Quality hires presentation slides

Delivering Quality Hires
#QualityHires
17th January 2012

Chemistry Select

Building A Value of Hire Model
Tim Cornell
Chemistry

© Chemistry Select : 2012 A presentation for Talent Puzzle

Why It Matters

3 out of 4
hires for
business are
wrong!


Why That Matters ?
“A single mishire costs UK Plc 4-14x the base
salary”
CIPD & Topgrading, Brad Smart

£24bn
a year is spent on
managing poor performers
Source: Future Foundation project – Getting the Edge in the New People Economy


Problem Statement
Cost Cost
Hiring Today Value Based
Hiring

Time Quality Time Quality


Outcome Based Measurement

① Established WGLL

② Built objective screening

③ Performance management embedded


Point of Hire Based Measurement

② Built objective screening
③ % fit vs. potential & day 1
performance


Performance Based Measurement


② Matrix used at point of hire

③ Best Talent Regime embedded Most Businesses Energis


Here’s The Opportunity…

① With the business, define the “employee value
measurement”
② Define the “Quality Model” that supports this,
objectively measure it

①Decide to do it, it’s a choice!


Start Here!
75% Hard to change
Intellect

Values
Accuracy in
Predicting
Performance Motivations

Behaviours

25% Experience Easy to change


Attributes of Value Based Hiring

① What Good Looks Like is clearly defined
② Hiring process designed to ONLY measure WGLL
③ Tools are simple, easy to use & fun
④ Feedback is available & honest
⑤ Hiring managers ONLY engaged where they add value


Outcomes of Value Based Hiring

① Diversity of hires increases
② Cost of delivery decreases
③ Calibre of hires increases
④ Hiring manager engagement increases
⑤ Employee Value Proposition enhanced


Thanks…

Chemistry
T: 01344 418300

Follow us on Twitter: twitter.com/chemistrygroup
thechemistrygroup.com

Discussion points

1. What do you measure in your recruitment
process?
2. What are your key targets (cost, time to hire?)
3. How do you assess quality of hire?
4. Do you link ongoing performance back to the
hiring strategy

Recruiting using Facebook
not everyone will like you

The 3 P’s of Facebook
It is a Platform
You are the Publisher
This is Permanent

You’re Already Engaged

Proud Associations =
User Generated Results

“On the Wall” : Be the Brand
Use Prime Real Not all Content
Estate on the is equal =
Wall effectively. EdgeRank

Be the Brand – Be the Brand –
Like effectively. Comment on
Think Guerrilla. related pages.

Engage AND Broadcast
People
Talking About There is a
Difference.
User Initiated
Activity Both are
Important.

Use Insights: tailor relevant content to your demographic.

Segment Destinations & Be the Publisher

Publish IN &
INTO “social”

Creativity is KING = DATA
Engage Open Graph
through = Amazing
Creativity possibilities

DATA IS
Promote: KING
Encourage
Sharing

Social Media is not just Engagement –
making Social Advertising work
• It’s not Google – assume they are not searching for you
• It’s Interruption Advertising
• Research your audience
• Create Multiple Micro Campaigns
• Resonate and provide Relevance
• Everyone’s an individual - each needs their own advert
• Creativity is KING
• Monitor your success
• Test your campaign – split test and trial all the combinations
• With Facebook stay social
• Real time bidding. Review spend daily

Track, Test, monitor
and report on
success
Create 100s
of adverts
for a single
campaign

In Summary
• Remember the 3 P’s
• You are Already Engaged – Own Your Environment
• Be Your Brand
• Understand the difference between Attraction and
Engagement
• Segment User Destinations/Experiences
• Creativity is King – it brings you DATA
• Make Social Advertising Work

• NOT EVERYONE WILL LIKE YOU…
…but that’s OK

Questions?
@steveevo
www.netnatives.com

t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.co.uk

TITLE OF THIS PRESENTATION IS...

IMPACTING THE BOTTOM LINE
THROUGH EFFECTIVE RESOURCING

PREPARED BY: SIMON WARD

17TH January 2012

t 0845 901 1661 || e info@blueprintconsulting.uk.com | w blueprintconsulting.uk.com
0845 257 1555 e info@blueprint.uk.com | w blueprint.uk.com

t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.co.uk

TITLE OF THIS PRESENTATION IS...

