Talent Pipelines- Developing A Path to Your Door

Talent Pipelines-

Developing A Path to Your Door

An Webcast

August 14, 2013

© Copyright 2012 ADP, Inc. Proprietary and Confidential Information 2

Agenda

Introduction

The Changing Face of

Talent Acquisition

Building Your Talent

Pipelines

Questions/Answers

About ADP

Automatic Data Processing, Inc. (ADP) is one of the world’s leading providers of technology-based outsourcing solutions

570,000 clients and 55,000+ associates doing business in over 60 countries

worldwide

Providing expert outsourced employer services to small, mid-size and large

employers for over 60 years; over 30 years internationally

Fortune 500 /#265 Revenue, #96 Profits; Revenue = Approx. $10 B

Provide services to over 50 million employees internationally

Pay one-in-six private sector employees in the U.S. and serve more than 10

million employees outside the U.S.

Serves 40+% of the North America auto/truck retailers

1 of 4 companies AAA rated by Standard & Poor’s and Moody’s

Ranked #1, Fortune’s Most Admired Companies, 2010 (Financial Data

Services sub-category)



Introduction


Ready in 90 days Pick

Me!

Ready

Now Who are

you?

Current Job Seeker Trends

Decreasing job seeker loyalty

• 61% of today’s employed workforce are open to OR looking for new

opportunities, and start their search up to 6 months ahead of time

Easier access to career information-less reliance on job boards

• Mobile technology has enabled the jobseeker to evaluate their career 24/7

Emergence of social networking / mobile to foster relationships

• The majority of today’s relationships (including careers) begin through social

networks.

Continued shortage of skills-based workforce

• By 2015, 60% of today’s jobs will require skills held just by 20% of today’s

population.


Sources: BLS & JobVite.com

Current Technology Trends

Commoditization of applicant tracking system functionality

Proliferation of point solutions through the recruiting process

Integration of recruiting to the talent management portfolio, and to

the human capital platform

Recognition of costs and inefficiencies associated with poor

integration


Sources: BLS & JobVite.com

Companies Are Not Hiring The Same Anymore


But the process of bringing

the right people into the

organization is not any

easier

Disconnected, distributed

process

Compliance regulations

Proliferation of new

technologies

The strategic importance

of talent acquisition has

been driven by several

factors

The return of “the war for

talent”

Talent mismatch

Driving efficiencies and

effectiveness

Today’s Recruiter’s Profile


THEN… reactive in nature, responding to

vacancies in real time

NOW…proactive, just-in-time talent

Marketing awareness (trends, branding)

Financial acumen & metrics

Sales ability-pipeline management, forecasting

Relationship building

Partnering-inside and outside organization

Social media-new way to talk

Technologist


Strategic Human Capital Management

CedarCrestone, 2013


Developing A Path To Your Door

• Identify Your Talent Needs

• Identify Your Talent Sources and Value Proposition

• Leverage Channels to Source

• Personalize Channels to Source

• Integrate Your Talent Search Processes

• Apply Candidate Relationship Management Processes

• Sustaining Your Pipeline Processes

The Sales Profession


New competencies and tools have advanced the sales

profession-there are lessons to be learned

Understanding the benefit his/her service or product delivers to the

client (The Value Proposition)

Tools and processes that increase visibility to, and identification of,

prospects (Sourcing)

Leverage best practices to build relationships with prospects

(Relationship Management)

The balance of prospects in all stages of a sales process to assure

continued success (Pipeline Management)

Reliance upon metrics across the sales process to confidently predict

performance (Forecasting)

SOUND FAMILIAR?

Identify Your Talent Needs


INTERNAL

DEMAND

EXTERNAL

SUPPLY

• What roles/positions in

your company is there

high demand?

• Hard to fill

• Growth

• Turnover

• What is the supply for

those positions?

• Inhibitors

Identify Your Talent Sources and Value Proposition

• Define the skills,

competencies and

experience required

• Hiring manager

• Associates

• Identify the various talent

sources-which align with

expectations

• Develop messages which

will resonate with audience

• Why?

• What?

• Where?

Target Role

Internal

External

Alumni University

Competition

Location

Skills

Competencies

Experience

Identify Your Talent Sources and Value Proposition

Leverage Channels to Source

Job Boards

Career Portals Employees

and Referrals

Events

Social Networks

• Marketing to the masses

• Common job

descriptions

• Common messaging

• Link to apply to

position

• Upgrade subscriptions to

search/download

Personalize Channels to Build Pipelines

Develop micro-sites, tailored to the

target profile and audience, to

engage candidates through any

device

Personalize Channels to Build Pipelines

Role specific

content

-News

-Events

-Jobs

Encourage

candidate to

“follow” you

Embed

content to

engage

candidate

Capture

basic

information

to continue

dialogue

Leverage

candidate

networks to

virally push

opportunities

Search Engine Optimization (SEO)

Integrate Your Candidate Search Processes

Job Boards

Social

Networks

Web Sites

Databases

• Inefficiencies of “one-off”

searches

• Time to candidate

• Duplicates

• Integrated search tools

provide access to multiple

sources at the same time

• Wake up to new talent

every day!

Resume Aggregator with Universal Search


Apply Candidate Relationship Management

Processes

• Leverage corporate

communications, and

talent specific content

• Utilize various

communication channels

• Target specific candidate

segments

• Iterative process-driving a

more complete candidate

profile

• Automate based on step in

the process

DELIVERY TOOLS

eMail, text, events, mail

CONTENT

Press releases, company news, video

links, blogs,

CANDIDATE SEGMENTS

Candidate Relationship Management (CRM)

Sustaining Your Pipeline Processes

• On-going conversation with leadership to identify new

talent needs

• Continue to refine employment value proposition

• Content is king – assure constant supply

• Identify key metrics-share the news

• Track your competition (geography, industry, skills)

Summary


Integrate candidate

search processes

Personalize sourcing

micro-sites


Questions?

Jack Coapman

VP Marketing

ADP Talent Solutions

[email protected]

www.adp.com/talent_management

mailto:[email protected]

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