Jeff Batuhan shares Stryker's approach to and success with re-positioning their recruiters as talent advisers, and Jenny DeVaughn discusses how to evolve your talent acquisition teams to provide proactive consultation to your hiring managers using LinkedIn and other digital tools. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

1. Using data to become a
strategic talent advisor
@JennyDeVaughn
Senior Director
Employment Branding and Sourcing
ADP
#intalent

2. ADP
http://jobs.adp.com

3. “You seek too much
information and not
enough transformation.”
― Shirdi Sai Baba
#intalent

4. Talent Acquisition Transformation
Simplify Innovate Grow
#intalent

5. Is Your Company a Talent Factory?
HR Leading Human Capital Management (HCM)
• Accountability for top talent from
Corporate Social Responsibility (CSR)
and Diversity partnerships
• Internal Drive Your Career program
• Business Process Innovation (BPI)
opportunities
• Lower Interview to Hire Ratio
• Improve Candidate Quality
• Increase Response Rate
#intalent

6. Talent Advisors
Inspiring Innovation
Historical and competitive talent data
• Ideal location(s)
• Salary range
• Diversity
• Lowest cost per hire
Talent pool availability
• Internal
• External
#intalent

7. Product Management Hiring Initiative
Over 50 critical openings in six locations at three different levels:
• Product Owner
• Senior Product Owner
• Chief Product Owner
• Potential Candidates in the Workforce: 250
• Direct Employers Currently Competing: 69
• Open Jobs Posted by Direct Employers: 132
• Difficulty (Easy=0% and Most Difficult is 100%) 90%
#intalent

8. $960
ADP’s Cost per Hire for LinkedIn Job Slots
Source: TMP, 2014
#intalent

9. ADP Global Employer Brand and Marketing
Insightful Expertise
More Needles, Less Haystack
• Customizable Employee Value Proposition (EVP)
• Targeted pay per click advertising and content
• Remove sources of unqualified applicants
• Partner with leaders on hiring events, referral
bonus, and video assets
• Focus on global mobile easy apply
#intalent

10. #intalent

11. If you aim at nothing,
you will hit it every time.
― Zig Ziglar
#intalent

12. Net Promoter Score (NPS)
Measure Candidate Experience
• Candidates are detractors, passives, or promoters based on their feedback
• Reach out to each type to follow-up
• Feedback used with the hiring manager and the recruiter
• Included in individual performance and quality goals
#intalent

13. Next Steps
• Collaborate with all internal brand
leaders
• Gather best practices – LinkedIn
blogs, webinars, and content
• Start with a pilot – one hiring
initiative, one location, one business
unit
• Let the data guide you, not your gut
instinct
#intalent

14. ADP Careers
https://www.linkedin.com/company/adp/careers
#intalent

15. Using data to become a
strategic talent advisor
Jeff Batuhan
Sr. Director, Global Talent Acquisition
Stryker Corporation
#intalent

16. Agenda
Talent Management Approach
Defining Success Profile
Utilizing Data to Connect, Inspire & Transform
Leveraging your internal and external partners
for development
Q&A #intalent

17. #305
on FORTUNE 500
500 S&P
included in the
Standards & Poor’s
500 Index
$9.0B
in annual sales
globally in 2013
25K+
employees
worldwide
34
straight years
of sales growth
100+
countries where Stryker
products are sold
32
manufacturing
and research & development
locations worldwide
5,203
patents owned
globally in 2013

18. 34 Straight years of
Sales $B
10
9
8
7
6
5
4
3
2
1
0
sales growth 18% CAGR in sales
over 34-year period $9B annual sales
*Non-GAAP financial measure. A reconciliation of Adjusted Diluted Net Earnings per share to GAAP Diluted Net Earnings Per Share is
included in the Company’s Annual Reports on Form 10-K.
globally in 2013
2013
#intalent

19. 100 Best Mid Companies
Stryker UK Ltd. Recipient for the
seventh consecutive year
Great Place to Work®
Institute Canada
Ranked #42, fourth consecutive year
Global Recognition
World’s Most Admired
Companies in Medical Products
& Equipment
Recipient for the thirteenth
consecutive year, #4 in 2014
Largest U.S.-Based Companies
Joined the list in 2003 as #493,
moved to #305 in 2013
Employees’ Choice Best
Place to Work
Recipient for the first time,
ranked #48
Recipient for the fourth
consecutive year, ranked #42
in 2014
Great Workplace Award
Recipient for the sixth time in 2013
#intalent

20. 78% of 1,200 CEOs from 60
countries list 7 top issues:
Talent is #1
- PricewaterhouseCoopers Survey
#intalent

21. Talent Management Approach
Utilizing data every step of the process
Success
Profile
Hiring
Strategy
Onboarding Engagement Development
1 2 3 4 5
#intalent

22. Our Journey
Metrics (Prior 2012)
• Recruiters #1 focus is filling jobs
• Little investment on the team’s development
• Metrics not clearly defined
• Process and ATS system utilization were inconsistent
• Poor candidate experience (Glassdoor ranking)
• Hiring Manager Satisfaction 7.0/10
• 49% of the jobs have been opened for over 90 days
• 30+% agency utilization
#intalent

23. Strategic Talent Advisors
Redefine Recruiters as Talent Advisors
• Business first
• Challenge-don’t just satisfy-hiring
managers
• Labor market expertise
• Candidate experience
• Mentors others
#intalent

24. Hire
Experienced?
Hire Talent/Potential?
OR
#intalent

25. Connect
CEB Talent
Advisor Strategic Advisor Pipeline Management
Stryker
Business
Selection &
Sourcing Tools
TA Process
& System
Job Shadowing/
Ride Along
LinkedIn, CRM, Talent &
Supply Demand Portal
Metrics, Analytics &
Reporting
Corporate Overview &
Organizational Structure
Talent Selection (Gallup)
- Renowned Recruiters
Process & Applicant
Tracking System
General Talent New Hire Orientation Acquisition Overview
#intalent

26. #intalent

27. Inspire
Team engagement
survey data
Align recruiter
incentives
to strategic impact
Annual Talent
Acquisition
Academy

28. Transform
Leverage Recruiting Managers and data to accelerate development
• Performance Analytics
• Hiring Manager Satisfaction Survey
• Candidate Experience Survey
• Certification Data Results (i.e. LinkedIn)
• Formal discussion every 6 months
• Ongoing professional and
development training
• Developmental assignments/projects
#intalent

29. Leveraging internal and external
partners to accelerate
Talent Advisor capabilities

30. Metrics & Accolades
• Hiring Manager Satisfaction – 8.4/10 vs 7.4*
• Aging requisitions above 90 days – 28% vs 49%
• Agency Utilization – 9% vs 30+%
• Talent Export – 15%-20%
• Team Engagement – 4.45 GrandMean **
• 2014 Candidate Experience Award (CandE)
• 2014 LinkedIn Most InDemand Employer in the US
• 2014 Glassdoor’s Best Places To Work
• *CEB US Benchmark
• ** Gallup WW Database (75th Percentile)
Our Progress
#intalent

31. Key Take Away
• Define and clarify your specific Talent Advisor capabilities
• Incorporate data into your assessment and selection strategies
• Provide your recruiters development opportunities closing the gap
• Embed measures of strategic impact into scorecards
#intalent