidate conversion; YTD total is 3150-Increase due to Mobile SWAT and SEO/SEM initiative mapping
‒ Recruiter Accepted submittals at 66%; a positive increase from July
‒ Internal HC planning has impacted candidate acceptance-HM screen ratios as the teams await open headcount
‒ The HM screen–interview loop ratio decreased to 43% however can be aligned to the increased timeline for scheduling
Pipelining Source‒ LinkedIn continues to generate ROI; comprises
46% of pipelining source in August (incorporates Mobile Talent Direct Campaign)
‒ Talent mapping accounted for 34% of pipelining source aligned to intelligence cultivation for the CI Library and mapping requests
‒ Dice.com dropped in August to 6% due to support required for LinkedIn Mobile Talent Direct
Additional Support‒ CI research project initiated for SEO/SEM and
Mobile for the US, Market Management Thailand and Agent/Account Management for Egencia Canada
‒ Travelocity heat map provided to GTA for talent assessment
‒ Mobile LinkedIn “Talent Direct” campaign has successfully launched resulting in the pipelining of 65 development professionals and 2 mobile phone interviews thus far
Additional Support‐ Content
Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 2
Sourcing Generated Candidate Hires | YTD1
1
2
4
3Sourcing Generated Candidate Funnel
2 Pipelining Source3
Operations
ATS Implementation‐ GTA has arrived at an endorsement: Find.ly‐ Completing negotiations through
Procurement and final reviews with stakeholders
‐ 6-month extension with PeopleFluent finalized
‐ Business Process Reengineering (BPR) mapping of current process, initial redesign phases, and documentation of RACI completed
Global Contingent Workforce Program‐ US $30M YTD Total spend; represents a
16% increase YOY‐ $3.9M YTD Cost Savings ‐ 36% from Rate Card savings
Employee Referral Program‐ Number of referrals continues to drop;
referral to hire conversion ratio averaged 18:1
‐ US accounted for (67%) of ER hires, EMEA (16%) followed by APAC (17%)
‐ APAC experienced an increase in the number of referrals compared to EMEA for last month
Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 3
Applicant Tracking System (ATS) | Implementation1
1
2
3
Contingent Workforce Program2 Employee Referral Program (ERP)3
January February March April May June July August
0
250
500
750
1000
1250
1500
47 63 63 62 64 66 48 47
Not Suitable Converted
January February March April May June July August
$(4,500,000.0)
$(4,000,000.0)
$(3,500,000.0)
$(3,000,000.0)
$(2,500,000.0)
$(2,000,000.0)
$(1,500,000.0)
$(1,000,000.0)
$(500,000.0)
$-
$500,000.0
$1,000,000.0
-$3,611,927.00
-$3,305,068.00-
$3,608,699.00-$3,880,143.00
-$3,758,396.70
-$3,903,263.00-
$4,262,780.00
-$3,981,189.00
$470,744.00$478,201.00$529,792.00$530,576.00$491,464.34$415,224.00$501,153.00$498,227.00
Total Spend Total Savings
Jan Feb
March April May June Jul Aug
Sept Oct Nov
Dec Jan Feb
March
Planning
Business Process Review (BPR)
BPR Results Review
Vendor Contact
Contract Negotiation
Implementation
Data Migration
Testing
Comms
Training
Launch
University RecruitingHeadcount Targets‐ On-campus recruiting season begins early
September with events scheduled globally‐ Finalizing school-set, go-to-campus events,
interviewers, and leader engagements‐ HC targets remain unconfirmed; initial
2014 demand identified however not yet locked
Intern Conversion‐ 43 total 2013 interns
‐ 22 offers extended‐ 7 offers accepted‐ 1 offer declined (McKinsey)‐ 2 pending delivery of offer‐ 11 misc. (no hire/awaiting HM decision,
etc.)
