The future of work includes how to effectively incorporate automation and AI in your workplace, but that is not all that it's about. For HR and recruiting teams, the future of work also includes how they can upgrade their current talent and employee experiences. The three common challenges in this journey are initial outreach, onboarding, and career mobility. Join TalentCulture CEO & Founder Meghan M. Biro to learn how to navigate the talent journey from beginning to end, with the help of modern HR and recruiting strategies and automation.

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Talent Lifecycle Management Webinar Series
Overcoming 3 Candidate Journey Challenges
With Meghan M. Biro
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2. Overcoming 3 Candidate Journey Challenges
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Talent Lifecycle Management Webinar Series
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Webinar will begin:
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With:
Meghan M. Biro
Moderated by:
Naba Ahmed
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3. Developed for fast-growth and global enterprise talent acquisition
and human resource teams, My Ally is the world's only AI-driven
Talent Lifecycle Management solution. Integrating with core HR
Systems such as Greenhouse, Workday, SuccessFactors, iCims, and
many more, My Ally’s Source-to-Retain platform gives organizations
the tools to discover, engage, hire, onboard and retain the right
people to fuel business success.
My Ally
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4. Click on the Questions panel to interact with the presenters
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About: Meghan M. Biro
About: Naba Ahmed
Meghan M. Biro is a globally recognized analyst, author, speaker and brand strategist.
She is the founder of TalentCulture and hosts #WorkTrends, a popular weekly Twitter
Chat and podcast. Her career spans across recruiting, talent management, digital
media, and brand strategy for hundreds of companies, from startups to global brands
like Microsoft, IBM, and Google. She also serves on advisory boards for leading HR
technology brands. Meghan can be regularly found on Forbes, SHRM, and a variety of
other outlets. You can find her on Twitter and Instagram @MeghanMBiro.
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in
Integrated Marketing Communications. After working as Editor-in-Chief at the campus
newspaper, she became interested in developing content across multiple platforms,
and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to
celebrate the diversity, depth, and experience of their professional cultures,
personalities, and passions.
Talent Lifecycle Management Webinar Series
© 2019 My Ally | Confidential and Proprietary. All Rights Reserved.
About: Meghan M. Biro
About: Naba Ahmed
Meghan M. Biro is a globally recognized analyst, author, speaker and brand strategist.
She is the founder of TalentCulture and hosts #WorkTrends, a popular weekly Twitter
Chat and podcast. Her career spans across recruiting, talent management, digital
media, and brand strategy for hundreds of companies, from startups to global brands
like Microsoft, IBM, and Google. She also serves on advisory boards for leading HR
technology brands. Meghan can be regularly found on Forbes, SHRM, and a variety of
other outlets. You can find her on Twitter and Instagram @MeghanMBiro.
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in
Integrated Marketing Communications. After working as Editor-in-Chief at the campus
newspaper, she became interested in developing content across multiple platforms,
and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to
celebrate the diversity, depth, and experience of their professional cultures,
personalities, and passions.
Talent Lifecycle Management Webinar Series
4

