The document discusses assessing an organization's talent lifecycle and moving it to a future state. It covers evaluating the current environment and maturity levels across sourcing, hiring and retaining talent. A framework is provided for assessing each stage of the lifecycle, developing a roadmap to the future state, and leveraging people analytics to improve outcomes. Talent acquisition technology and delivery models are also addressed to help transform processes.

1. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
1
Assessing your current and
future state position across the
talent life cycle
Talent Leaders Connect Sydney
April 2019

2. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
2
Assessing your current and future state organisation position across the talent lifecycle
Agenda
1 Current environment
2 Talent lifecycle objectives
3 Assessing your current state
4 Moving to a new state
5 Evaluation of technology across talent lifecycle
6
7 Wrap up and your thoughts
Role of people analytics across the talent lifecycle

3. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
3
www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
3
Environment – Last two years
Businesses are
Changing
Digital Revolution and
Industry 4.0
Shifting Talent
Demographic
Impacting the Availability
of Talent
HR Evolution Introduction of HR
Technology
While Managing BAU HR
Strategy
HRIS Systems and the
Introduction of AI into HR

4. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
4
Talent Lifecycle- Objective
 Now – What are the top challenges you face with your current Talent
Acquisition approach; from how you plan, source, assess, select, and onboard
new hires, and how can we benchmark?
 Next – What incremental changes to the way we approach Talent Acquisition
would deliver the move from reactive to transformational?
 Future – In an ideal world, how would we plan, source, assess, select, and
onboard new hires? What would candidates (internal and external) and hiring
managers experience? how would they feel and what would they say?

5. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
5
People
• Operating model,
business alignment
• Best practice
process alignment
• Experienced
personnel
• Built with
sophisticated
training and client
brand awareness
• Retained through
engagement and
client immersion
Process
Plan
Source
Assess
Select
Hire
People Technology
People – Process – Technology
Talent Lifecycle - Design Principles
Design principles that define the delivery of best practice resourcing solutions, and ensure optimisation and continuous improvement
• Data analytics and
insights
• Market leading
technology
• Purpose-built around
the candidate
experience
• Mobile first
• Easily integrated
• Continually enhanced
as new tools are
developed/validated
Technology

6. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
6
Four Stages of Talent Lifecycle Maturity
Stages to move to a
future-state model
Step 01
The Basics – Do we have the
foundational elements in place?
01
03
Step 03
Transforming – Building a
competitive advantage with
marketing and analytics
02
Step 02
Shifting Expectations –
Moving from execution
to candidate experience
Step 04
Optimised creating a new
eco-system where talent is
accessible and mobile
04

7. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
7
Assessing your Current State

8. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
8
Breaking down the Talent Lifecycle
Succession
Planning
Plan
Headcount
Approval
Requisition
Approval
Workforce
Planning
Source
Job Posting
Agency
PSA’s
ERP
Program
Employee
Value
Proposition
Select
Use of
Technology
Assessment
Tools
Competencies/
Behaviours
Hire
Selection
Processing
Offer &
Acceptance
Feedback
Onboard
New Hire
Processing
Mobility &
Redeployment
Analytics

9. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
9
Lifecycle Stage Assessment - Planning
Considerations
Maturity Lifecycle Element Current State Future State
Basics Headcount approval
Shifting Requisition Approval
Transforming Workforce Planning
Optimised Succession Planning
Assessment Process
Each element would be assessed against your current and future state process across the talent lifecycle, and
against best-practice performance metrics

10. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
10
Moving to Future State

11. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
11
Recruiters backed by
sourcing and
candidate activation
team
180
Recruiters supported
by sourcing team, but
recruiter delivers
talent activation
270
Recruiter
manages the
end-to-end
process
360
Business
partner delivery
models
• Most in-house talent teams will use a variation of the above 3 recruitment models.
• Models 2 and 3 have the highest impact on building a talent partner relationship with
business units
Model 3Model 2Model 1
What Is The Right Delivery Model?

12. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
12
Roadmap Development for each Lifecycle Element
Roadmap
Create a roadmap
Gap
Gap analysis
Future
Future state analysis
Current
Current state analysis
Do we have the
foundational elements in
place?
If not we cannot move
forwards
What is a transformative
model and which
elements are required?
Benchmark against
competitor organisations
Complete the gap
analysis reflecting on
People, Process and
Technology.
Where do we partner?
Determine resources and
costs of achieving a truly
transformative process

13. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
13
Talent Acquisition Technology Ecosystem
Highly fragmented with Tools for each stage of the process

14. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
14
www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
14
The role of People Analytics across the Talent Lifecycle
• Mapping HR data helps organizations identify current pain points and prioritize future analytics investments
• CHROs are starting to deploy predictive talent models that can more effectively–and more rapidly–identify,
recruit, develop, and retain the right people
Source: McKinsey
PEOPLE ANALYTICS BY THE NUMBERS
80%INCREASE IN
RECRUITING
EFFICIENCY
25%RISE IN
BUSINESS
PRODUCTIVITY
50%DECREASE IN
ATTRITION
RATES

15. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
15
www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
15
Types of HR Analytics
Review historical data
to predict likely future
outcomes
PREDICTIVE
ANALYTICS
DIAGNOSTIC
ANALYTICS
PRESCRIPTIVE
ANALYTICS
HR ANALYTICS
Use data to plan the next
course of action and
recommend measures that can
increase the likelihood of
desired outcomes
Contextualize past
performance to determine
the reason for success or
failure

16. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
16
Summary

17. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
17
www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
17
Things to Consider
Measuring success at each
stage of the life cycle and
feeding that back into the model
Engage other in your current and
future state assessment
BE HONEST
SUCCESS
PEOPLE
EXPENSES
BUSINESS UNITS
How do we benchmark success
across each stage of the like cycle
Do we have the right team
to delivery the function
What is the total cost of ownership
of the Talent Acquisition function
Is future state process fit for
purpose and aligned to business
objectives
ANALYTICS

18. www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
18
August 23, 2017
www.peoplescout.com
© 2019 PeopleScout – A TrueBlue Company | Confidential and Proprietary
August 23, 2017
For more information please visit www.peoplescout.com.
PeopleScout, a TrueBlue company, is the world’s largest
RPO provider managing talent solutions that span the global
economy, with end-to-end MSP capabilities supporting total
workforce needs. PeopleScout boasts 98 percent client retention
managing the most complex programs in the industry. The company’s
thousands of forward-looking talent professionals provide clients with
the edge in the people business by consistently delivering now while
anticipating what’s next. Affinix™, PeopleScout’s proprietary talent acquisition
platform, empowers faster engagement with the best talent through an AI-driven,
consumer-like candidate experience with one point ATS and VMS integration
and single sign-on. Leveraging the power of data gleaned from engaging millions
of candidates and contingent associates every year, PeopleScout enhances talent
intelligence for clients across more than 70 countries with headquarters in Chicago,
London and Sydney and global delivery centers in Charlotte, Toronto, Montreal,
Bristol, Krakow, Gurgaon and Bangalore.
August 23, 2017August 23, 2017
GLOBAL HEADQUARTERS
860 West Evergreen Avenue
Chicago, IL 60642-2634
United States
APAC HEADQUARTERS
10 Barrack Street, Level 8
Sydney NSW 2000
Australia
EMEA HEADQUARTERS
265 Tottenham Court Road
London, W1T 7RQ UK
United Kingdom