Learn how leaders from Mazars and Intel and have affected change within their organization to improve talent acquisition's performance and value to their companies. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

1. Being an influential outsider
Laurent Choain
Chief People & Communication Officer
Mazars Group
#intalent

2. Chief People & Communication Officer
#intalent

3. One single mission
enhance Mazars’ brand and
competitiveness through
world-class innovative actions
in HR.
#intalent

4. #intalent

5. 28
Average age worldwide

6. The GenY big shift:
stop recruiting people in order to
tell them what to do. Recruit
them for what they have chosen
to do.
Charles Handy, LInkedIn’s best secret agent;) – November 2013, Vienna
#intalent

7. Brilliant!
Big 4 all belong to the Top 8
most attractive employers in
2013.
PSF are 6 in top 17 > this is the
most represented industry.
#intalent

8. Rule #1:
TA competition must never destroy
industry attractiveness.
#intalent

9. Rule #2:
Being a disruptive leader
is high-maintenance.
Being a conventional challenger
is stupid.
#intalent

10. Ready to be a bit more
CONTROVERSIAL?

11. Rule #3:
When it’s over it’s not over. Pay utmost
attention to the first years.
#intalent

13. *New campaign in French speaking countries:
*
Mazarians, they always need to do things differently!
#intalent

14. Rule #4:
When you are a challenger,
the (young) people
that candidates meet during
the recruitment process are your N°1
asset.
They are the brand.
#intalent

15. #intalent

16. Re-engineering and accelerating
talent acquisition
Shannon D. Smith
Director, Global Talent Marketing
Intel Corporation
#intalent

17. Intel Corporation
The World’s Largest Semiconductor Manufacturer
• Leading manufacturer of computer,
networking & communications products
• $52.7B in annual revenues
• 170 sites in 67 countries
• Over 107,000 employees
• Named one of the top ten most valuable
brands in the world by Interbrand
• Ranked #42 on Fortune’s World’s Most
Admired Companies
#intalent 17

18. Intel’s Mission
18
Utilize the power of Moore’s Law to
bring smart, connected devices to
every person on earth.

19. Intel’s Vision: If it is smart and connected,
it is best with Intel.
19
Data Center Client Ultra-Mobile Wearables/
Internet of Things
#intalent

20. Intel’s Global Talent
Acquisition function
20
• 250 people supporting 67 countries
• Average 10-13K new hires per year
• Our challenges
• Increased competition in talent markets
• Recruiting new skills at sr. levels
• Move from regional teams to a global organization
• Do more with a declining budget
• Sense of urgency – Intel is transforming, so
should we
• All this has resulted in a significant reengineering of
our function
#intalent

21. Move to a sales &
marketing approach
Create and activate an Employer Brand that
convinces our current and future talent to
bet their careers on Intel
1. Redefine EVP
2. Establish creative platform
3. Activate it
#intalent

22. Redefine our EVP
#intalent

23. VIDEO

24. Employer Brand Campaign
#intalent

25. Hiring manager portal
#intalent

26. Events matched to critical hiring list
Intel Confidential – Do Not Forward
Approach
• Sr. women networking events (5+)
• Events targeted leadership level
• Virtual events
• Stealth recruiting 1:1 dinners with sr.
leaders
By the numbers
• # of Events in 2014: 46
• Completed to date: 27
• # of leads to date: 5,000+
#intalent

27. Employee
Referral
Program
Goal:
40%+
of new hires
#intalent