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It’s About People
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7. • Best practices for candidate outreach and engagement
• How to structure your onboarding process for a seamless transition from the
candidate experience to the employee experience
• Strategies to efficiently develop and grow your workforce
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What You’ll Learn:
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8. What’s the biggest pain point for your recruiting and
hiring teams today?
 Finding enough skilled talent
 Turning passive candidates into active applications
 Sustaining candidate engagement throughout the hiring
process
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Poll Question
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9. By the Numbers
The unemployment rate for October 2019 was 3.6%; by December it was 3.5%.
We have more open jobs than we do people to fill them.
The voluntary quit rate is 2.3%, the highest it's been in 15 years.
The Number One internal concern for CEOs right now around the world is attracting and retaining talent,
according to the 2019 global survey by the Conference Board.
70% of HR professionals surveyed by Deloitte’s 2019 Global Human Capital Trends study say
recruitment is key concern.
52% of hiring managers say having access to candidates with the right skills is a major pain point.
40% of hiring managers say they have difficulty shortening time to hire.
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Best practices for candidate
outreach and engagement
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Section Title
Or use this space to frame an image
Best practices for candidate
outreach and engagement
Fixing the Pain Points: Outreach
Be Personal
Be Considerate
Include a clear Call to Action
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Section Title
Or use this space to frame an image
Best practices for candidate
outreach and engagement
Maintain the Connection
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Section Title
Or use this space to frame an image
Best practices for candidate
outreach and engagement
Chatbots: Modernizing
Recruiting, Driving Engagement
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Section Title
Or use this space to frame an image
Best practices for candidate
outreach and engagement
Un-Glitch the Application.
60% of job seekers quit in the middle of filling out
online job applications because the applications are
too long or too complex.
1. Access and updates
2. FAQs and Answers
3. Platforms
4. Security
5. Streamlining
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Section Title
Best practices for candidate
outreach and engagement
Organizations Need to Ace the Interview
Too
 Clear Employer Brand
 Face to Face, Remote or Pre-
Recorded, Same Look and Feel
 Good Questions
 Audition
 Compliance
 Bells and Whistles
 Assessments
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15. What does your onboarding process cover?
 We do an in-house “data and paper dump” of forms, rules and regs when a
new hired starts
 We don’t have any informal onboarding, but HR has each new hire fill out
forms in an onboard meeting
 We provide on-site workshops and coaching as well as the usual forms to fill
out
 Everything we do is part on an ongoing, online package that can be done as
employee has time and bandwidth
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Poll Question
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16. By the Numbers
3 out of 10 employees in the 2018 survey from Jobvite left within three months
The average tenure among employees ages 24–34 is all of 2.8 years, and the
median tenure for all salaried workers is just 4.2 years.
And we know that the cost of replacing a good employee can cost up to 150% of
that person’s annual salary and benefits package. The bottom line: it’s expensive
to lose talent.
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How to structure your onboarding
process for a seamless transition
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Section Title
Or use this space to frame an image
How to structure your onboarding
process for a seamless transition
 Training and coaching that fits each
individual
 Streamlined with little wait time
 Cloud-based, mobile friendly
 ADA compliant and accessible
 Shows you’ve been paying attention
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Section Title
Or use this space to frame an image
How to structure your onboarding
process for a seamless transition
A New Dynamic
Self-guided
Responsive
Friction free
Measurable
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19. What kind of investments do you make in your
employees’ careers?
 We provide opportunities for professional development
 We conduct performance reviews to assess growth in their job
 We offer promotion opportunities
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Poll Question
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20. By the Numbers
93% of employees would stay at a company longer if it invested in their careers according to
LinkedIn’s 2018 Workforce Learning Report.
32% of employees are satisfied with the opportunities for career advancement.
37% are satisfied with the training and learning opportunities at their current company.
58% think their company does not offer enough opportunities to learn new skills and help them
move up in their career.
73% of employees whose companies do not currently offer educational opportunities or
workshops outside of work hours say they would be likely to participate if they were available.
— CareerBuilder Survey
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Strategies to efficiently develop
and grow your workforce
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Section Title
Strategies to efficiently develop
and grow your workforce
Career Mobility: The Business Case
Prevents:
 Disengagement
 Presenteeism
 Disenchantment
 Absenteeism
 Turnover
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Section Title
Strategies to efficiently develop
and grow your workforce
 Best Practices
 Find the top performers
 Always be upskilling
 Offer microlearning
 Don’t promote the same old way
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Strategies to efficiently develop
and grow your workforce
Why not promote to a manager
position? Here’s why.
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24. Conclusion
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With:
Meghan M. Biro
Moderated by:
Naba Ahmed
CEO & Founder, TalentCulture
Linkedin page: in/meghanmbiro/
Twitter ID: @MeghanMBiro
Email: mbiro@talentculture.com
Website: talentculture.com
Editor, Recruiting Brief
Linkedin page: /in/naba-ahmed/
Twitter ID: @recruitingbrief
Email: naba@aggregage.com
Website: recruitingbrief.com
https://www.recruitingbrief.com/webinar-series/talent-lifecycle-management
https://www.humanresourcestoday.com/webinar-series/talent-lifecycle-management
https://www.hrtechcentral.com/webinar-series/talent-lifecycle-management
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Q&A

26. Thank You
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