Globalizing Recruitment at ADP (Peter de vries and Francois Sholtz)

Globalizing Your Recruitment Function

Presented by Francois Scholtz and Peter DeVries

Presented at ERE – April 2013

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Introductions

Prior to ADP, Lucent Technologies, SAP America, SAP AG

17 years experience in International Staffing

University of Johannesburg, Ind. Psych Has worked and lived across North

America, Europe, Africa, Russia, Israel, MENA, Asia, Latin America and Australia

Francois Scholtz

Staffing Leader, ADP ESI & GlobalView

Prior to joining ADP, Principal Consultant at The Newman Group (a Korn/Ferry Company)

13 years experience in Staffing process and organizational optimization

Experience helping large companies (Yahoo, GM, Kaiser Permanente) implement process/technology at scale

Peter DeVries

Global Staffing Solutions Leader

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Agenda

Introductions

The Business Case for Globalization

– What it is and how to build it

Designing a Global Recruitment Process & Infrastructure

Creating a Platform for Change:

– ADP Global Recruitment Council

Continuing the journey:

– Next Steps and Ongoing Initiatives

Q&A

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The Business Case for Globalization: Challenges

Alignment within HR Organization

Alignment with Business Leaders

Perceptional loss of control and influence

Perceptional lack of local understanding

Obtaining accurate data for business case

Limited resources

Navigating the cultural dynamics

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The Business Case for Globalization: Benefits

Recruiting is a strategic function for best in class companies like ADP

Increases competitiveness as a global hiring organization

Reduces overall expenditures by leveraging:

Creates & leverages subject matter expertise

Increases employer visibility and leverages brand in the marketplace

Improves candidate/hiring manager experience

Improves ability to measure ROI on Recruitment

Leverages consistent technology and process model to increase efficiencies

Enables strategic data transparency

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ADP’s International Recruitment Challenges Pre-Globalization

No ADP labor “supply chains” in place internationally,

Lack of strategic global workforce planning and comprehensive location strategy

High Dependency on Agency model – extremely expensive

Recruitment resources were not appropriately leveraged or

Not scalable – limited expansion options

Lack of consistent compensation Go-to-Market approach, limits competitiveness

Lack of consistency in process, best practices and service delivery

De-centralized Recruitment Organizations struggle with efficiency and effectiveness and often face high cost, redundancies,

compromised talent quality, ineffectively allocated resources, and inconsistent service delivery

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ADP’s International Recruitment Challenges Pre-Globalization Overall lack of transparency into hiring process, spend, effectiveness, etc.

Unable to track and measure Recruitment KPIs including Time to Fill, Cost per Hire

No access to global recruitment spend.

No global workforce forecasting or reports, inhibits planning activities

Turnover/Attrition figures were not historically available

De-centralized Recruitment Organizations have difficulty capturing strategic data critical to managing organizational performance, understanding workforce dynamics and achieving overall talent

objectives.

Globalization ROI: Direct Savings and Cost Avoidance Reduction in overall sourcing spend (collateral, job boards, advertisement)

Reduced advertising costs:

– ADP specific gains: 25% reduction in job board spend

Reduced agency spend:

– ADP specific gains: 20% reduction in international agency spend

Additional cost avoidance through

– Reduction in Time to Fill

– Reducing lost revenue with sales vacancies and

– Improvements in Recruitment efficiencies


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Bottoms-upBenefits

Perspective

BusinessModeling

Top-downPerspective

FinancialAnalysis

Recruitment ROI

Enabling Element

Core Deliverables


Foundation for the Business Case – the Four Elements

Financial Analysis

Business Modeling

Top-down Perspective

Bottoms-upBenefits Perspective

OBJECTIVE ANALYSIS

The Business Case for Globalization Foundation for the Business Case – the Four Elements

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Designing a Global Recruitment Process and Infrastructure

