Digital Innovation
How are you
measuring return
on investment?
Since implementation in
May 2017, we have filled
2,000 roles, and have
almost 3,000 unique users
utilising the system across
the business – encouraging
collaboration. We have
received more than 31,000
applications and seen a
130% increase in job
applications per month
since we went live.
We built a bi-directional
integration with PeopleSoft
so will be better able to
measure the life cycle of
the hire, allowing us to link
data on quality of hire, and
the impact of diverse slating and so on. We are
now working with SmartRecruiters to build an
executive dashboard to measure ongoing success
and full utilisation of the tool.
How do you think the world of
talent acquisition will evolve?
“If you can
understand
the direction
of travel, you
can truly
undertake
more
strategic
workforce
planning”
The way future generations engage with
organisations is fundamentally different to
ways of the past, so organisations need to
respond to that. We’ve moved on from the
‘old school’ days of text job adverts and
impersonal interaction.
Millennials are looking for a different working
environment – there’s no longer a ‘job-for-life
mentality’, candidates want choice, a sense of a
company and its heartbeat and what it’s really
like to work there; they want real exposure and
personal interaction, not reams of text to read.
Ultimately, they’re looking to find out how your
company can enhance their life, what learning
and development they will recieve, and what
value they can bring to you.
Being a leading manufacturing and engineering
company, we are finding that people want to
know about our sustainability policies, and how
we are giving back to the communities in which
we operate.
As talent acquisition professionals, we have to
be able to articulate that in a candid, authentic and
personal way, and reflect what Avery Dennison
stands for as a company and a future employer.
Issue 2 - 2017
59