RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting. Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015

1. Creating Capability & Economic Value
Resourcing in the Digital World
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2. Talent is the #1 issue on
the CEO’s agenda today
Because a more engaged, high-
performing, well-aligned and highly
capable organization = sustained
performance
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3. Smart companies
put talent first!
High performing
companies are
obsessed about
talent
Progressive
companies are
forward looking and
open to new ideas
and change
People not
machines deliver
results !
High Potentials
deliver 10x
Performance
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The Capability Context
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4. The world around us has changed !!
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5. The world has also shrunk into a
3” x 2” screen!
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The global marketplace is increasingly complex
with businesses competing to deliver on
their promise to perform !
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7. Performance in the Marketplace requires
perpetual preparation for the future while
pacing the current
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8. HR is also under pressure
Deliver organizational capability
through talent pipelines !
Plan for the company’s future needs
Show its impact on
the company’s
performance – top
and bottom line
Drive employee
engagement
Provide employee
development
solutions
Be Efficient,
Impactful and
Results oriented
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9. Consequently, HR has also
evolved as a function !
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Operational /
Administrative
Performance
Manager
Strategic
Partner /
Trusted
Advisor
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10. Shift in environment therefore requires
adjustment
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making time & space for value creation
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11. Digital has changed the Game Rules
The customer and the stakeholder are joined up through technology…..
the gatekeeper’s job is redundant
Differentiation is hard to achieve …employer brands, value
propositions…. same content different packaging
The traditional model of HR has been challenged! Value creation is
demanded & expected
Print is history
Early Adopters lead the game
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12. Value Creation through Resourcing in the
Digital World
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14. Value Creation Principles
Deliver capable
talent cost
efficiently
Strike a balance
between
insourcing and
outsourcing talent
acquisition
Free up HR
business partner
time for business
manager
consulting /
advisory
Shift focus
towards
developing,
assessing and
supporting talent
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15. Value Creation Journey
40%
Insource,
60%
Outsource
60%
Insource,
40%
Outsource
80%
Insource,
20%
Outsource
Invest in People –
Create Talent
Acquisition Teams
Invest in
Technology –
Applicant Tracking
Systems, Careers
Site
Invest in the EVP
& Employer
Brand
Partnering with
Industry Leaders –
Professional Job
Boards
Referral
Programs -
Engaging external
talent
Leveraging own
Talent
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Year 1
Year 2
Year 3+
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16. Value Creation Benefits
Capability
• Talent Acquisition (TA) teams by
default are more focused &
accountable to deliver talent
faster, cost efficiently
• Our own people understand
culture & job fit better
• Higher Quality of Talent = Higher
Performance, Better Retention
• TA teams free up HR Business
Partner time allowing them to
engage, develop & retain talent
Economic
• A 60% insourced , 40%
outsourced model delivers on
average approx. 1/3rd or 33%
savings versus a 100%
outsourced model
• Enhancing skew to 80%
insourced, 20% outsourced can
result in up to 50% savings on
resourcing budgets
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17. Q&A
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