Talent Acquisition - Target Operating Model
Transcript: Facilitating International Expansion • Improved direct hire model • Cost reduction for business • ATS and improved approvals process • Expert recruitment and talent knowledge • Feedback and credibility with Stakeholders • Tools required to be able to deliver (job boards, LinkedIn, ATS) • Stakeholder relationships • Flatter structure allowing to add in Advisor level support as we grow through M&A Talent Acquisition Manager Opportunity The next 12 months Junior/Mid-level hiring up to £40K Salaries Advertising Onboarding Candidate journey Talent Attraction Internal movers BAU, run rate of roles Project Support Maintaining a robust and stable core The Vision... Thank you for your time and support People Strategy Consistent Employee Experience Opportunities Glassdoor Reviews Redundancy Programme, turnover Engagement levels in London Loss of knowledge Social Media Current reputation Budget visibility Candidate driven market Reward Competitor experience • Inconsistent experience / service • Lack of direction from last 18 months • Duplicated processes across recruitment and HR Admin (reporting) • New hire documentation / RTW • Market knowledge of London • Inconsistent levels of experience across management population • Lack or presence in London • International capabilities around contracts and speed of hiring • Inconsistent hiring processes (competency, assessment etc) Risk with competency in team, in current state Embed new WOW Agree key objectives Org Design Talent Management/Succession Ambition to climb the ladder Constructive feedback Progression and Development Overhaul the face of TA for Tes global Opportunity to report directly to HRD Agree next steps with AP what I need to do to get there New benefits pack Creation of EVP New video (old has leavers) Consistent job adverts Job specs, design and branding On-boarding (JML) New hire lunch club, feedback Glassdoor Internal movers’ policy Social Media strategy Data and MI Quality of hiring vs volume Senior/Specialist hiring, £40K + salaries Talent Attraction Employer branding Onboarding, first 100 days Candidate journey EVP Stakeholder Management Internal hiring and movers policy Project Delivery Manager training Negotiation of contracts Build consultancy model Supporting people team with market intelligence, reward Talent Acquisition Advisor Helping Tes grow Project Delivery Weaknesses Having visibility of budgeted headcount/M&A plan Create contracts in advance to improve time to hire Create a 1 tes way of hiring on a global scale Ability to scale TA team in other countries Work with HRBP to ensure consistent approach to market and employment law Having all the tools in place to offer at pace Relocation packages Allocation of internal talent Threats Interim/Temps/Contractors Rebuild reputation in London One Tes way of hiring Management Development Training (Recruitment) Ability to get things ‘over the line’ less people involved in decision making Removal of conflict of opinions Peakon feedback to improve on boarding and candidate experience Automation of new hire documents, reducing cost and Admin time Budgeted headcount to build pipelines and provide a proactive TA service Use data to assess quality of hiring, D&I, pay gap, benchmarking, key areas of concern, high cost departments, attrition levels and peakon for predictive turnover and hiring requirements Create more behavioral and values/mission based frameworks to allow resourse to be moved across organisation for peak and of peak times Create substantial functional credibility - Getting it right! Talent Acquisition Strengths To provide a world class Talent Acquisition experience to both managers and candidates by aligning to the People Strategy, strengthening company EVP and enhancing quality of hiring and retention. Understanding budgeted headcount Being ready for M&A HRBP sharing information on changes to OD Succession planning with HR Consultant Flexible ways of hiring, resource in fulfilment to support in other areas Ongoing internal & external comms, consistent advertising and branding focus Education focus - uni & college partnerships Apprenticeship Levy pot People Strategy Attraction, adverts Workable, managing stages Recruitment Training for Managers Mapping out process, and embedding that into the team On-boarding (JML) Mystery shop, how do other companies work? KIT calls Types of interview robust, simple and versatile Feedback from new hires Lunch club, first 100 days external and internal movers Personal Objectives Clear and consistent WOW Process improvements Operational Efficiencies Knowledge sharing with HRBP Consistent approach and messaging from the HR team Clear direction and strategy Additional head Q2 to support with interim (cost reduction and dependency on agencies) M&A activity International hiring Additional savings for interim and temp hiring Create a consultancy service Ability to increase headcount globally with flat structure New structure will allow grey areas to be clear Clear
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