ATC: James Elliott National Recruitment Director Deloitte

James Elliott took the stage after lunch to give us a run down on Deloitte’s (Update: to clarify this is only the Australian operation and does not reflect the US operations.) recruitment function, specifically their Sourcing function. James indicated he was a little concerned about presenting, mainly because of the real time feedback that would be on Twitter. Some of my notes from the presentation are below:

  • Globally 160,000 people with $27 billion in revenue!
  • They got into sourcing because while operational excellence had meant recruiter efficiencies were up 50%, vacancies where still going up, something had to change
  • In 2007 while 3rd party agencies as a source were low their costs were still very high
  • The Deloitte definition of sourcing is:
    1. Identifying and mapping passive talent for current and future roles
    2. Approaching passive talent
    3. Maintaining talent pipelines through a systemised CRM cycle
  • As part of the move to sourcing they had two key learnings:
    1. Wholesale changes to recruitment processes were needed as sourced candidates need to be treated differently
    2. They had to focus on planning & forecasting which was much harder than first through. Lots of change management, and recruiting team structure to make the transformation possible
  • In general Australian resume databases are extremely poor in quality
  • While they use Taleo as an ATS, it is not a CRM (they use SalesForce) which they needed to:
    • Map competitions
    • Track contacts
    • Segment contacts
    • Manage ongoing CRM through tasks, reminders and emarketing
  • Deloitte’s sends out 4,500 e Newsletter a quarter to people in the CRM
  • The sourcers at Deloitte’s get their prospects from:
    • People who withdraw from the rtecruitment process
    • People who did not get a job they applied for
    • Graduates
    • Phone lists
    • Conference & professional associations
    • Name generation workshops
    • New hire competitor intelligence
    • Web search
    • And dumpster diving
  • Social Recruiting is starting to be used to:
    • Enhance brand & position as an innovative professional services firm
    • Engage external talent by offering an authentic insight into working
    • Leverage employees networks
    • Search for talent directly
  • Deloitte YouTube channel has had 25,000 views
  • They use Twitter to connect applicants to other Deloitte Twitter users in similar areas
  • Built a custom Facebook application called Join Me @ Deloitte to facilitate referrals. The application had 90% of employees install, good number of hires have come through but less than 3 figures even with that James felt the ROI was very good as it was cheap to build
  • As a source 3rd party recruiters provide the worse quality of hire whereas referrals are the best
  •  

5 thoughts on “ATC: James Elliott National Recruitment Director Deloitte

  1. How can anyone work for these institutions ? The message coming across is that people for this firm are slices of salami ; we just identify them as they fall off the packing line onto the floor.

    I just love this phrase you used

    ” Maintaining talent pipelines through a systemised CRM cycle ”

    Is this a sewage business or are there people with heads and hearts as well ?

  2. Alex, interesting you read it like that, although I can see how you get the impression.

    Yes the Deloitte sourcing group are an extremely focused organisation on finding people to work for Deloitte you should not read that as their broader culture.

    In fact last week Deloitte Australia was found to the the 11th best place to work in Australia the The Great Place to Work Institute and BRW.

  3. Yes, all this activity and focus using precision tools to recruit into the firm, all the while they are doing a lousy job of saying goodbye to the thousands they’ve cut over the last 18 months. Just look at the comments on my blog. I have to cut them off each time at 500.
    http://retheauditors.com/2008/08/update-deloitte-statement-on-layoffs/

    In fact, Deloitte has converted their recruiting group into in-house outplacement counselors.

    Mr. Elliot is afraid of Twitter, indeed. And his firm is now afraid of issuing press releases announcements and telling the truth publicly about their “Talent” strategy.

  4. I thought it would be prudent to clarify that my presentation was made with reference to my role as head of recruiting with the Deloitte Australian firm. Some may be confusing the activity of our Australian firm with that of the US firm – a separate organisation where it has been noted there have been a number of layoffs.

    To clarify, Deloitte Australia is the only one of the Big 4 firms in Australia to not have made any redundancies. In fact, we have a very active recruiting function out of necessity: we have some significant growth areas which continue to need high quality talent to supplement our large graduate intake and internal mobility program. We are proud of our strong retention rates with both our graduates and all our employees. My recruiting function and sourcing team couldn’t be further from a group of “in house outplacement counselors”.

    Finally, the throw away line about Twitter was more one of recognising this is the first conference I have spoken at with Twitterers visibly present and providing instant feedback. While it certainly adds a whole new dynamic to the experience of presenting for people like myself who’s day job is not being a professional speaker – I welcome the change as it is an opportunity for honest feedback from impartial observers – just like Michael.

  5. @James Elliott

    I apologize for throwing your operation in with the US and others in your network. Downside of being a “global firm,” eh?

    It seems Deloitte is doing things differently in Australia. But for how long? As you mentioned, the other Big 4 firms in Australia have had redundancies and are going to extraordinary lengths to avoid more. http://twitter.com/retheauditors/statuses/1716369383

    Perhaps you could give a call to the US and let them know how to continue growing in a global recessionary period?

    And one thing to remember about Twitter and similar social media tools: There are no throw away lines. Say one innocuous thing and next thing you know you’re responding to a bird with a blog (and an itchy trigger finger) in Chicago.
    Cheers.

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