Erin Schielzeth Customer Success Consultant

LinkedIn

Getting in and getting out: LinkedIn Recruiter workflow success

Olly Garside Customer Education Consultant

LinkedIn

#intalent

Time savers transform you from working hard to working smart

#intalent

The road to recruiting success

1. Get Ahead Smart and efficient search

2. Get Organised Leverage smart projects

3. Get BuyIN Streamlined feedback

Todays Agenda

Give me six hours to chop down a tree and I will spend the first

four sharpening the axe. - Abraham Lincoln

#intalent

Get Ahead Smart and efficient search

Save

Search

#intalent

Set

Real time search results

#intalent

Build your search string

See your results immediately

Search Filters

InMail Insights Profile Activity

SAVE searches and SET an alert

Save your search

Activate the alert

#intalent

Get Organised Leverage smart projects

Set Up

#intalent

Smart projects get organised

#intalent

Smart projects get organised Auto

pipeline candidates

#intalent

See all actions in your project

#intalent

Profile Activity

Hiring Manager Reviews

Get BuyIN streamlined feedback

Profile Review

#intalent

Share profiles for hiring manager review

#intalent

One step review process

#intalent

Your road to recruiting success

1. Get Ahead - Lay the foundation with targeted searches and then automate by setting up search alerts

2. Get Organised - Set up projects and leverage smart project filters

3. Get Buy In - Streamline the feedback process using hiring manager review

Source: 5 Tips to Improve Your Concentration, Sam Horn. http://altmedicine.about.com/od/optimumhealthessentials/a/Concentration.htm

#intalent

Transforming

Talent Acquisition

Christine Connor Head of Talent Acquisition

#intalent

The Way We Were

Store Support

Store Operations

Contractor Management Graduate

Store Support

Talent Acquisition

#intalent

Hiring Pain

What was the opportunity?

Speed Quality

Consistent volume over past 5 years

4 FTE Days open higher than

wed like Some process

inefficiencies Candidate engagement Limited proactive

sourcing

Active job seekers only - post & pray

Limited screening and assessment

Internal hires could be greater

Inconsistent market message about Coles

Year 1 attrition high

$ #intalent

DATA

#intalent

#intalent

#intalent

#intalent

The voice of Coles ...

Our values

Our ways of working

#intalent

Not everyone is

looking

Everyone is a potential

candidate or brand

ambassador, even your consumers

Building relationships and communities is key

Recruitment is boring

The New Recruitment Talent Acquisition

#intalent

Recruitment 1.0: post and pray candidate attraction, focus on active job seekers, reliance on agency databases, print advertising, fill the seat with someone

Recruitment 2.0: post and pray candidate attraction, focus on active job seekers, online job-board adverts, ATS, hire the right-ish person.

Recruitment 3.0: focus on non-active / passive individuals, hire the best talent, build talent pipelines and communities, competitor mapping , EVP, Branding and PR

Recruitment 4.0: is all about leveraging the value of communities created by Recruitment 3.0, external referrals

The Roadmap to Talent Acquisition

#intalent

Where we are currently

#intalent

Developing

Foundational

Strategic

Traditional

Jobs Post-and-pray Targeted engagement

to attract highly qualified candidates

Talent segmentation and prioritization

Jobs on niche boards and social platforms

Sourcing

Reactive, over-reliant on agencies

Engage with strong pipeline of leads and

silver medalists

Team-wide pipelining with engaged talent

communities

Build internal capabilities to focus on passive talent

Metrics

Established metrics and benchmarks Data driven decision making

Brand

Defined employer brand strategy

Influential talent brand engaging employees

and candidates

Understanding of employee

value proposition

2015

Partnership

Talent Acquisition siloed from HR

Strong collaboration with Marketing, PR,

Communications

Strategic business advisor to C-Suite

Engage HR counterparts and Hiring Managers

The Plan

#intalent

Where were headings towards

#intalent

Developing

Foundational

Strategic

Traditional

Jobs Post-and-pray Targeted engagement

to attract highly qualified candidates

Talent segmentation and prioritization

Jobs on niche boards and social platforms

Sourcing

Reactive, over-reliant on agencies

Engage with strong pipeline of leads and

silver medalists

Team-wide pipelining with engaged talent

communities

Build internal capabilities to focus on passive talent

Metrics

Established metrics and benchmarks Data driven decision making

Brand

Defined employer brand strategy

Influential talent brand engaging employees

and candidates

Understanding of employee

value proposition

2015

2016 2017

Partnership

Talent Acquisition siloed from HR

Strong collaboration with Marketing, PR,

Communications

Strategic business advisor to C-Suite

Engage HR counterparts and Hiring Managers