For delegates from the seminar Delivering Quality Hires which took place on January 17, 2012 in London and those HR professionals interesting in hearing more about Quality Hires. We hope you enjoy!
Regards,
The TalentPuzzle Team
17. 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
21. “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.
22. Engage AND Broadcast
People
Talking About There is a
Difference.
User Initiated
Activity Both are
Important.
Use Insights: tailor relevant content to your demographic.
25. Creativity is KING = DATA
Engage Open Graph
through = Amazing
Creativity possibilities
DATA IS
Promote: KING
Encourage
Sharing
26. 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
29. 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
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TITLE OF THIS PRESENTATION IS...
IMPACTING THE BOTTOM LINE
THROUGH EFFECTIVE RESOURCING
PREPARED BY: SIMON WARD
17TH January 2012
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33. 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
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34. BLUEPRINT WHAT WE DO
BLUEPRINT WORKS WITH PROGRESSIVE
ORGANISATIONS TO IMPACT THEIR BOTTOM
LINE THROUGH THE DESIGN AND
IMPLEMENTATION OF EFFECTIVE RESOURCING
STRATEGIES
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35. WHO DO WE DO IT FOR
roc
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36. HOW DO WE DO IT
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37. 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
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38. THE MAKING OF AN EFFECTIVE STRATEGY
BRAND
PROCESS EXPERIENCE
AN EFFECTIVE
RESOURCI NG
STRATEGY
BALANCE REALITY
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39. 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
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40. 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
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41. 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
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42. 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
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44. 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.’’
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45. 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
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46. 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
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47. QUALITY OF HIRE
THANK GOODNESS ROGER’S HERE!!!
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48. 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
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49. 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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