Globalizing Your Recruitment Function
Presented by Francois Scholtz and Peter DeVries
Presented at ERE – April 2013
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Agenda
Introductions
The Business Case for Globalization
– What it is and how to build it
Designing a Global Recruitment Process & Infrastructure
Creating a Platform for Change:
– ADP Global Recruitment Council
Continuing the journey:
– Next Steps and Ongoing Initiatives
Q&A
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Introductions
Prior to ADP, Lucent Technologies, SAP America, SAP AG
17 years experience in International Staffing
University of Johannesburg, Ind. Psych Has worked and lived across North
America, Europe, Africa, Russia, Israel, MENA, Asia, Latin America and Australia
Francois Scholtz
Staffing Leader, ADP ESI & GlobalView
Prior to joining ADP, Principal Consultant at The Newman Group (a Korn/Ferry Company)
13 years experience in Staffing process and organizational optimization
Experience helping large companies (Yahoo, GM, Kaiser Permanente) implement process/technology at scale
Peter DeVries
Global Staffing Solutions Leader
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The Business Case for Globalization
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The Business Case for Globalization: Challenges
Alignment within HR Organization
Alignment with Business Leaders
Perceptional loss of control and influence
Perceptional lack of local understanding
Obtaining accurate data for business case
Limited resources
Navigating the cultural dynamics
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The Business Case for Globalization: Benefits
Recruiting is a strategic function for best in class companies like ADP
Increases competitiveness as a global hiring organization
Reduces overall expenditures by leveraging:
Creates & leverages subject matter expertise
Increases employer visibility and leverages brand in the marketplace
Improves candidate/hiring manager experience
Improves ability to measure ROI on Recruitment
Leverages consistent technology and process model to increase efficiencies
Enables strategic data transparency
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The Business Case for Globalization
ADP’s International Recruitment Challenges Pre-Globalization
No ADP labor “supply chains” in place internationally,
Lack of strategic global workforce planning and comprehensive location strategy
High Dependency on Agency model – extremely expensive
Recruitment resources were not appropriately leveraged or
Not scalable – limited expansion options
Lack of consistent compensation Go-to-Market approach, limits competitiveness
Lack of consistency in process, best practices and service delivery
De-centralized Recruitment Organizations struggle with efficiency and effectiveness and often face high cost, redundancies,
compromised talent quality, ineffectively allocated resources, and inconsistent service delivery
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The Business Case for Globalization
ADP’s International Recruitment Challenges Pre-Globalization Overall lack of transparency into hiring process, spend, effectiveness, etc.
Unable to track and measure Recruitment KPIs including Time to Fill, Cost per Hire
No access to global recruitment spend.
No global workforce forecasting or reports, inhibits planning activities
Turnover/Attrition figures were not historically available
De-centralized Recruitment Organizations have difficulty capturing strategic data critical to managing organizational performance, understanding workforce dynamics and achieving overall talent
objectives.
Globalization ROI: Direct Savings and Cost Avoidance Reduction in overall sourcing spend (collateral, job boards, advertisement)
Reduced advertising costs:
– ADP specific gains: 25% reduction in job board spend
Reduced agency spend:
– ADP specific gains: 20% reduction in international agency spend
Additional cost avoidance through
– Reduction in Time to Fill
– Reducing lost revenue with sales vacancies and
– Improvements in Recruitment efficiencies
The Business Case for Globalization
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Bottoms-upBenefits
Perspective
BusinessModeling
Top-downPerspective
FinancialAnalysis
Recruitment ROI
Enabling Element
Core Deliverables
The Business Case for Globalization
Foundation for the Business Case – the Four Elements
Financial Analysis
Business Modeling
Top-down Perspective
Bottoms-upBenefits Perspective
OBJECTIVE ANALYSIS
The Business Case for Globalization Foundation for the Business Case – the Four Elements
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Designing a Global Recruitment Process and Infrastructure
Pillars for designing a Global Recruitment Process and Infrastructure
Facilitate staffing efficiencies for everyone involved in the hiring process
- Consistent process & consolidated purchasing for staffing tools/technologies
- Streamlined ATS experience for all users
- Clearly defined roles and responsibilities
Create a seamless candidate experience
- Common, consistent branding and marketing language
- Deliver candidate experience in local language
- Treat all candidates as potential future clients
Deliver meaningful metrics that provide actionable data for decision making
- Common language for recruiting metrics
- Consistent staffing dashboard across businesses and geographies
- Reduce manual reporting – make sure it’s reportable
The recruiting platform of the future
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Str
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University Recruiting
Diversity Programs
Sourcing Center
OfExcellence
Employee Referral Program
Internal Mobility
Career Portal – Mobile Access – Email – SMS – Social – Chat – Web Meeting
Candidate Prospecting
Job Ad Syndication
Campaign Mgmt.
