Kevin Keegan, Recruitment Manager and Nick Halder L&D Manager at Fidessa in conjunction with Cornerstone OnDemand "Talent Pipeline & Internal Capability”. Why a strategy for identifying internal talent is key to building capability within an organisation

1. © 2013 Fidessa group plc
Talent & Internal Capability
The Fidessa Journey
Kevin Keegan – Recruitment Manager
Nick Halder – L&D Manager
15th May 2014

2. Fidessa
Agenda
 Who we are
 What we are talking about
 Who are Fidessa
 Internal talent
 Our approach
 Next steps
 Questions
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3. Fidessa
Who are we?
 Kevin Keegan – Recruitment Manager
 Six years in-house recruitment experience
 Seven years in contingency recruitment
 Seven years non-recruitment working in financial services
 LinkedIn Profile
 Nick Halder (FBILD) - Learning & Development Manager
 Fourteen years Learning & Development
 Seven years with Fidessa
 Extensive experience in the FS IT software industry
 LinkedIn Profile
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4. Fidessa
Bersin by Deloitte Research
Back in 1997, McKinsey coined the phrase, “war for talent2.” Today, one could argue
that the war is over and “the talent won.” While unemployment remains high among
many groups, highly skilled workers are in great demand, making it critical for
organizations to become a “talent magnet” and creating a steady pipeline of top
people.
This attraction should reach both outward and inward. Externally, organizations
need to focus on building and communicating a strong and relevant employment
brand, and treating every employee as a brand ambassador.
Source: Bersin by Deloitte, Deloitte Consulting LLP. Building A Strong Talent Pipeline for The Global Economic Recovery -Time for
Innovative and Integrated Talent and HR Strategies
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5. Fidessa
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Who are Fidessa?
 Pedigree - Market leader with benchmark products
& services for both the buy-side & sell-side
 Experienced - Delivering leading-edge systems for
30 years, used by 85% of tier-one institutions - $13
trillion worth of transactions flow across our global
network each year
 Scale - Global presence & broad client base: major
banks & asset managers to niche brokers & hedge
funds 1,700 staff, 950 clients, 27,000 users
 Established - Listed on LSE (FDSA), FTSE 250
member, around £270m turnover, around 30%
compound growth since listing

6. Fidessa
Continued…
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Fidessa’s Vision:
is about making it
is easier to buy,
sell and own
tradable assets of
all types on a
global basis
Fidessa’s Culture
• Technology
orientated
• Passionate and
proud of what
we do
• Belief in quality
and attention
to detail
• Co-operative
team based
approach
(same today as in 1981)
Fidessa’s Values:
• Teamwork &
Collaboration
• Service
• Commitment &
Dedication
• Excellence
• Innovation
Fidessa’s Mission:
is to “take cost out
of the system” by
using technology
to make the
process easier,
quicker and
cheaper

7. Fidessa
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Talent & Internal Capability – Our Approach
• Global initiative – initial role out in the UK
• Business buy in – the benefits are for them
• Rationalisation – 1,700 staff but 2,200 job titles on our system, target <100
• Career Framework built
• Appraisal and performance management defined and implemented
• Personal development and progression opportunities defined through career
framework
• New Applicant Tracking System currently being implemented – directly links
into L&D module
Recruitment Learning & Development Performance Management

8. Fidessa
Identifying Talent
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Whole of market
Searchable
candidates
Business qualified
Manager
qualified
Internal
Talent

9. Fidessa
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Our Progress
Recruitment
Implementation - now
Learning & Development
Implemented 2010
Performance Management
Implemented 2011
Talent Pipeline
Internal & External
Implementation 2014
Succession Planning
Implementation 2015
Career Framework - Implemented 2011
Job Rationalisation - 2014

10. Fidessa
Career –
“cradle to
grave”
On-going
seamless
cycle
Measured
Training
Performance
Management
Continual
Development
Career
Progression
Internal
Opportunities
Final Model
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11. Fidessa
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Career Framework – Why?
• Initial driver – employee engagement survey 2010
• No route for progression & not senior opportunities available
• Required a Technical Framework as progression route seen only as Management
• Multi-stream model – Fidessa relevant
• Discussions with 80 staff members – “what does great look like?”
• Distilled framework validated globally – rolled out 2011/12
Benefits
• Progression route for internal talent
• Transparency of skills and competencies – visible to all
• Global consistency – offering mobility
• Fed into L&D – performance review change & L&D aligned to competencies

12. Fidessa
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Fidessa Career Framework

13. Fidessa
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How do we manage this?
CV Parsing
Applicant Management Configurable Workflow &
Requisition Management
Enhanced employer
branding & improved
candidate experience
Social Network Integration
Employee Referral
Engine
Collaborative
Reviews, Ratings &
Rankings
Build Talent Pools of
Internal & External
Candidates
Assign Training &
Assessments
Build Universal
Profiles
Integration with external
systems

14. Fidessa
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Talent Pools

15. Fidessa
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Universal Profile – Fidessa “LinkedIn”

16. Fidessa
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Talent Pools
“PUSH”
• HR Managers, Recruitment, L&D & Managers work together
• Identify & encourage staff through performance reviews & career discussions
• Clarity over requirements – competencies & skills
• Ability to assign development plans – training courses etc.
• Contact Talent Pool to alert opportunities

17. Fidessa
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How do we manage this? – Defined Paths

18. Fidessa
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Defined Paths
“PULL”
• Clear career ‘pathing’ for all roles globally
• Individuals can lead their own career path
• Job notifications can be set up to highlight opportunities
• Pool of “Silver Coaches” of internal staff to support development

19. Fidessa
Talent pooling internal & external
Succession planning
Global roll out
Global talent management
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Next steps on the journey

20. Fidessa
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Conclusion
Seeking to build strongest talent pool of both internal and external individuals
Working collaboratively across the business to identify and develop internal staff
Improved communication lines and processes for our talent pools
Global mobility opportunities with defined skills and competencies

21. Fidessa
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Questions?
Questions?