THE EVOLUTION OF TALENT INTELLIGENCE SETH VESELSKY MANAGER

THE EVOLUTION OF TALENT INTELLIGENCE SETH VESELSKY MANAGER – REPORTING & ANALYTICS, NORTH AMERICA October 18 th, 2016 WE BECOME YOU™ 0 Content Property of Cielo, Inc.

WHO IS CIELO? • Formerly known as Pinstripe Talent • Cielo is the world’s leading strategic Recruitment Process Outsourcing (RPO) provider Cielo was awarded as the top healthcare provider in 2016, the fourth year in a row Cielo received this distinguished award • Headquartered in Brookfield, Wisconsin, near Milwaukee, Cielo has a global presence including more than 1, 900 employees serving more that 130 clients across 69 countries. • The Cielo footprint includes Moorland Gray, the largest executive search firm in the Middle East. WE BECOME YOU™ 1

WHAT IS RPO? • Typical RPO providers are considered outsourcers. In the case of RPO, outsourcing specific aspects of the talent acquisition process. • Cielo is different. Cielo engages with clients as true partnerships. Cielo becomes our clients’ talent acquisition function by immersing our teams in the our clients’ industry, brand, and being accountable for driving real business results. • Cielo believes WE BECOME YOU™ 2

OUR TALENT INTELLIGENCE JOURNEY • The Cielo talent intelligence journey is reminiscent of what many of our competitors as well as many internal TA functions encounter • • • Stage 1: Stage 2: Stage 3: Stage 4: Stage 5: “Cast and Prey” It must be compensation… Who are we competing with? Supply & Demand Predictive Analytics WE BECOME YOU™ 3

STAGE 1 – CAST AND PREY • Most talent intelligence journeys start at the beginning; how do we engage candidates into applying for our jobs? • Post the job to as many job boards as possible (cast a wide net) • No real success statement • No real ROI analysis • “Prey” that candidates funnel in • Repeat WE BECOME YOU™ 4

STAGE 1 – CAST AND PREY • Most recruitment teams will soon find that relying on job boards and postings don’t work • Limited ROI on “wide nets” • Recruitment teams transition to more targeted postings based on hired candidate source of hire WE BECOME YOU™ 5

MOVING TO STAGE 2 • Hiring Leaders will soon want answers about why jobs are taking longer to fill • Why are so many candidate dropping out of the process when an offer is extended? • The move to Stage 2 begins…the issues MUST be compensation WE BECOME YOU™ 6

STAGE 2 – COMPENSATION REVIEW • Internal compensation averages • Based on paygrades, education levels, experience • Some Talent Intelligence teams might Salary. com start to compare their target ranges • Compensation survey based against target ranges of competitors through published(HR jobdepartment postingsbased) • 100% employer reported • Job posting compensation data is the • Provides bonus targets and least reliable dataproposed that won’t salaryanswer structuresthe compensation question WE BECOME YOU™ 7

STAGE 2 – COMPENSATION REVIEW • External compensation tools help to validate internal compensation thresholds Pay. Scale Salary. com • Compensation survey based (user based) • Compensation survey based (HR department based) • Algorithms to remove erroneous entries • 100% employer reported • Insight into bonus structures and other benefit packages • Provides bonus targets and proposed salary structures WE BECOME YOU™ 8

MOVING TO STAGES 3 & 4 • Compensation might help to answer why candidates are falling out of the offer process, but compensation won’t help answer key Hiring Leader questions… • • Why is Time to Fill increasing? Why is the candidate funnel so limited? Who is the competition? How many candidates can be expected for a certain job? • Answering these questions require robust supply & demand data WE BECOME YOU™ 9

STAGES 3 & 4 – SUPPLY & DEMAND STAGE 3 STAGE 4 Understanding who the competition is. Who is competing for the same qualified talent as you Using robust supply & demand tools to provide real-time analytics WE BECOME YOU™ 10

STAGES 3 & 4 – SUPPLY & DEMAND • External market tools provide detailed data around candidate supply and job demand • Candidate supply can be adjusted to show education, required skill sets and certifications • Job demand can be adjusted to reflect similar jobs with similar requirements Supply & Demand data can start to move the conversation towards what to expect versus troubleshooting what may be wrong WE BECOME YOU™ 11

STAGES 3 & 4 – SUPPLY & DEMAND Tools such as Careerbuilder Supply & Demand Wanted Analytics provide comprehensive Supply & Demand metrics WE BECOME YOU™ 12

STAGES 3 & 4 – SUPPLY & DEMAND Niece tools such as Liquid Compass for Heathcare recruitment can be a powerful tool to quickly dissect the demand within a market WE BECOME YOU™ 13

STAGES 3 & 4 – SUPPLY & DEMAND Robust Supply & Demand metrics Competition Analysis Detailed Compensation and Benefits The presence of these three TI tools moves recruitment intelligence towards reliable, accurate real-time data WE BECOME YOU™ 14

MOVING TO STAGE 5 • Robust Supply & Demand data help to tell the story as it exists in real-time and often times provide historical reference data • More and more customers are looking for answers to the question “what is GOING to happen. ” • Answering this question is the final step within the talent intelligence journey; predictive analytics. WE BECOME YOU™ 15

STAGE 5 – PREDICTIVE ANALYTICS • Actively using the EMSI tool to illustrate demand within specific job families or across industries • Highlight regional variations in demand how that impacts the overall demand story for the region WE BECOME YOU™ 16

STAGE 5 – PREDICTIVE ANALYTICS • Using the forward looking analytics in EMSI, Cielo is better engaging our customers around what is predicted to happen within job markets versus simply looking at what is or has happened WE BECOME YOU™ 17

STAGE 5 – PREDICTIVE ANALYTICS • Using predictive analytics as the foundation, Cielo has been able to change the conversation with our customers Before Metrics & SLA Performance (Backward Looking) After Predictive Analytics (Forward Looking) After Consultative conversation; future planning WE BECOME YOU™ 18

STAGE 5 – PREDICTIVE ANALYTICS • Our customers often engage us in a wide-range of talent acquisition questions. We are often engaged in the search for new locations • With EMSI, we have been able to provide market specific projections. This combined with other economic indicators help to shape our recommendation for future site locations. WE BECOME YOU™ 19

STAGE 5 – PREDICTIVE ANALYTICS • Example – Mid sized west coast insurance and finance firm. Engaged Cielo in a site selection process for a future IT resource center as well as customer call center • Based on the success of our initial recommendation, the customer engaged with us again in the past month for an additional site selection analysis • These are VALUE ADD services to our customers and strengthen our partnership. These types of requests would not be possible without the data we get from EMSI WE BECOME YOU™ 20

THE TALENT INTELLIGENCE JOURNEY RPO competition Most Internal TA teams Competing Competitors Supply & Demand Predictive Analytics Compensation “Cast and Prey” WE BECOME YOU™ 21

QUESTIONS OR COMMENTS? WE BECOME YOU™ 22

THANK YOU! SETH. VESELSKY@CIELOTALENT. COM WE BECOME YOU™ 23