Microsite Landing Pages
Interactive Community
Employment Value Proposition / Employment Branding
Content Management Platform (video, rich media, collateral, etc.)
Applicant Tracking System / Onboarding
Re
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Creating a Platform for Change: ADP Global Recruitment Council
Creating a Platform for Change
• Common challenges when creating a global platform:
• Every business feels its challenges are unique
• A consistent process and technology requires compromise
• At an individual level, managers and recruiters often ask “What’s in it for me?”
Overcoming these challenges requires a comprehensive change management strategy with both an INDIVIDUAL
and ORGANIZATIONAL focus
Creating a Platform for Change
INDIVIDUAL FOCUS
Organizations don’t change – individuals do
Clearly articulate the benefits for all stakeholders
Understand the resistance faced by each stakeholder
ORGANIZATIONAL FOCUS
Create a platform to manage change centrally – but gather input and support locally
Develop tools and processes to support all stakeholder audiences
Creating a Platform for Change:ADP Global Recruitment Council
Hiring Manager Effectiveness – Create a One ADP mentality – providing a consistent Recruitment process across geographies and providing one tool set for managers to meet their global Recruitment needs
Staffing/HR Effectiveness – Identify, develop and implement effective and innovative Recruitment strategies – sharing best practices, creating synergies across geographies and businesses, and maximizing efficiencies
Global Recruitment Planning – Understand our Global workforce needs and planning process – establishing a global talent network and candidate pipeline – the right job, in the right place, with the right talent
PURPOSEEstablish a forum for key Recruiting, HR, and Business Stakeholders around the world to develop sustainable Recruitment strategies, processes and toolkits across ADP – establishing a OneADP approach to recruiting and onboarding.
FOUR Key Goals
Candidate Experience – Improve the candidate experience, presenting a OneADP approach to attracting talent internally and externally – improving the candidate experience with a global career section to search ADP jobs globally.
Global Recruitment Council
Executive Sponsors
Functional Sponsors
Project Management Team
Key StakeholdersOther Stakeholders
Process / ConfigurationWork Stream
Team Members
Technology / Integration
Work Stream Team
Members
Metrics / Reporting
Work Stream Team
Members
Branding / Career PortalWork Stream
Team Members
Programs / Policies
Work Stream Team
Members
Common Change Management Platform and Methodology
Global Recruitment Council - Program Structure
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Continuing the Journey: Next Steps & Ongoing Initiatives
Improve recruitment experience for external candidates and associates Simplify global online candidate experience Consistent, improved candidate communication during recruitment
process Leverage common Recruitment platform across all countries Harmonize referral and mobility policies
Continue building capabilities in Recruitment & Staffing Focus on core competencies of recruiter Provide training to reinforce these key competencies Implement recruiter scorecards to drive behavior Leverage metrics to drive continued business process improvement
and innovation
Next steps – Evolution in Recruitment
Recruitment enabling ADP’s Growth as a Human Capital Management Leader – continuous improvement through thoughtful analysis, including:
Benchmark data & analysis
Workshops and Focus Groups
Stakeholder Surveys
Executive Interviews
The future evolution of ADP’s Talent Acquisition : Continuous structured improvement on EFFECTIVENESS & EFFICIENCY
Identify future needed skills in Human Capital Management Talent through consultative TA service delivery model, strategic global workforce planning and use of competency models
Ongoing Initiatives
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Q & A