buy or build: finding great talent

Buy or Build:

Finding Great Talent

Learning & DevelopmentLearning & Development

Talent ManagementTalent Management

Leadership DevelopmentLeadership Development

Talent AcquisitionTalent Acquisition

Workforce Management

RESEARCH PRACTICES

©2015 Brandon Hall Group, Inc. 2

Now entering its 21st year, the Brandon Hall Group HCM Excellence Awards Program is

the most prestigious awards program in the industry. Often times called the “Academy

Awards” by Learning, Talent and Business Executives,

the program was one of the first of its kind in the learning industry.

The awards program attracts entrants from leading organizations around the world

with entries in each of the following areas:

For more information about the categories, judging criteria and how to apply,

please visit our website: http://go.brandonhall.com/Excellence_Awards_Home

You can also contact us at: awards@brandonhall.com

or call Rachel Cooke at (954) 732-9076

Excellence in Technology Awards Opening: June 2, 2015

©2015 Brandon Hall Group, Inc. 3

Type in your question hereHave questions after the session?

Email: success@brandonhall.comWebsite: www.brandonhall.com

Phone: (561) 306-3576

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PLAYBACK AND SLIDES WILL BE SENT OUT AFTER THE WEBINAR

PRESENTATION IS BEING RECORDED

PLAYBACK AND SLIDES WILL BE SENT OUT AFTER THE WEBINAR

How to Ask Questions and Make

Comments

We’re social!

@BrandonHallGrp

©2015 Brandon Hall Group, Inc. 4

Webinar Series:

Unleashing your HCM Potential

• April 28, 2015 – Buy or Build: Finding Great Talent

• June 23, 2015 – Develop, Engage and Retain Your Top Talent

• September 29, 2015 – Analytics for the C-Suite and Every Day

• November 10, 2015 – Today's HR: Modern to the Core

©2015 Brandon Hall Group, Inc. 5

Our Speaker

Mollie Lombardi

VP and Principal Analyst, Workforce Management

Brandon Hall Group

@mollielombardi

©2015 Brandon Hall Group, Inc. 6

Our Agenda

• One Question,

Two Answers

• Defining

Success

• Data Driven

Decisions

©2015 Brandon Hall Group, Inc. 7

One Question, Two Answers

©2015 Brandon Hall Group, Inc. 8

Where Does Talent Come From?

©2015 Brandon Hall Group, Inc. 9

©2015 Brandon Hall Group, Inc. 10

Questions to Consider

• Strategic importance

• Size

• Standing

• Speed

• Spending

©2015 Brandon Hall Group, Inc. 11

Buy

Source: Brandon Hall Group, Talent Acquisition Framework 2015

54% of respondents rate their talent

acquisition efforts only moderately effective

©2015 Brandon Hall Group, Inc. 12

Talent Acquisition Activities Rated a

Priority

Source: Brandon Hall Group, HCM Outlook 2015

82%79% 78%

69%

0%

25%

50%

75%

100%

Improving quality

of hire

Attracting more

talent

Strengthening

employer brand

Improving

candidate

experience

©2015 Brandon Hall Group, Inc. 13

Improve Quality of Hire

Source: Brandon Hall Group, Talent Assessments Study 2014

4.2%

-1.0%

3.2% 3.2%

-2%

-1%

0%

1%

2%

3%

4%

5%

Improvement in quality of hire Change in voluntary turnover

Using pre-hire assessments Not using assessments

©2015 Brandon Hall Group, Inc. 14

Attract More Talent

Goals for Social Talent Acquisition

60%

42% 40%

0%

25%

50%

75%

Attracting more talent Gaining exposure for

open jobs

Strengthening employer

brand

Source: Brandon Hall Group, Social Talent Acquisition 2014

©2015 Brandon Hall Group, Inc. 15

Strengthen Employer Brand

• 30% of organizations that prioritize employer brand rated their overall talent acquisition efforts as highly effective (versus 12% of those that don’t).

• 45% of organizations that prioritize employer brand have at least a high-level talent acquisition strategy in place (versus 24% of those that don’t).

• 30% of organizations that prioritize employer brand saw increases in employee engagement (versus 22% of those that don’t).

