HRO Today Global Autumn 2014 - 13
Cover Story
organisation also began leveraging social media channels,
like Twitter and YouTube, to spread the word on their
employee value proposition.
Social media has had a major impact, but for Barclays,
being selective is key. Firbank says they evaluate their
social media channels based on return on time and
investment, and turn off the ones that don't work. " We
don't want to be everywhere on everything all the time, "
she says. " It's about what gives us great ROI or EVP. "
From their social media strategy, Firbank fi nds that
Barclays has a wider community of partners to court talent
over a longer term.
Risk taking. Firbank knows that with high risk comes high
reward. It's a tough business chance to take, but a true
partner will join you for the ride. " The most important
thing with Alexander Mann Solutions is I've asked them
to be brave with me on a number of occasions, and they
have, " she says.
One particular risk comes to mind. Barclays recently
moved to a self-service model, structured so that hiring
managers no longer speak with volume candidates until
they are fully screened by Alexander Mann Solutions.
This resourcing is done in Krakow. The approach provides
Barclays with exceptional candidates that hit all of their
target requirements in a very effi cient manner.
" It was a big risk and I asked Alexander Mann Solutions to
come on that risky journey, " says Firbank. " I don't think
many partners would do that, but we have a solution we
are proud of. We've pushed the market around HR to
become an enabler instead of a doer. "
And from that risk, Barclays earned a handsome reward:
Their interview-to-offer ratio is 1:1. Says Clayton, " It
is market leading. We wouldn't have achieved best-inclass
quality of hire without taking that risk with the
Barclays team. "
Highlight Reel
A snapshot of the achievements earned through Barclays' talent acquisition strategy:
Operational scalability. Through the life of the solution, AMS's infrastructure has allowed scalability to meet demand,
supporting a 78 per cent increase in interviews scheduled.
The ability to right-shore. Using Krakow as a centre has allowed to get the right activity, managed with the right
people in the right place.
Cost saving. Agency usage for specialist hires reduced from 68 per cent to 20 per cent. For volume hires, agency usage
has gone from more than 30 per cent to less than 1 per cent.
Direct sourcing. Innovative sourcing strategies, like talent pooling, and improved leveraging of the Barclays' brand,
helped increase direct hiring from 58 per cent to 93 per cent.
Reduced time to offer. AMS reduced time to offer by more than 15 days.
Reduced applications per hire. Sourcing processes became more effi cient as applications dropped from 87 to 20.
AUTUMN 2014 | www.hroglobal.com
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HRO Today Global Autumn 2014
Table of Contents for the Digital Edition of HRO Today Global Autumn 2014
HRO Today Global Autumn 2014 - 1
HRO Today Global Autumn 2014 - 2
HRO Today Global Autumn 2014 - 3
HRO Today Global Autumn 2014 - 4
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