UK - 600785392.1 | 7 June 2017

TRANSFORMING RECRUITMENT AT CMS UK

7 June 2017

Nicky Clark – Lateral Recruitment

Manager, CMS UK

Catherine Giddings – Associate, Jarred

Consulting

UK - 600785392.1 | 7 June 2017 CMS CMNO

Agenda

2

Introduction

Who are CMS?

Project aims

Implementation: how we did it

Benefits

Lessons learned

Next phase

Q&A

UK - 600785392.1 | 7 June 2017 CMS CMNO

Introduction

3

Introductions

• Nicky Clark, Lateral Recruitment Manager, CMS UK

• Catherine Giddings, Associate, Jarred Consulting

Overview of project

Project team

UK - 600785392.1 | 7 June 2017 CMS CMNO

Who are CMS?

4

World’s 6th largest law firm by lawyer headcount and 6th largest in the

UK by revenue

Merger of CMS, Nabarro and Olswang on 01 May 2017 created a

future facing firm

Based in 39 countries from 70 offices worldwide

Headcount - 5,000 lawyers globally and more than 450 partners and

1,700 employees in total in the UK

Historically recruitment of circa 120 experienced hire roles p.a. in pre-

merged firm in UK. Since announcement of merger (October 2016)

number of hires has increased (142 employees up until May 2017).

UK - 600785392.1 | 7 June 2017 CMS CMNO

Project aims

5

Create a more robust, efficient and consistent recruitment and

onboarding process across the business

Enhance the candidate experience

Improve access to and engagement with direct candidates (saving

agency fees)

Seamless integration with PeopleSoft

Automate reporting to ease production of business essential analytics

UK - 600785392.1 | 7 June 2017 CMS CMNO

Implementation: how we did it

6

Assess & Plan

• understand ‘as is’ state and its shortfalls

• requirements workshops designed around process – implemented change

as needed

Configure & Prototype

• end to end configuration of individual fields on forms, templates, steps and

statuses in candidate selection workflows

• collate revised offer documentation

• prototype review sessions – staging environment

• prototype sign off

Data Migration

• migration of inflight roles and candidates

• advanced notification of all candidates affected

UK - 600785392.1 | 7 June 2017 CMS CMNO

Implementation: how we did it…… (cont’d)

7

Test & Train

• test key scenarios and scripts – staging environment

• key user training (knowledge transfer on train the trainer basis through shadowing configuration and prototype review)

• defects log and UAT support

• issue resolution

• internal training of team and stakeholders

• Go live cutover plan

Go Live

• launch

• resolution of go live issues

Next phase

• Phase 2 – already completed including additional CSWs and Transitions onboarding module

• Phase 3 – final phase to conclude outstanding elements and fix issues

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits

8

1. Efficiencies in recruitment and onboarding process…..

Then

• Reliance on manual process – time and resource intensive

• Difficulties in tracking candidate pipeline and engaging with direct hires

• Unable to produce reliable recruitment data to engage consistently and

effectively with the business

Now

• Transparent process embedded across UK experienced hires

• Ability to scale and adapt to changing business needs (e.g. Graduates,

other locations and languages)

• Time and resource savings for Recruiters and the Business (see below)

• Reporting functionality to follow

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits……(cont’d)

9

Recruiters:

• simple application form with

disqualification questions capability

• template requisitions per population

auto-populate new roles requisitions

(Fee Earner, Business Services,

Partner, Contingent Workers)

• Broadbean integration provides cost

effective and efficient posting

• ease of tracking vacancy progress and

entire candidate history (application to

hire)

• improved agency application

management e.g. avoid duplicate

applications (and fees)

• e-offers achieve significant

administrative efficiencies

• hiring templates and on-boarding portal

create additional efficiencies at hire

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits……(cont’d)

10

Hiring Managers:

• efficient (and responsive) online

vacancy and offer approval

process

• consistently formatted

applications easily identifiable in

hiring managers’ inboxes

• transparent process – increased

trust and confidence in

Recruiters

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits…...(cont’d)

11

2. Enhanced candidate experience…..

• Seamless integration of Social Sourcing with corporate

website

• Engaging job board with easy search and enhanced job

descriptions - video enabled

• Simple, intuitive online application process e.g.:

parsing of CV/Linked In profile

‘bus stop style’ signposts guide candidate clearly

through processes

• Job alerts enable engaging with candidates about areas

of interest

• One stop shop for candidate applications, offers and

onboarding tasks

• e-Offers simplify offer and acceptance for candidate

• Ability to apply via mobile and complete full application

later

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits……(cont’d)

12

3. Engagement with direct

candidates…..

