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Recruitment Trends and Social Media

Filios PapastylianouHCM Sales Development and Product Leader, CEE

Copyright © 2014 Oracle and/or its affiliates. All rights reserved. 3

Talent Acquisition

Hiring top talent remains critical

…but, the game has changed, and it’s harderthan ever

of HR leaders feel the war for talent still reflects today’s talent environment 73%

CEOs now rate “human capital shortages”as the #1 item on their priority lists#1

of organizations consider talent acquisition as their top HCM priority57%

Source: Randstad Global Survey 2015| Aberdeen Human Capital ManagementTrends – 2013 | Predictions for 2014, Bersin by Deloitte, Dec. 2013

Feel it is the same or getting harder to find talent in 2015

92%

Source: The McQuaig Global Talent Recruitment Survey 2015


“The War for Talent”

“The War for Talent is Over. The Talent Won”

1997 2014 Today’s Reality

Need to Treat Candidates as Customers

Treat Candidates as Customers


Are You Treating Your Candidates Like Customers?

Source: Adecco Global Recruiting Study 2015| Rise of Mobile Job Search Survey, Glassdoor, 2014 | theundercoverrecruiter.com 2014

Of job seekers say they’re likely to use a mobile device during their job search90%Is your career site optimized for mobile?

of career site visitors do not even start the apply process92%

of job seekers in Western Europe use Social Media for their job search62%

Are you nurturing prospective candidates?

Do you have a presence on social networks?

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Marriot InternationalThe most fundamental areas when building out a strategy for mobile: 1. Importance of identifying your top goals/objectives

- The need to create a beautiful and unique experience which bolstered the Marriott talent brand and differentiated themselves from other employers in the industry - The need to be an all-encompassing mobile recruiting platform that provided an end-to-end mobile user experience - A synchronized experience between desktop and mobile (for ex. if you start the process on mobile, could you complete on desktop?)- Minimal break point and high scalability for future iterations

2. Who are all the right people to engage?The Right Partner/VendorInternal IT,UI/UX and Creative teams


A Complete Solution

Oracle Talent Acquisition Cloud

SOURCING

RECRUITING

ONBOARDING

Recruitment MarketingSocial Referrals Talent CommunitiesLanding PagesSocial RecruitingJob / Ad Distribution

Screening Tools Interview Scheduling WorkflowsOffer Letter Creation

New Hire Portals Online Forms

ANALYTICSAND REPORTING

SOCIALAND MOBILE

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Proactively Connect & Engage with Candidates

Extend your Reach

Engage your Audience

Nurture your Relationships


The fact

Many employees have more comprehensive profiles in LinkedIn than they do in their corporate HR system. That must change.

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Talent Acquisition Cloud

Company: Santander Group, HQ Spain

Santander Group is the largest bank in the Eurozone and one of the largest in the world. The group operates mainly in the retail banking sector across Europe, Latin America, North America, and Asia. It serves more than 106 million customers through its 13,927 branches worldwide — more than any other bank.

• Offer equal job opportunities and a uniform user experience to all employees seeking new positions

• Implement analytics dashboards to enable the HR department to evaluate candidates

• Improving employee retention through more efficient internal recruitment

• Deployed a single career site—on corporate and local intranets, in six languages and accessible through single sign-on—in just three months

• Provided a single, uniform experience and recruitment process for more than 180,000 employees in more than 20 countries

• Gained insight into candidate suitability through talent evaluation dashboards

Challenge Results

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Quickly Select the Best Talent and Improve Productivity

Identify the Best Candidates

Streamline the Hiring Process

Collaborate and Work on-the-go



With nearly three million people, the city of Chicagois the third most populous city in the United States.The mission of their38,000 employees is to facilitate effective city service delivery.

• Review more than 200,000 annual applications while adhering to hiring regulations and union protocols

• Automate manual application screening process which wastaking months

• Expand the talent pool beyond the city limits

• Identifies and hires top candidates 75% more quickly

• Reduced time to fill a position from 1 year to 90 days and created a cost savings of several million dollars annually

• Automated ranking reduces the number of candidates recruiters must manually screen by an average of 90%

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Challenge Results


Reduce Time-to-Productivity and Onboarding Costs

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Welcome New Employees

Streamline Onboarding Paperwork

Track Status and Ensure Compliance



Company: Kent County Council, England

Kent County Council provides a broad range of services to 1.4 million people living in Kent, England. Through its 12,000 employees, the organization provides services, including social care and health, local transportation and infrastructure, schools and adult education, leisure services, and libraries.

• Streamline recruitment processes throughout the council to improve efficiency, reduce costs, and provide better service to hiring managers and candidates

• Improve the candidate experience and speed up onboarding new employees across all council services

• Cut average time required to create a new job posting by 75%, from four days to just one day

• Enabled manager self-service for 1,500 hiring managers

• Speeded responses to candidates for improved candidate experience

• Achieved a streamlined process for onboarding employees

Challenge Results

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Insight Across Your Entire Process

Where are the Top Candidates Coming From?

How Strong is OurTalent Pipeline?

How Much is it Costingto Hire New People?


Demo

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