In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs. New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them. View these slides to learn more about: -Why a holistic approach to candidate generation is outpacing siloed functions -Understanding how to measure candidate generation success beyond just the obvious metrics -Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction

1. 9/5/2019
FILL YOUR TALENT PIPELINE:
A BLENDED APPROACH
TO CANDIDATE
GENERATION

2. 2
It is the complex art and science we use to generate enough relevant
candidates (Qualified, Interested & Available) to fill the top of the funnel
to achieve the right conversions into hires.
It is developing and sharing relevant content across multiple
communication channels to engage, entertain and inspire target
audiences.
It must be measurable, heavily tech-enabled and greatly influenced
by other business areas like marketing, sales and data science.
WHAT IS CANDIDATE GENERATION?
WHAT ARE THE TABLE STAKES?

3. 3
CHANGE IS THE NEW NORMAL
THE NEW
‘TALENT ENGAGEMENT’
THE OLD
‘RECRUITMENT’
• Command & control
• Requisition based
• One size fits all
approach
• Undefined brand
• Active candidates
• Inconsistent
• Paucity of data
• Single-channel
• Manual
THE OUTCOMES
 Reduced cost /time to hire
 Improved stakeholder experience
 Better quality of hire
 Lower regretted attrition
 Recruitment prevention
 Internal mobility
 Improved performance
GENERATION &
SKILLS GAPS
NEW TECHNOLOGY,
NEW THINKING
GIG ECONOMY
CONSUMER TRENDS
& THE DIGITAL AGE
• Communities & talent pools
• Segmented approach
• Full talent lifecycle
• Nuanced Employer Brand
• Active & passive candidates
• Consistent
• Data & metrics driven
• Multi-channel
• Tech enabled & AI
HR’S ROLE
We were seen as:
• Order takers
• Reactive – tactical
Then we became:
• Proactive
• Talent advisors
And now we must be:
• Strategic and
embedded
• Business activators

4. 4
Reputation
Understanding and leveraging
current perceptions of your global
brand and how to build more local
advocacy and brand presence to
improve reputation and attraction in
your target markets
Demand
Craft demand and increase your
reach, fully supporting you through
leveraging Cielo’s talent
intelligence to improve the
accuracy of that reach
Experience
Technology, creativity, data and
human interactions to build a
differentiated experience for talent.
People expect experiences to be
consumer-grade and increasingly
simple, mobile-enabled and
personalised
EMPLOYER BRAND: TALENT MAGNETISM

5. 5
QUICK WIN: THE SHOP WINDOW

6. 6
SOURCING: THE KNOWLEDGE IS
WITHIN THE NETWORK

7. 7
VC investments in artificial intelligence,
automation for recruiting point solutions
last year
Consumer grade expectationsTechnological opportunity due to advances
in computing
TECHNOLOGY: EXPERIENCE AT SCALE
$600M

8. 8
QUICK WIN: THE APPLY PROCESS
1 min 4 mins 5 mins
6.25 mins 8 mins 9 mins
of job seekers quit in the
middle of filling out online
job applications because of
their length or complexity.*
60%
If your application takes longer than 10
minutes to complete, you are potentially
missing out on 50% of qualified job
applicants.**
*SHRM **Newton Research

9. 9
Sourcing + Brand = Inefficient & Antiquated
Technology + + Brand = Starving for Candidates
Technology + Sourcing =
Spam and Inefficient
Messaging
Technology + Sourcing + Brand = Talent Magnetism
SOURCING + TECHNOLOGY = ENGAGEMENT

10. 10
1. Technology scales any experience.
Design for experience first, then use
technology to make it scale.
2. Develop great content, then use
programmatic advertising to scale it.
3. Segment candidate experiences based
on their preferences (e.g., speed for
hourly versus rich information for
professionals)
TECHNOLOGY
1. Build focus for your direct sourcing
engine and make the most of it
2. Build a CRM your recruiters LOVE
3. Measure everything! Lead your
sourcing and recruiter teams with
numbers
SOURCING
1. Think of it as demand generation. Make
sure your jobs and culture are one’s
great talent want
2. Throw out the relics – starting with job
descriptions, career development
frameworks & careers websites
3. Craft a personalized experience for the
right talent
EMPLOYER BRAND
WHAT ARE THREE STEPS TO IMPROVE YOUR
CANDIDATE GENERATION?

11. 11
• Align with the broader customer and corporate goals. Measures your
candidate generation success by the right talent delivering on those goals.
• An integrated dashboard needs to resonate across multiple business drivers –
cost, growth and risk. For example:
HOW TO MEASURE SUCCESS
Success 1.0 Success 2.0 Success 3.0
Cost of hire
Time to hire
Retention
Quality of hire
Mobility & engagement
Diversity & Inclusion
Bottom line performance
Company reputation
Business sustainability

12. 12
7 THINGS TO REMEMBER
Social &
Business
Networks
Direct
Sourcing
PR:
Influencers &
Advocators
Advertising
YouTube,
webinars &
embedded
content
Job boards,
network,
aggregators
Talent pools &
communities
Events, direct &
digital
0 1 Full Talent Lifecycle
0 2 Total Talent & Gig Economy
0 3 Brand Convergence
0 4 Personalization, Automation & Ai
0 5 Experience Design Thinking
0 6 Purpose-led Brands
0 7 Cost The Value | Value The Cost

13. © Cielo, Inc. | Confidential and Proprietary
Cielo is the world’s leading strategic
Recruitment Process Outsourcing (RPO)
partner and industry innovator delivering
RPO, Total Talent Acquisition, consulting
and executive search services in 95+
countries. We design comprehensive,
people-centric solutions and leverage
Cielo TalentCloud – our award-winning
technology suite featuring CRM, AI,
automation and analytics capabilities –
to help our clients find, attract and hire
the specific talent to move their
businesses forward. To learn more,
visit cielotalent.com.
Thank you!