• Ability to build talent pools

• Easy targeted search via

Advanced Search

• Job alerts notify candidates of

relevant roles

• Quick general profile option

adds non-role specific

candidates to talent pool

• Simple referral process

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits……(cont’d)

E-offer – candidate portal

13

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits..….(cont’d)

Quotes from our new hires re

Transitions portal:

“Gave me all the information I

could possibly want to know, such

as my first couple of days, and

information I was too embarrassed

to ask (staff benefits!). I also

appreciated the extras that I

wouldn't have expected, such as

the video tour of the office.”

“Having access to the on-boarding

portal helped make the joining

process smoother and more

efficient. It also gave me

reassurance as to what I could

expect on my all important first day

and as a new starter at the firm.”

14

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits……(cont’d)

15

4. Seamless integration with PeopleSoft…..

• Tailored hiring templates created per population

• Auto-populates PeopleSoft fields at point of hire

• Creates process efficiencies

• Further integration with Transitions – pre-populates new joiner information

on portal

UK - 600785392.1 | 7 June 2017 CMS CMNO

Benefits……(cont’d)

16

5. Reporting capability and efficiency…..

Initial approach

• Single customised report in scope

• Fit / gap session identified reporting suite ‘wish list’

• Knowledge transfer via one day workshop

• Configuration of core reports on TEE OBI

Revised approach

• In depth knowledge required to customise reports effectively

• Assistance required to build complete more functional design

• Added requirement to Phase 3

UK - 600785392.1 | 7 June 2017 CMS CMNO

Lessons learned

1. Project approach

• On site partner support from

Cedar worked well – in depth

product and implementation

knowledge

• Additional HR SME support key

to support internal team – time

intensive project

• Very comprehensive

requirements workshops –

documentation of decisions

essential to recall at Prototype

review

• Train the trainer approach

enabled effective knowledge

transfer to wider team

• Took time to adapt to prototype

review (PPTR) approach i.e.

configuration sign off without

sight of configured product until

PTTR

• Importance of fit gap prior to

project kick-off to expedite key

decisions

17

UK - 600785392.1 | 7 June 2017 CMS CMNO

Lessons learned……(cont’d)

2. Product

• Engaging candidate experience

• Intuitive back end user

experience

• Efficient and accurate requisition

management

• Talent pooling via folder

structure and/or advanced

search

• E -offers and hiring templates

create significant administrative

efficiencies

• Some product/build limitations to

cloud based solution

• In scope design very limited

• Back-end not as user friendly

visually as expected

• To configure approval matrix

within product offering required

some change in process

• Complexity of building reports in

OBI

• Frustration with issues revealing

known bugs – requirement to

upgrade to fix

18

UK - 600785392.1 | 7 June 2017 CMS CMNO

Lessons learned……(cont’d)

19

3. Post go live issues

• Ongoing coaching of business to work with the system

• Ensuring full commitment by internal recruiters

• Additional configuration of correspondence/offer letters

• Ensuring appropriate systems support internally/externally

• Technical issues with candidate logins

UK - 600785392.1 | 7 June 2017 CMS CMNO

Next steps

20

Phase 3 objectives

To include:

• Upgrade TEE and TSS

• Refine Transitions process and add functionality

• Design and build suite of reports for TEE and Onboarding

UK - 600785392.1 | 7 June 2017 CMS CMNO

Q&A

21

Any Questions?

UK - 600785392.1 | 7 June 2017 CMS CMNO22

CMS Legal Services EEIG (CMS EEIG) is a European Economic Interest Grouping that coordinates an

organisation of independent law firms. CMS EEIG provides no client services. Such services are solely

provided by CMS EEIG’s member firms in their respective jurisdictions. CMS EEIG and each of its

member firms are separate and legally distinct entities, and no such entity has any authority to bind any

other. CMS EEIG and each member firm are liable only for their own acts or omissions and not those of

each other. The brand name “CMS” and the term “firm” are used to refer to some or all of the member

firms or their offices.

CMS locations:

Aberdeen, Algiers, Amsterdam, Antwerp, Barcelona, Beijing, Belgrade, Berlin, Bogotá, Bratislava,

Bristol, Brussels, Bucharest, Budapest, Casablanca, Cologne, Dubai, Duesseldorf, Edinburgh, Frankfurt,

Geneva, Glasgow, Hamburg, Hong Kong, Istanbul, Kyiv, Leipzig, Lima, Lisbon, Ljubljana, London,

Luxembourg, Lyon, Manchester, Madrid, Mexico City, Medellin, Milan, Moscow, Munich, Muscat, Paris,

Podgorica, Prague, Rio de Janeiro, Reading, Rome, Santiago, Sarajevo, Seville, Shanghai, Sheffield,

Sofia, Strasbourg, Stuttgart, Tehran, Tirana, Utrecht, Vienna, Warsaw, Zagreb and Zurich..

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