Around the World in 90 days The Journey of a Talent Revolution at Regus. Nicky Ivory-Chapman - Regus Caroline Fortunski - IBM

Transcription

1 Around the World in 90 days The Journey of a Talent Revolution at Regus Nicky Ivory-Chapman - Regus Caroline Fortunski - IBM

2 Play Video 2

3 The Regus Network 10,000 employees 2,500 business centre locations 850 cities 100+ countries 2.1 million members 1 million phone calls answered for customers daily 2 billion items of post managed for customers each year 3

4 Business Context - Hyper Growth Regus had been operating opening one new centre per week In 2014, 2015 & 2016 the business planned to open one new centre per day 1 Centre 7 Centres 3 People 21 People

5 Phase 1: Building the Baseline

6 Phase 1: Building the Baseline From nothing to something: ATS implementation Design & Go Live (within 90 days) Introduce role-fit assessments for front-office roles Introduce consistent recruitment communications and a global careers website Introduce a global job board aggregator with country specific pre-selected job boards (for 100 countries) Key Consideration Build for Hiring Manager use

7 Phase 1: Building the Baseline Q1 Live in 2 countries Q3 Live in 70 countries Q4 Live in 100 countries 14 languages

8 Phase 1: One Size Fits All Consistent Look & Feel for Recruitment Comms Global ATS (online recruitment system) Embedded consistent role-fit assessments Devolved Recruitment responsibility to Business Centre Teams

9 Phase 2: Embedding & Enhancing

10 Phase 2: Embedding & Enhancing Planned to do: Utilise Year 1 data to form insights and drive continuous improvements Add additional roles (Corporate & Sales Teams) and additional assessments (Senior Leadership) Utilise additional technology components to integrate with the ATS (Background Checking, Referral, Agency Manager)

11 Phase 2: Embedding & Enhancing What else emerged: Internally Regus growth in emerging markets Internal structure changes leading to differing job remits The need to continuing the digital journey post offer

12 Phase 2: Embedding & Enhancing What else emerged: Externally Standardisation vs. local needs Differing candidate needs across regions

13 Phase 2: One Framework, Fit for All Agency Manager enabled Mobile Apply enabled Consistent Look & Feel for Recruitment Comms Global ATS (online recruitment system Embedded role-fit assessments Devolved Recruitment responsibility to Business Centre Teams Social Referral enabled Additional Assessments added Onboarding Portal enabled

14 Phase 3: Science, Data, Insights

15 Phase 3: Science, Data, Insights Whole person approach to improve consistency and predictability WHO you are HOW you do it WHAT you do

16 Phase 3: Science, Data, Insights Job/Role requirements Assessments Business results 16

17 Phase 3: Science, Data, Insights Recruitment Evidencebased assessment Training & Deployment Succession Planning Adding business value 17

18 Phase 3: Science, Data, Insights Our insights from a whole person perspective for c. 80% of Regus workforce have helped the business achieve its growth objectives.

19 Phase 4: Future State

20 Results +140,000 applications +8,000 hires +800 job boards integrated Utilised in 106 countries Enabled 867 new centre openings

21 Phase 4: Future State Integrated Background Checking Integrated Video Interviewing Using Social Media for building Talent Pools & Engagement Recognisable Employer Brand & New Careers Website Effective and easy to use ATS Device First Approach Suite of role-fit assessments Accountable and effective Hiring Managers Social Referral reducing reliance on Job Boards Assessment data integrated with development plans Engaging Onboarding process

22 Phase 4: Future State Led by effective technology solutions Driven by data analysis and scientific insights Providing a great user experience for candidates Providing outcomes that support business objectives A company should limit its growth based on its ability to attract enough of the right people. -James C Collins, Good to Great

23 Thank You

24 Questions 24