A Talent Pipeline Starts with Solid Relationships

Relationship Recruiting Deloitte’s Journey

September 2011

Diane Borhani, National Director of Campus Recruiting

© 2010 Deloitte Global Services Limited 2

Overview

• Where We Started

• Our Journey

• Where We Are Today

• Ongoing evolution

• Key take-aways

• Q&A

3

Where We Started


• Meeting hiring goals

• Established campus recruiting organization

• Passionate practitioners involved in recruiting efforts

2006

Transactional Recruiting

• Lacked compelling campus strategy

• Fragmented go to market approach

• Minimal accountability to overall organization

• No consistent performance measurements across teams

• Inconsistent approach to university partnership

5

Our Journey

© 2010 Deloitte Global Services Limited

2006

Organizational Change

Getting the vision in place and action plan moving…

ü Engaged key stakeholders

ü Created business case to support desired change (benefits and risks if we did NOT change)

ü Develop strategy document with roadmap to desired end state

ü Established detailed project plan with clear roles and responsibilities

ü Developed and distributed toolkits to enable the effort

ü Addressed critical success factors and potential obstacles


2006

Organizational Change It all started with a picture.

Partners, Campus Champions and Recruiters

Universities

Desired Graduates

Intellectual Capital

Diversity Outreach

Enhanced Brand

Shared Facilities

Aligned Curriculum

UNIVERSITY RELATIONS

High School Outreach

Foundation

Faculty

University Recruiting

Learning & Development

Marketing / PR

Research / Case Studies

Diversity


•  School roster refinement

•  “One Deloitte” •  ATS improvement •  Diversity / WIN

2006

“What gets measured gets done.”

Organizational Change

Take the Lead

2009

Build the Foundation

2007

Improve the Infrastructure

2008 “Where the

Best Choose to Be”

2010

•  Continued eval of school roster

•  Operational Excellence

•  Further university relations

•  Broaden marketing

•  Capture ROI •  Selection tools •  New programs •  Take relationships

to “new level” •  External image

development

•  Sustain improvements

•  New programs with Gen Y focus

•  Explore broader partnership possibilities


2006

Organizational Change Partnership with the business.

Identifying and on-boarding campus champions…

Fall/Winter

•  Make introductions to key faculty, deans, Career Services, student groups, etc.

•  Information sessions

•  Career Fairs

•  On-Campus interviews for FT hires

•  Sell events on and off campus

Winter/Spring

•  Additional meetings to identify further partnership opportunities with key contacts

•  Intern recruiting takes place

•  Events with student groups

•  Pursue guest lecturer opportunities

•  Additional informational sessions to targeted audience

10

Where We Are Today


2006

2011

Relationship Recruiting

• Meeting hiring goals despite increased competition

• Enhanced campus recruiting organization

• Passionate practitioners engaged in recruiting and relationship efforts

• One consistent, compelling campus recruiting strategy

• Firm leader sponsorship

• Consistent goals and performance measures

• Resources and structure to enable university partnerships

• Established processes and systems


2006

2011

Presence on Campus

Relationship Building

•  Administration and Faculty Meetings

•  Student Group Events

•  Coffee Chats

•  Mentorship programs

•  Student office visits

Identification & Selection of Talent

•  Career Fair

•  Information session

•  Resume review

• Diversity events

•  Interviews

•  Sell events

Branding & Reputation

•  Case Workshops

•  Case Competition

•  Classroom Presence Opportunities

•  Curriculum development

•  Conference speakers/ sponsorship


2006

2011

Early ID Programs

Virtual Team Challenge

Alternative Spring Break

Leadership Conferences

Immersion Program

Internship Programs


2006

2011

University Relations

University Relations Center of Excellence

Academic industry insights

University Briefing Books

Best Practice

knowledge sharing

University Service

Assessments

Primary Impact •  Institutions •  Faculty • Students

Secondary Impact Deloitte’s Clients

Risk & Regulatory

Retired Partners & Principals

Communications

Talent Development Deloitte

University

Deloitte Research

Diversity & Inclusion

Women’s Initiative

Community Involvement

Deloitte Technical Leaders

Deloitte Foundation

Partner Matters

PPDs

Talent Acquisition

Alumni Relations

Client Service &

Opportunity

US Personnel

15

The Evolution Continues


What’s next?

2006

2011

Beyond

• Continue to expand relationships on campus with students and faculty

Evolution of Communications

Process Refinement

Continued Focus on

Relationships

• Mobile strategy • Paperless recruiting

• Refinement of our selection methodology • Continue to streamline processes


Keys to Success


Top 5 Keys to Success…

1.  Engage your key stakeholders from the beginning

2.  Align people that are passionate to the effort

3.  Present a compelling business case

4. Have a well established implementation plan

5. Develop a clear communication plan

Business

A Talent Pipeline Starts with Solid Relationships