EARNING OUR KEEP!
PREPARED BY: SIMON WARD

17TH January 2012

t 0845 901 1661 || e info@blueprintconsulting.uk.com | w blueprintconsulting.uk.com
0845 257 1555 e info@blueprint.uk.com | w blueprint.uk.com

BLUEPRINT WHAT WE DO

BLUEPRINT WORKS WITH PROGRESSIVE
ORGANISATIONS TO IMPACT THEIR BOTTOM
LINE THROUGH THE DESIGN AND
IMPLEMENTATION OF EFFECTIVE RESOURCING
STRATEGIES

t 0845 257 1555 | e info@blueprint.uk.com | w blueprint.uk.com

WHO DO WE DO IT FOR

roc


HOW DO WE DO IT


FUNDAMENTAL PRINCIPALS

• There is nothing a supplier can do that we can’t do for ourselves

• Good recruitment isn’t rocket science, but it is hard work

• Try anything once, but measure everything and fail fast

• The industry should be paid against the value that is placed on the
service it delivers, not just the value of the candidate

• We can teach everything we know and everything we do

• A small team of high quality and driven individuals will outperform an
army of mediocrity in everyway, every time

• Perception is everything


THE MAKING OF AN EFFECTIVE STRATEGY

BRAND

PROCESS EXPERIENCE

AN EFFECTIVE
RESOURCI NG
STRATEGY

BALANCE REALITY


LEGAL & GENERAL A CASE STUDY

• Leading provider of risk, savings and
investment management

• Celebrating 175 years of trading last year
as a FTSE 100 company

• Employs c.7500 in the UK across 5 key
sites

• In 2011 we recruited 2100 new hires
including temps and contractors
 C.1600 were permanent hires
 C.300 Contractors
 C.200 Temps

• Internal recruitment team of 21 organised
by location


THE STARTING POINT

• An early stage, highly enthusiastic but under skilled and under
resourced, internal team

• A recruiting team structured by location in an enterprise driven by
business unit and job family logics

• A failing partial outsource of temporary recruitment

• A ‘perception’ of failure across HR and some areas of the business

• A confrontational, master / servant relationship, with business HR

• A ‘satisfied’ hiring manager community, but coming from a base of low
expectations

• An VERY STRONG internal drive for both cost and headcount reduction


WHAT WE SET OUT TO ACHIEVE

• Create a respected, advisory recruiting service to the business

• Establish, and deliver against, a detailed SLA with the business and HR

• Establish transparent Terms of Reference for the recruitment function

• Develop the skills and expertise of the internal team

• Establish consistent best in class recruitment processes

• Build an agile model to respond to market trends and demand shifts

• Communicate clear, consistent and transparent performance data

• Continually improve our service and measure and our core metrics of
quality, cost and time


OUR PLAN

• Review strategy

• Create a plan

• Measuring everything yesterday, today and tomorrow

• Build an effective internal team

• Investigate outsourcing

• Reconstruct the supplier base

• Fully integrate the elements of the solution


OUR APPROACH


OUR SUPPORT

“We need to recruit
talented people more
efficiently and cost-
effectively.

To achieve this, we’ve
partnered with hyphen, a
high-quality and forward-
looking, value provider.

I believe that working
alongside hyphen, we will
be excellently equipped to
recruit the talent we need Elaine MacLean
to meet the future Director, Group Human Resources
challenges in the
business.’’


THE OUTSOURCE OPTION

• Don’t be constrained by supplier propositions – it can always be what you
need it to be

• Outsourcing can be a catalyst for change and not always the long term
goal

• Detail in the RFI and RFP documents are the key to an accurate business
case

• Compare apples with apples

• If you don’t ask you don’t get

• Referencing is key

• Alignment and integration with the retained organisation is make or break


WHAT WE ACHIEVED

Key Metrics

• 411% increase in value of direct hire activity

• 467% increase in the return on investment in recruitment spend

• 24% decrease in internal cost per hire

• 55% increase in total hires

• 43% increase in team productivity

• 41% reduction in time to hire

• 76% of permanent hires secured without the use of agencies

• 62% increase in key approval measures customer satisfaction surveys


QUALITY OF HIRE

THANK GOODNESS ROGER’S HERE!!!


LESSONS WE LEARNT

• The approach to cost measurement can vary across the business

• Everyone has an agenda, including yourself

• Don’t assume you are ‘all on the same page’

• Everything takes longer than you think

• Start with the data you have, not the data that you should have

• Use a formal project management methodology

• Frame supplier Terms and Conditions to support strategic goals

• The devil really is in the detail

• The best ideas can come from the strangest places

• Perception is more powerful than reality


THANK YOU

BLUEPRINT CONSULTING

Orchard Lea
Drift Road
Winkfield
Windsor
Berkshire
SL4 4RU

t: 0845 901 1661
f: 0845 901 1662

e: info@blueprint.uk.com


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