Presentation Final April 2009

Telstra E&G Case Study April 2009

Background – The challenge ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

E&G Specific Requirements ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

The solution ,[object Object],[object Object],[object Object]

Talent Intelligence Pipelining Process ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Results to date… ,[object Object],Talent Intelligence is conducting initial research across 30 organisations nationally Ongoing socialisation by Telstra provides a passive external succession pool of candidates 703 people identified across all roles 118 candidates with biographical data 59 with high fit ranking 14 engaged by Telstra

In detail - CMT Role ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Proprietary TIMS ™ system Current pipelines for E&G Each pipeline will contain a minimum of 30 qualified candidates which will grow over time. This essentially makes up E&Gs external talent pool.

Qualified Candidates Each pipeline contains a list of qualified candidates each assigned a ranking of fit Details include candidates remuneration, availability, and a comments section

In-depth summary of individual skills The TIMs system allows you to drill down and qualify the candidates against a number of pre-determined criteria – for example leadership experience, specialist skills, technical knowledge.

Value Proposition of Talent Pipelining ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Presentation Final April 2009

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