It has been a huge year for SAP. Winning multiple ERE, Recruiter, Asia Recruitment Awards for Branding, Recruitment Strategy, Technology & its innovative Graduate Recruitment program. In this fascinating & highly revealing session, SAP answer can an algorithm replace a recruiter; give insights into its ‘democratization' of graduate recruitment; highlight its 'real time' candidate application feedback; demonstrate how to use social media to garner thousands of applications & instantaneously filtering them down to the best with no extra recruiter effort; giving cutting edge ideas for the future of employment branding; introducing the concept Sourcification; finally SAP will give a sneak peak into its revolutionary community building strategy. THE session for takeaways for your company & making you think about the future of recruitment. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
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The Future: Reflect on this….
Do we need recruiters?
Can an alghoritm replace a
recruiter?
Are we addicted to agencies?
Are sourcers talented enough?
Do recruiters care about data?
Will a recruiter ever report to the
board?
Do we ignore illegal sourcing?
Is LinkedIn the past or the future?
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“Very few people or companies can clearly articulate WHY they
do WHAT they do. By WHY I mean your purpose, cause or
belief. WHY does your company exist? WHY do you get out of
bed every morning? And WHY should anyone care?”
“People don’t buy WHAT you do, they buy WHY you do it.”
-Simon Sinek, Start with Why
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- Misinformed Brand Perception
- A Cloud Brand?
- Need to Simplify
- B2B competing ‘sexy brands’ on campus
- Outdated Careers site
- Broadcast Social Media
- Reduce Agency & Job Board Dependency
- Need for pipelining
- ROI of Recruitment?
We faced many challenges
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- 80% of the Talent Pool is ‘Passive’
- So why do we spend so much time in the
‘Active 20%’?
- Is the ‘War for Talent’ a war in the active
space only?
The Talent Pool
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Why do we leave so much
recruitment to luck?
- Right Person
- Right Time
- See Right Advert
- Has time to Reply
- Recruiter ‘sees’ them
Recruitment Lottery
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Why put in extra work when ‘active’
candidates are there and waiting?
Do Hiring Managers care?
Are Hiring Managers patient?
But being lazy is so…..easy
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And to be a little more aggressive in
our pursuit of excellence
We needed fundamental transformation
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- Responsive Design fully mobile
enabled
- Emphasis on Diversity
- Emphasis on Video
- Integrated Job Search
- Bold, Visual with more
‘approachable language’
- Tailored entry points for ‘High
School’, ‘Graduates’ &
‘Professionals’ based on job area &
location
New Careers Site: Shop Window to the World
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- Hired a video editor
- Videos HAVE to be Authentic
- Video sweet spot 60-90 secs
- New YouTube Channel dedicated to
Employee Videos
- Over 50 new Employee Videos on
Careers Site and across Social
Let the voice of your Employee be Heard
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- Great Places to Work Awards
- Best Employee Awards
- Glassdoor Ratings
If you are a great place to work….prove it!!!
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- Priortise & Limit Channels
- We do: LinkedIn, Facebook,
YouTube, Twitter, Blog, Instagram
Social Media: Engagement not broadcast
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Employment Brand Menu designed
to demonstrate to the business what
the team can deliver from free
services to those that require
business funding including:
q Digital marketing
q Videos in specific locations
q Creation of micro websites
q Creation of printed materials
EB Menu: ‘Freemium to Premium’
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One, if not THE, FASTEST growing
Talent Community in the world!!
Talent community members register
core skills and receive job alerts that
match skills
Builds a Talent Community database
that allows email marketing through
market segmentation
Communities REALLY do WORK
600,000 members in a year
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Track Job Board ROI
Number of applies/Interviews/Hires per
channel
ROI on Social Media
Careers Site effectiveness
BIG DATA is Important
Line of Sight
Analytics
Advanced
Sourcing
Analytics
Question-
based
Reporting
?
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Or do we hire from the ‘best
universities’ what we can
attract?
Is a University ‘Brand’ more
attractive than a ‘skillset’?
We asked: Do we hire THE best graduates?
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SAP Sales Academy
- 75% of candidates said that the online tools boosted their motivation to
progress to application
- 88% said online tools were more engaging than other graduate applications
- Over 1.2 million visitors to the site globally
- Projected cost saving of £250,000 in year one (less recruiter screening
time)
- 100% said that the bootcamp increased their motivation to work at SAP,
were happy they took part, and thought the experience provided a great
insight into working at SAP
.
Measuring Success
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Branding educates the wider
talent pool
Sourcing pin pints individual
top talent
We welded them together
Sourcing & Branding: 2 Separate Functions?
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League Tables
Performance KPIs
Ø Hires per month
Ø Number of submittals to CFRs per month
Ø Number of candidate screens per month
Ø Submittal to interview ratio
Time KPIs
Ø Time to source (from sourcing req open to 1st
submittal)
Ø Time to source (from sourcing req open to 3rd or 4th
submittal)
Quality KPIs
Ø Survey to CFRs and Candidates screened by HM
LinkedIn usage KPIs
Ø Days visited
Ø Searches
Ø Profile Views
Ø Inmails - acceptance rate
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SAP Recruitment & E-Branding Awards 2015
ERE
- Best Employment Brand
- Most strategic use of technology
Recruiter
- Best Graduate Recruitment Strategy
- Best Global/International Recruitment
Strategy
• Brandon Hall
- Best Recruitment Marketing &
Employment Brand
Asia Recruitment Awards
Gold Best Graduate Recruitment Strategy
Silver: Best Employment Brand
Silver: Best Careers Site
Silver: Best Diversity & Inclusion
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Recruitment is CRITICAL to a business
Why are we so undervalued as an
profession?
If we hire the Best Salespeople:
Profits Grow
If we hire the best developers: Our
products win & we innovate
Hire average or poor……………..
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As you leave reflect again….YOU decide
Do we need recruiters?
Can an alghoritm replace a
recruiter?
Are we addicted to agencies?
Are sourcers talented enough?
Do recruiters care about data?
Will a recruiter ever report to the
board?
Do we ignore illegal sourcing?
Is LinkedIn the past or the future?