Global Footprint‐ Expanding global footprint following
rigorous evaluation of past school-set; new universities identified with inclusion of “virtual” presence at greater number of universities regionally
‐ Events scheduled at close of August:‐ Technical – Cornell, University of
Houston, NYU, Penn State, Purdue‐ Market Management– UT Austin, CMU,
Cornell, UIUC, UW, Harvey Mudd
Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 4
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3
Headcount Targets | Status2 Intern Conversion | Status3
Global Footprint | Events and Engagements1
GLG
EWE
GTO
LPS
Egencia
0 2 4 6 8 10 12
10
Pending
6
4
Pending
Headcount Target
Tools Usage
LIR Weighted Usage Score †
‐ 30 August hires, 153 YTD at $1.8k CPH total
‐ EMEA (48%), Americas (42%, APAC/India (10%)
‐ Opportunity and need for RMT members to reevaluate/adjust LIR seat distribution in Q4
Dice Usage‐ 2 August hires, 8 YTD at $5k CPH total‐ Overall usage remains minimal, with only
3 of 5 accounts utilized continuously‐ 1 account currently remains unleveraged‐ Consider further divesting in 2014
Monster Usage‐ Usage continues to fall while overall CPH
rises‐ 4 August hires, 17 YTD at $19k CPH‐ Reducing purchased slots in Q4 and
piloting Monster SeeMore, semantic ATS search tool
‐ ROI does not indicate justification for consistent investment in 2014
‐ Evaluating alternatives to meet unique global needs under a consolidated vendor platform
Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 5
LinkedIn Recruiter (LIR) | Weighted Usage Score1
1
2
3
Dice | Usage2 Monster | Usage3
† Weighted usage score includes InMails sent (40%), searches conducted (30%), profiles viewed (20%) and logins (10%)
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0 0 0 0 0 1 2 3 4 4 5 6 7 8 10 11 18 19 21 21 25 26 27 31 33 36 42 60 62 80 81 83 96 110128136139168194213268501767812
YTD Score August Score
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YTD August
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Cathy Taylor Doug Younts Greg Mallory Alison Gomes
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August
Project Portfolio
EI Careers Website Refresh‐ Schedule has slipped, now expecting a
November launch, due incorporation with expediainc.com WordPress site rollout
‐ Procured $50k of free video shoots, completed over two days with employees across EI
‐ RMT roadshow planned in September, with HRLT/GTAAB roadshow to follow in October
WW Social Channel Engagement‐ Early work underway to investigate at
Social Media expansion into APAC/China‐ Leveraged job shadow partnership with
eLong to research and recommend best practices
‐ Engaged TMP, who has offices in Beijing, to get a quote on supporting us locally as a vendor
‐ Launched “Social Media Wall” (monitor with live stream of 7 social channels) in HQ 10th floor
VMW/MSP WW Rollout‐ UK MSP transition to TAPFIN complete‐ Integration testing is complete and Phase
1 is on track to launch on 30th September
GUR Go-to-Campus‐ Fall campus recruiting is in full swing‐ Finalized structural model change within
GUR, including creation of a Talent Advisor role and differentiation between recruiters, enabling opportunity for efficient regional recruitment
‐ Current focus on full-time in Technology (Software Engineer in Test and Software Design Engineer) and Market Management (Market Associate) at US and EMEA universities
‐ 2014 headcount demand remains incomplete
Global Talent Acquisition Operations Expedia, Inc. Proprietary and Confidential 6
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Project Title Overall Health Schedule Scope Risks/Issues Budget
EI Careers Website Refresh
Summary: a complete refresh of the Expedia, Inc. careers website, upgrading content, enabling candidate experience, and highlighting EI, globally.
WW Social Channel Engagement
Summary: exploratory action, researching social media channels in APAC/China and how best to replicate results achieved in other regions.
Competitive Intelligence Library
Summary: design and implement a dynamic global catalogue of talent and market intelligence that is easily accessible and secure to the EI GTA community.
Applicant Tracking System
Summary: replace the outdated ATS in order to enhance customer experience, increase efficiency, and improve overall productivity.
VMS/MSP WW Rollout
Summary: enabling a competitive solution that enables consistent and consolidated management of the global contingent workforce population.
Employee Referral Program
Summary: re-launching the program to achieve greater global relevance, increase conversion rates, and align rewards with company culture.
Background Check Reengineering
Summary: consolidation of vendors (Accurate/Verifications, Inc.) update of EI-driven baseline requirements and preparation for New Country Deployment.
RED/RPS Survey
Summary: aligning the internal/external candidate, hiring manager recruiting surveys with CEB Talent Advisor Learning Academy and “Top 5” Experiences initiatives.
GUR Go-to-Campus
Summary: reengineering the Global University Recruiting (GUR) program, increasing footprint, and scaling to meet increasing demand, worldwide.
TBD Program1
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