Talent Acquisition EMEA The Journey of Evolution 14th February 2019 - - PowerPoint PPT Presentation

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Talent Acquisition EMEA

The Journey of Evolution……

14th February 2019

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Talent Acquisition – State Street

Who we are

• Andrew Morland – Vice President, Regional Talent Acquisition Manager EMEA
• Responsible for the recruitment strategy & delivery across: Onshore Locations, SSGA, Executive Recruitment &

Sourcing EMEA

• 17 years recruitment experience across in-house, executive search & agency.
• Adam Walker – Vice President, EMEA Lead for Executive Search & EMEA Sourcing
• Responsible for delivery of Executive hiring across all divisions and countries within EMEA, and managing the

team of sourcers for non-executive roles in EMEA

• 17 years recruitment experience across in-house, RPO and agency.

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Talent Acquisition – State Street

Agenda

Overview of how the delivery of executive recruitment has developed in EMEA, looking at:

• Who we are
• Global Footprint
• Talent Acquisition Model
• Executive Recruitment:
• Challenges encountered
• Solutions developed to help navigate the ever-shifting talent landscape
• Future challenges and vision

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State Street Bank & Trust - Who we are

Asset Managers Asset Owners Official Institutions Insurance Companies

• $34 trillion AUCA1
• One of the world’s leading investment service providers
• Fund accounting and administration, custody, investment operations outsourcing
• $2.8 trillion AUM2
• One of the largest ETF providers in the world
• Investment strategies across risk / return spectrum
• Information, analytics and data solutions
• Leveraging big data and advanced technology to offer investment indicators and analytics
• $19.3 trillion in foreign exchange and interbank volume traded3
• Investment research, foreign exchange trading and securities lending
• 1. As of September 30, 2018
• 2. This figure is presented as of September 30, 2018 and includes approximately $28 billion of assets with respect to SPDR products for which State Street Global

Advisors Funds Distributors, LLC (SSGA FD) acts solely as the marketing agent. SSGA FD and State Street Global Advisors are affiliated.

• 3. As of September 30, 2018

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State Street – Global Footprint*

39,000+ employees worldwide**

AUSTRALIA Melbourne Sydney AUSTRIA Vienna BELGIUM Brussels BRUNEI DARUSSALAM Jerudong CANADA Montreal Toronto Vancouver CAYMAN ISLANDS George Town, Grand Cayman CHANNEL ISLANDS Saint Peter Port, Guernsey Saint Helier, Jersey UNITED KINGDOM Edinburgh London UNITED STATES California Connecticut Florida Georgia Illinois Massachusetts Missouri New Jersey New York North Carolina Pennsylvania Texas DENMARK Copenhagen FRANCE Paris GERMANY Frankfurt Leipzig Munich INDIA Bangalore Chennai Coimbatore Hyderabad Mumbai Pune Thane West IRELAND Drogheda Dublin Kilkenny Naas ITALY Milan Turin JAPAN Fukuoka Tokyo LUXEMBOURG Luxembourg MALAYSIA Kuala Lumpur NETHERLANDS Amsterdam NORWAY Trondheim PEOPLE’S REPUBLIC OF CHINA Beijing Hangzhou Hong Kong Shanghai PHILLIPPINES Taguig City POLAND Gdansk Krakow SINGAPORE Singapore SOUTH KOREA Seoul SWITZERLAND Zurich TAIWAN Taipei City UNITED ARAB EMIRATES Dubai

*Locations as of December 31, 2017. **Employees as of September 30, 2018.

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Executive Level Associate Recruitment

In-Country Recruiters & EMEA Sourcers Exec Recruitment Team

Role Preparation Sourcing & Selection Offer Management

Managed by TA Lead by TA in partnership with GTR & HRBP Lead by TA in partnership with GTR & HRBP

Talent Acquisition – Operating Model

“Hub” Recruiters & Sourcers

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Challenges – Executive Recruitment EMEA

• Increasing Req

volumes

▪ 156% increase

• ver 3 years
• Bifurcated TA

Processes

▪ Increased internal control & compliance framework ▪ Off-shoring ▪ Complex compensation regulations across EMEA locations

Volume Delivery

• High Stakeholder

Expectations

▪ Detailed and clear presentation of candidate insights ▪ Greater diversity of candidate slates ▪ Reduce Time to Offer & Fill

Complexity Cost

• Challenging

Expense Environment

▪ Reduce agency usage ▪ Greater governance ▪ Limited travel

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Operating Changes Delivery Diversity

Solutions & Results

• Closer partnership with the

HRBP to provide faster/better decisions

• Heightened agency

engagement & oversight via TA

• Division of Recruiting

and Exec Sourcing

▪ Addressed increase in req volumes ▪ Better met expectations

• n presentation of

candidate insights ▪ Helped reduce agency spend

• Global Targets &

initiatives to improve diversity

• Messaging from the “top”
• Unconscious bias training

& Textio

• Aligning diversity metrics

to goals

• Diverse slates and

interview panels

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Internal Mobility Process Improvement Feedback

Solutions & Results

• Process Improvements

▪ Leveraging Technology ▪ Streamlining approvals ▪ Training on Lean, Six Sigma, Agile

• Focus on Internal Mobility

▪ Changes in policy for internal candidates; ▪ Greater transparency of HIPO mobile talent

• Feedback collation

▪ Aligning to compliance/ regulatory needs ▪ Improving decision- making

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AI Assessment Feedback

Future Considerations

• Evolve how we assess

talent

▪ Attraction ▪ Pipelining ▪ Talent Differentiators ▪ Cultural Fit

• Utilise AI in the recruiting

process ▪ Scheduling ▪ Pipelining

• Feedback collation

▪ Improve how interviewer’s provide feedback ▪ Improve how we present findings

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Q&A