the power of love: contractor engagement as a competitive ...€¦ · the matlen silver group ....

ThoughtLeadershipSeries

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Presentedby:

PankajJindal,Co-FounderSense

TammiTaylorHeaton,COO&EVP,OperationsPridestaff,Inc.

ManuelVidal,COOTheMatlenSilverGroup

Moderator:AdrianneNelson,SrDirector,GlobalMembershipProducts,StaffingIndustryAnalysts

Sponsoredby:

March28,201710amPT/1pmET

©2017byCrainCommunicationsInc.Allrightsreserved.

The Power of Love: Contractor Engagement as a Competitive Advantage


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WelcometotheStaffingIndustryAnalystsThoughtLeadershipSeries

SuppliersOfStaffingServicesShareTheirExpertise

The Staffing Industry Analysts Industry ThoughtLeadership Series provides the perspective of the suppliersof staffing services. The views expressed in this webinarare those of the sponsor and not necessarily that ofStaffing Industry Analysts.

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Today’sSpeakers

AdrianneNelson,SeniorDirector,GlobalMembershipProducts

Moderator:


PankajJindal,Co-Founder,Sense

TammiTaylorHeaton,COO&EVP,OperationsPridestaff,Inc.

ManuelVidal,COOTheMatlenSilverGroup


TheWarforTalentisheatingup…

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ThePowerofLove=TempSatisfaction



Whattempssaydrivessatisfaction:

§ Bettercommunicationaboutdutiesofassignment

§ Bettercommunicationaboutcultureofhiringcompany

§ Training(particularlytechnology)§ Orientation

Source:2015TemporaryWorkerSurvey



TempSatisfaction&Retention



25%ofCWManagersUsedtobeTemps

Source:2011ContingentBuyerSurvey

Someofthetempsyouimpresstoday…willbefuturebuyers.


The Power of Love:

Contractor Engagement as a Competitive Advantage

Pankaj Jindal Co-Founder

Confidential

Consultant engagement & loyalty within the staffing industry is broken

ATTRITION DURING ASSIGNMENT

DROP-OFF POST OFFER

15%

Of consultants leave midway through a project.

10-30%

are redeployed

10%

RE-DEPLOYMENT RATE

Of consultants leave between offer and deployment

UPTO UPTO ONLY

If they reduced attrition by 20% they would

increase gross revenue by 12%

If they Doubled their redeployment rate their gross revenue would increase by

20%

Confidential

Engaging consultants is critical to the bottom line

of employees say that long-term loyalty with a company is decided in the first 6 months.

Cost of replacing an $50/hour consultant

45% wont re-apply with you and 22% will tell other not to apply to your organization

86% $10K-20K

For your business, what is the most urgent problem that you would like to systemically

address?

POLL #1

First Day no-show

Attrition mid-way through assignment

Re-deployment

All

Confidential

Staffing agencies are using disjointed applications to engage and retain Contingent Workers, but its broken.

GENERATION 3

Automation Engine - Have a pulse of your entire talent pool in real-time, and on a continuous basis

CONTRACTOR ENGAGEMENT

TALENT MARKETING

CANDIDATE EXPERIENCE

Introduction of more technology but disjointed & ineffective

GENERATION 2

Ad-hoc manner via tools that don’t scale.

GENERATION 1

Tod

ay5

Ye

ars

Ag

o W

ith S

en

se

Confidential

Transforming Talent Engagement

Confidential

TALENT MARKETING

CANDIDATE EXPERIENCE

CONTRACTOR ENGAGEMENT

On-Assignment Re-Deployment

On-BoardingPre-Deployment

Engages contingent worker throughout their lifecycle - pre-hire to on assignment to re-deployment

How do we ensure contractors stay engaged during interview process and show up on their first day of work?

How do we keep Consultants Engaged and ensure they get re-deployed?

How do re-activate talent that’s stale in our database?

Contingent Worker Lifecycle

Do you have a dedicated team or person in your company who is responsible for

Consultant Engagement?

POLL #2

Team

Person

None

SenseAn automated and data-driven solution

HIRING MANAGERS CANDIDATES

EMPLOYEESVENDORS

Case Study:

Candidate Experience & On-boarding

Tammi Taylor HeatonCOO & EVP, Operations Pridestaff, Inc.

Candidate Engagement Workflow

+3

+5

Information about benefits packages & perks

Hiring Manger profile

+1 Client Information

Message from the CEO and welcome to the Agency

DAY

SUBMISSION DATE

OFFER DATE

40% OF CANDIDATES LOSE INTEREST IF THEY DON’T HEAR BACK WITHIN A WEEK

FROM SUBMITTAL TO GETTING AN OFFER

+3

+5





DAY

SUBMISSION DATE

OFFER DATE



On-boarding Workflow

1

7

How was your first day?

First week follow-up

Hiring feedback survey

-1First day instructions and reminders

10

16 Payroll confirmation

DAY

UPTO 15% CANDIDATES DROP-OFF DURING THIS PROCESS

FROM GETTING AN OFFER TO GETTING STARTED

Congratulations and welcome aboard

1

7



-1 First day instructions

Congratulations and welcome aboard 10

Tell us about your project


DAY



1

7



-1First day instructions and reminders


10Tell us about your project


DAY



1

7



-1 First day instructions


10Tell us about your project


DAY



Do you have a process in place to manage your online reputation (ex. Glassdoor, Yelp,

Google)?

POLL #3

Yes

No

On-boarding analytics

Case Study:

On Assignment & Re-Deployment

Manuel VidalCOO The Matlen Silver Group

Consultant Lifecycle Workflow

40

Is there an opportunity for extension of your contract?

Do you enjoy working for your manager? 30 Is the project progressing

as expected?

28

Do you like the project? Do you like your team? How’s the commute?

60Does your project need additional resources? Yes/No

90

Has the client mentioned other projects that need resources?

20

50 Are you aware of our referral program?

DAY

NEARLY 15% OF CANDIDATES LEAVE AN ASSIGNMENT MIDWAY

Redeployment Workflow

-27

-25

Tips for updating your resume

Tips for interviewing

-29

Update your resume and skills

Your project is coming to an end

DAY

-30

NEARLY 70% OF CANDIDATES FAIL TO GET RE-DEPLOYED

END DATE

-45 Expected end date

-10 Meet your hiring manager

What percentage of your temporary associates/consultants do you re-deploy?

POLL #4

10-20%

20-30%

30-40%

Over 40%

Rich Analytics

Talent Management Cloud Dramatically improve Candidate Velocity and Fill-Rates

Create a delightful associate experience

Re-engage your alums by notifying them first about new job openings, events, and

treat them as VIPs

92% of candidates never get a call back, nurture them by creating talent pools and

save 80% of recruiting cost

CONTACT

www.sensehq.co

[email protected]

425.260.1078

Thank You :)

http://www.sensehq.co

mailto:[email protected]?subject=


Timeforyourquestions…


UpcomingStaffingIndustryAnalystsWebinars:April11,2017,10AMPST/1PMESTSIRStaffingIndustryForecastWebinar

April18,2017HowBesttoPlanforaFutureSaleofYourCompany

Registerat:http://www.staffingindustry.com/webinars-staffing/

ResearchfromSIACitedTodayWorkforceSolutionsBuyersSurvey2016- NorthAmerica- CumulativeReportNorthAmericaTemporaryWorkerSurvey:2016FullReport


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April26th &27th Berlin,Germany CWSSummitEurope

April Washington,DC TBD

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