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Big Companies Can Innovate!!!

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The Future: Reflect on this….

Do we need recruiters? Can an alghoritm replace a recruiter? Are we addicted to agencies? Are sourcers talented enough?

Do recruiters care about data? Will a recruiter ever report to the board? Do we ignore illegal sourcing? Is LinkedIn the past or the future?

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- 75,000 Employees - 120 Nationalities worldwide - 130 Countries

- Large. Innovative. Ambitious.

About SAP

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- Live in a world of ‘NOW’

- Real time is behind time!!!

- Data streams real time back to ‘Mission Control’

SAP ‘Big Data in Action’

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 “Good Recruitment is tough.  Mediocre recruitment is easy!”

 Matthew Jeffery

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 “Very few people or companies can clearly articulate WHY they do WHAT they do. By WHY I mean your purpose, cause or belief. WHY does your company exist? WHY do you get out of bed every morning? And WHY should anyone care?”

 “People don’t buy WHAT you do, they buy WHY you do it.”

 -Simon Sinek, Start with Why

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- Misinformed Brand Perception - A Cloud Brand? - Need to Simplify - B2B competing ‘sexy brands’ on campus - Outdated Careers site - Broadcast Social Media - Reduce Agency & Job Board Dependency - Need for pipelining - ROI of Recruitment?

We faced many challenges

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Number 1 Cloud Company

Our Vision

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- New Talent - New Skill Sets - New Culture

- From New Companies

=

BIG CHALLENGE

But this requires change…

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Are the Best Candidates Active?

Question

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- 80% of the Talent Pool is ‘Passive’

- So why do we spend so much time in the ‘Active 20%’?

- Is the ‘War for Talent’ a war in the active space only?

The Talent Pool

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Why do we leave so much recruitment to luck?

- Right Person - Right Time - See Right Advert - Has time to Reply - Recruiter ‘sees’ them

Recruitment Lottery

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Why put in extra work when ‘active’ candidates are there and waiting? Do Hiring Managers care? Are Hiring Managers patient?

But being lazy is so…..easy

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And to be a little more aggressive in our pursuit of excellence

We needed fundamental transformation

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Employment Branding to shape & educate

Stage 1: Shape the Perception

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- Responsive Design fully mobile enabled - Emphasis on Diversity - Emphasis on Video - Integrated Job Search - Bold, Visual with more ‘approachable language’ - Tailored entry points for ‘High School’, ‘Graduates’ & ‘Professionals’ based on job area & location

New Careers Site: Shop Window to the World

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- Hired a video editor

- Videos HAVE to be Authentic

- Video sweet spot 60-90 secs

- New YouTube Channel dedicated to Employee Videos

- Over 50 new Employee Videos on Careers Site and across Social

Let the voice of your Employee be Heard

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- Great Places to Work Awards - Best Employee Awards - Glassdoor Ratings

If you are a great place to work….prove it!!!

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- Priortise & Limit Channels - We do: LinkedIn, Facebook, YouTube, Twitter, Blog, Instagram

Social Media: Engagement not broadcast

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 Employment Brand Menu designed to demonstrate to the business what the team can deliver from free services to those that require business funding including:

q Digital marketing

q Videos in specific locations

q Creation of micro websites

q Creation of printed materials

EB Menu: ‘Freemium to Premium’

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 One, if not THE, FASTEST growing Talent Community in the world!!

 Talent community members register core skills and receive job alerts that match skills

 Builds a Talent Community database that allows email marketing through market segmentation

Communities REALLY do WORK

600,000 members in a year

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 Track Job Board ROI

 Number of applies/Interviews/Hires per channel

 ROI on Social Media

 Careers Site effectiveness

BIG DATA is Important

Line of Sight Analytics

Advanced Sourcing Analytics

Question-based

Reporting

?

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 Designing Collateral, Posters, SWAG, Digital Marketing Campaigns

 ‘Creating desire’

In House Creatives

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 Graduate Recruitment New Style

The Future of Recruitment

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 Is modern day Graduate Recruitment Elitist?

Question

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 Or do we hire from the ‘best universities’ what we can attract?

 Is a University ‘Brand’ more attractive than a ‘skillset’?

We asked: Do we hire THE best graduates?

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Can an Algorithm replace a recruiter?

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SAP Deep Thinking: WGLL

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 Real Time Feedback

 2 stage Pass/Fail Assessment

 Embracing Social Media

‘Democratising Graduate Recruitment’

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 SAP Sales Academy  - 75% of candidates said that the online tools boosted their motivation to progress to application  - 88% said online tools were more engaging than other graduate applications  - Over 1.2 million visitors to the site globally  - Projected cost saving of £250,000 in year one (less recruiter screening time)  - 100% said that the bootcamp increased their motivation to work at SAP, were happy they took part, and thought the experience provided a great insight into working at SAP    .  

Measuring Success

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 Sourcing / Hunter

 Research/Map/Organagram/Business Intelligence

Stage 2: PinPoint the Talent

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 Branding educates the wider talent pool

 Sourcing pin pints individual top talent

 We welded them together

Sourcing & Branding: 2 Separate Functions?

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 Gamification meets Sourcing

Sourcification

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League Tables Performance KPIs Ø Hires per month Ø Number of submittals to CFRs per month Ø Number of candidate screens per month Ø Submittal to interview ratio Time KPIs Ø Time to source (from sourcing req open to 1st

submittal) Ø Time to source (from sourcing req open to 3rd or 4th

submittal)

Quality KPIs Ø Survey to CFRs and Candidates screened by HM LinkedIn usage KPIs Ø Days visited Ø Searches Ø Profile Views Ø Inmails - acceptance rate

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 Sales Data: Quotas

 Performance Review Grades

 Promotions

Quality of Hire

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SAP Recruitment & E-Branding Awards 2015  ERE - Best Employment Brand - Most strategic use of technology

Recruiter - Best Graduate Recruitment Strategy - Best Global/International Recruitment

Strategy

•  Brandon Hall -  Best Recruitment Marketing &

Employment Brand

Asia Recruitment Awards Gold Best Graduate Recruitment Strategy Silver: Best Employment Brand Silver: Best Careers Site Silver: Best Diversity & Inclusion

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Recruitment is CRITICAL to a business

 Why are we so undervalued as an profession?

 If we hire the Best Salespeople: Profits Grow

 If we hire the best developers: Our products win & we innovate

 Hire average or poor……………..

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As you leave reflect again….YOU decide

Do we need recruiters? Can an alghoritm replace a recruiter? Are we addicted to agencies? Are sourcers talented enough?

Do recruiters care about data? Will a recruiter ever report to the board? Do we ignore illegal sourcing? Is LinkedIn the past or the future?

#TalentConnect

Let’s Connect

@matthewjeffery

Matthew Jeffery

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