Source: Brandon Hall Group, Talent Acquisition 2014

©2015 Brandon Hall Group, Inc. 16

Improve Candidate Experience

50%

23%

17%

10%

0%

20%

40%

60%

Candidate

experience isn't

measured

Candidates who

complete the

application are

polled

Only new hires are

polled

Candidates are

polled after initial

screening

Source: Brandon Hall Group, Talent Acquisition 2014

©2015 Brandon Hall Group, Inc. 17

Employee Value Proposition

©2015 Brandon Hall Group, Inc. 18

Build

87% of respondents cite learning &

development as a critical business priority

Source: Brandon Hall Group, HCM Outlook 2015

©2015 Brandon Hall Group, Inc. 19

The Leadership Gaps Are Real

Source: Brandon Hall Group, Leadership Development 2015 – EARLY FINDINGS

Less than 10%

25%

10% to 24%

19%

25% to 50%

15%

More than 50%

30%

Don’t know

11%

Critical positions with at least one ready & willing successor

©2015 Brandon Hall Group, Inc. 20

Development Approaches Rated Most

Effective

• Experiential/on-the-job training

• Classroom training

• Coaching

• Participation in Cross Functional Teams

Source: Brandon Hall Group, Leadership Development 2015 – EARLY FINDINGS

©2015 Brandon Hall Group, Inc. 21

Experiential/OTJ –

Formalized

• Support Collaboration

– 25% of organizations cite improving

communication and knowledge sharing as a top

priority

• Provide Stretch Opportunities

– And Support with clear goals

• Establish a clear process

– Great experiences don’t just happen

©2015 Brandon Hall Group, Inc. 22

Classroom Training –

Still King

Source: Brandon Hall Group, Learning and Development Study 2014

Learning Methodologies

©2015 Brandon Hall Group, Inc. 23

Coaching –

Upskill Your Leaders

49%

36%33%

0%

20%

40%

60%

Managers reward and

recognize exemplary

behavior and

performance

Managers provide

regular, timely, and

informal feedback

Managers are highly

skilled performance

coaches

Source: Brandon Hall Group, Talent Management Study 2014

©2015 Brandon Hall Group, Inc. 24

Cross-Functional Teams –

Supported with Technology

72%

60%63%

58%

40%

47%

0%

20%

40%

60%

80%

Revenue increase in last

fiscal year

Key performance

indicators are on track

Engagement scores have

maintained or improved

Using social collaboration tools No social collaboration tools

Source: Brandon Hall Group, Learning and Development 2014

©2015 Brandon Hall Group, Inc. 25

Defining Success

©2015 Brandon Hall Group, Inc. 26

Defining Success

• Organizations experiencing the greatest

reduction in turnover were 54% more likely to

have defined success profiles for all roles

within the organization

©2015 Brandon Hall Group, Inc. 27

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What’s Right?

©2015 Brandon Hall Group, Inc. 29

A Language for Talent

©2015 Brandon Hall Group, Inc. 30

Defining Success Leads to More of It

44%

60%

50%

0%

25%

50%

75%

We have defined success profiles for all roles within the organization

All Respondents

Above Average Reduction in Turnover

Above Average Revenue Increase

Source: Brandon Hall Group, Talent Assessments Study 2014

©2015 Brandon Hall Group, Inc. 31

Data Driven Decisions

©2015 Brandon Hall Group, Inc. 32

It’s All Connected

©2015 Brandon Hall Group, Inc. 33

Impact of Workforce and Business

Planning Integration

Source: Brandon Hall Group, Workforce Management 2014

5.0%

2.5%

3.1%

1.1%

0%

2%

4%

6%

Change in revenue Change in customer satisfaction

Strong workforce and business planning integration Poor or no integration

©2015 Brandon Hall Group, Inc. 34

Assessments

• Organizational buy in for assessments continues to rise, but there is a growing focus on giving something back to the candidate or employee – what’s in it for them?

• This is part of a larger trend of employee empowerment through technology surfacing data and insights, allowing them to influence their schedules, their development, their career path and more

©2015 Brandon Hall Group, Inc. 35

The Value of Strategic Alignment

3.0%

1.3%

2.1%

2.9%

-1.1%

4.4%4.8%

5.8%

-2%

-1%

0%

1%

2%

3%

4%

5%

6%

7%

Change in

voluntary turnover

Improvement in

customer retention

Improvement in

quality of hire

Increase in

revenue

HR and Business Do Not Collaborate on Assessment Strategy

HR and Business Collaborate on Assessment Strategy

Source: Brandon Hall Group, Talent Assessments Study 2014

©2015 Brandon Hall Group, Inc. 36

Assessment Partners

• When selecting an

assessment, organizations

need to ask three key

questions

– What’s the user experience,

for candidates/employees and

managers?

– Does it drive action?

– Does it move the dial?

©2015 Brandon Hall Group, Inc. 37

Through the Business Lens

©2015 Brandon Hall Group, Inc. 38

Data

Analytics Insight

©2015 Brandon Hall Group, Inc. 39

The Evolution of Analytics

Data Analytics Predictive Prescriptive

What is What it means What may be What to do

©2015 Brandon Hall Group, Inc. 40

Key Takeaways

• Start with the Business

• Gain organizational buy-in

• Differentiate your strategy for critical roles

• Define what success looks like

• Enable data driven decisions

©2015 Brandon Hall Group, Inc. 41

Webinar Series:

Unleashing your HCM Potential

• April 28, 2015 – Buy or Build: Finding Great Talent

• June 23, 2015 – Develop, Engage and Retain Your Top Talent

• September 29, 2015 – Analytics for the C-Suite and Every Day

• November 10, 2015 – Today's HR: Modern to the Core

©2015 Brandon Hall Group, Inc. 42

Questions?

Thank You

Mollie Lombardi

VP and Principal Analyst, Workforce Management

mollie.lombardi@brandonhall.com

@mollielombardi