WCN: Making engagement the central focal point of your future talent acquisition strategy. Join Stefan Sawh, Head of Global Account Management at WCN for this 30 minute session designed to enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention #FIRMday Manchester 9th March 2017 In association with comms Page 2 | #FIRMday Manchester | 9th March 2017 to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm. This session will: • Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging • Highlight how leading employers have championed their employer brand to win the best before the rest • Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement • Consider how technology can support continuous engagement from attraction through to onboarding and then reinvented for future recruitment campaigns with new staff.

1. Making engagement the central focal
point of your future talent
acquisition strategy
Stefan Sawh
Global Head of Account Management
9th March 2017

2. Agenda
• Introduction
• What does Great Engagement
look like?
• Engagement Survey
• NBC Universal
• M&S
• British Transport Police
• Closing Remarks

3. Who we are
Founded in 1995 by Charles Hipps, CEO, and
headquartered in London, UK
400+ most talented and
respected employers
Growing team of 100-200
professionals
Helping to acquire the best
talent globally
Offices in the US, Italy and Asia, and publicly traded
on the London Stock Exchange (WOR)
Delivering talent acquisition
solutions
20YEARS

5. Events
Applications
and
Selection
Interviews
Offers /
Accepts
Onboarding
WCN ATS
Statistics, Data and Reporting
Award-winning Applicant Tracking Software

6. Statistics, Data and Reporting
Who we work with

7. Engagement Survey
What does Great Engagement
look like?

8. Engagement Survey
Global lessons from recruiters:
Engagement findings

9. Who we spoke to
WCN surveyed HR leaders covering almost 70 national and global
employers including:

10. Main Recruiting Challenges
• 49% said stretched staff resourcing made engagement
difficult
• 40% admitted low brand awareness was an issue for them
• 21% struggled to engage with diverse communities to
comply with their organisational goals.
• 20% found they were losing out to market proliferation &
competition – 14% also said reneging of offers was an issue
• 19% said low business engagement made winning over new
talent difficult.

11. Successful methods currently used for
engagement with candidates
• 72% valued events and social media outreach/forum chats for
candidate engagement
• 64% said maintaining relationships with academics/executive
directors helped with engagement
• 55% used newsletters and regular communications to deliver
engagement
• 51% focused on dedicated careers pages and the use of virtual
technologies to provide a form of engagement
• 44% used brand ambassadors/mentors to run engagement
programmes

12. Most successful recruiting sources
to help inspire candidates
• 70% said referrals were key to identifying top talent recruits
who should be engaged
• 59% reported internships and placements were a good way to
engage future leaders (entry level roles)
• 53% valued career fairs, open days and networking days as
useful for finding and then engaging the best candidates
• 43% used mentoring programmes to aid recruitment practices.

13. Cost of poor engagement

15. Value of Events
• 92% consider meetings / events as an effective way to
communicate their EVP *
• Over 90 organisations hosted their own campus presentations
across the UK **
• Events are powerful recruitment activities for hiring at any level
• 65% companies experience difficulties attracting top talent *
• ‘Candidate Experience’ starts with Events & marketing
* 2014 Global Workforce and Global Talent Management and Rewards Studies by Willis Towers Watson.
** HighFliers Report 2016

16. Events – typical challenges …
• Employers are marketing at an average of 20 UK universities *
• ½ of companies said a ‘few more’ or ‘considerably more’
students had attended their events compared to last season *
• 43% of graduate recruiters said that they had not enough
resources in their graduate recruitment team *
• Maximising your time and resources at the events
• Measuring ROI
• Leveraging technology
* High Fliers Report 2016

17. Standing out from the crowd…

18. Challenges of managing graduate
roadshows at scale
• Clarity around branding
• Drive for Graduate vs. Young Professionals
• Harnessing events and awareness workshops
• Engage, Track and Maintain Relationships
• ROI

19. Candidates at the Centre

20. ROI
Offer/Acceptance Marketing Spend Cost per Hire
New York 32% $30,000 $4,286
London 100% $28,750 $2,875
Hong Kong 79% $39,000 $3,545
Sydney 84% $19,500 $722
Attended Offer Extended Offer Accepted Offer Declined
New York 48 22 7 15
London 37 10 10 0
Hong Kong 89 14 11 3
Sydney 178 32 27 5

21. Results
• Stronger Candidate Experience
• Full management of events budget
• Time to hire impact
• 50% reduction in administration time

22. Engaging in
Volume

23. Challenges of Store Recruitment
• Volume applications within stores
• 35-40,000 vacancies per year
• Requirement to turnaround quickly
• Duplicate management
• Response time

24. Streamlined Process

25. Results
• 1 application per role, per candidate avoiding store conflict
• Duplicate check at application stage using business rules
• No break in application flow
- 1 hour from application to booking an interview
• Time to hire typically 3 days
• Greater conversion through robust testing and application
flow

26. Engagement with
target groups

27. Challenges of representing Diversity in the
Forces
• 550 vacancies
• Drive to represent the local community
• Inclusion and Diversity Division
• Clarify misconceptions around a career in the police force
• Change in attraction approach
• Candidate friendly

28. • Workshop
• Simple application form – different to the norm
• Streamlined approach to recruitment process
• CRM for BME expressions of interest
• Exclusive vacancy links for attendees

29. Results
• ROI
• Marked increase in BME/Female student officers
Intake Confirmed Numbers Male Female
May 2015 20 15 (1 BME) 5
June 2015 20 15 (4 BME) 5 (2 BME)
July 2015 40 29 (13 BME) 11 (4 BME)
August 2015 40 27 (7 BME) 10 (3 BME)
August 2015 20 12 (2 BME) 8 (2 BME)
September 39 28 (7 BME) 10 (1 BME)

30. Summary
1) Have a great EVP
2) Be coordinated and differentiated for all talent pools
3) Engage early
4) Maintain effective engagement
5) Bring EVP to life with stories
6) Online approach complementary with face-to-face
7) Clearly define what a great fit looks like
8) Communication is simple, transparent and personal
9) Update candidates frequently
10)Use engaged candidates to be future advocates

31. THANK YOU

32. Feedback is a Gift

33. Join The Discussions
Future of Volume
17 March 2017
To join or to contact
E: Stefan.sawh@wcn.co.uk
Future of
Emerging Talent
19 May 2017