Pillars for designing a Global Recruitment Process and Infrastructure

Facilitate staffing efficiencies for everyone involved in the hiring process

- Consistent process & consolidated purchasing for staffing tools/technologies

- Streamlined ATS experience for all users

- Clearly defined roles and responsibilities

Create a seamless candidate experience

- Common, consistent branding and marketing language

- Deliver candidate experience in local language

- Treat all candidates as potential future clients

Deliver meaningful metrics that provide actionable data for decision making

- Common language for recruiting metrics

- Consistent staffing dashboard across businesses and geographies

- Reduce manual reporting – make sure it’s reportable

The recruiting platform of the future

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University Recruiting

Diversity Programs

Sourcing Center

OfExcellence

Employee Referral Program

Internal Mobility

Career Portal – Mobile Access – Email – SMS – Social – Chat – Web Meeting

Candidate Prospecting

Job Ad Syndication

Campaign Mgmt.

Microsite Landing Pages

Interactive Community

Employment Value Proposition / Employment Branding

Content Management Platform (video, rich media, collateral, etc.)

Applicant Tracking System / Onboarding

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Creating a Platform for Change: ADP Global Recruitment Council

Creating a Platform for Change

• Common challenges when creating a global platform:

• Every business feels its challenges are unique

• A consistent process and technology requires compromise

• At an individual level, managers and recruiters often ask “What’s in it for me?”

Overcoming these challenges requires a comprehensive change management strategy with both an INDIVIDUAL

and ORGANIZATIONAL focus

Creating a Platform for Change

INDIVIDUAL FOCUS

Organizations don’t change – individuals do

Clearly articulate the benefits for all stakeholders

Understand the resistance faced by each stakeholder

ORGANIZATIONAL FOCUS

Create a platform to manage change centrally – but gather input and support locally

Develop tools and processes to support all stakeholder audiences

Creating a Platform for Change:ADP Global Recruitment Council

Hiring Manager Effectiveness – Create a One ADP mentality – providing a consistent Recruitment process across geographies and providing one tool set for managers to meet their global Recruitment needs

Staffing/HR Effectiveness – Identify, develop and implement effective and innovative Recruitment strategies – sharing best practices, creating synergies across geographies and businesses, and maximizing efficiencies

Global Recruitment Planning – Understand our Global workforce needs and planning process – establishing a global talent network and candidate pipeline – the right job, in the right place, with the right talent

PURPOSEEstablish a forum for key Recruiting, HR, and Business Stakeholders around the world to develop sustainable Recruitment strategies, processes and toolkits across ADP – establishing a OneADP approach to recruiting and onboarding.

FOUR Key Goals

Candidate Experience – Improve the candidate experience, presenting a OneADP approach to attracting talent internally and externally – improving the candidate experience with a global career section to search ADP jobs globally.

Global Recruitment Council

Executive Sponsors

Functional Sponsors

Project Management Team

Key StakeholdersOther Stakeholders

Process / ConfigurationWork Stream

Team Members

Technology / Integration

Work Stream Team

Members

Metrics / Reporting

Work Stream Team

Members

Branding / Career PortalWork Stream

Team Members

Programs / Policies

Work Stream Team

Members

Common Change Management Platform and Methodology

Global Recruitment Council - Program Structure

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Continuing the Journey: Next Steps & Ongoing Initiatives

Improve recruitment experience for external candidates and associates Simplify global online candidate experience Consistent, improved candidate communication during recruitment

process Leverage common Recruitment platform across all countries Harmonize referral and mobility policies

Continue building capabilities in Recruitment & Staffing Focus on core competencies of recruiter Provide training to reinforce these key competencies Implement recruiter scorecards to drive behavior Leverage metrics to drive continued business process improvement

and innovation

Next steps – Evolution in Recruitment

Recruitment enabling ADP’s Growth as a Human Capital Management Leader – continuous improvement through thoughtful analysis, including:

Benchmark data & analysis

Workshops and Focus Groups

Stakeholder Surveys

Executive Interviews

The future evolution of ADP’s Talent Acquisition : Continuous structured improvement on EFFECTIVENESS & EFFICIENCY

Identify future needed skills in Human Capital Management Talent through consultative TA service delivery model, strategic global workforce planning and use of competency models

Ongoing Initiatives

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Q & A