Talent Acquisition Framework
IBM has a deep understanding of the Talent Acquisition Framework from more than 20 years of consulting experience and delivering talent acquisition for 40-plus global customers. We can build the optimal solution for your organization and deliver the right outcomes.
Our consulting services help clients navigate this complexity, providing road maps and change support to revitalize their talent acquisition.
Why Choose IBM
20–30%
20–30%
Our global talent acquisition experts have deep experience in multiple industry sectors and understand the impact talent acquisition has on HR strategy.
We develop talent management solutions and are a pioneer in digital and cognitive offerings. We also have access to the largest digital agency, IBM’s Interactive Experience (iX).
IBM practitioners use our proprietary suite of tools and methods, such as IBM Design Thinking.
Because IBM offers recruitment process outsourcing (RPO) solutions, we understand the reality of delivering what we recommend and can support you through transition and change management to ensure you achieve your desired outcomes.
IBM Talent Acquisition Consulting Services
Attract the right talent with the help of IBM recruiting and onboarding strategies
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IBM offers the expertise and resources to help you transform talent acquisition for your enterprise.
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Improve overall quality of candidates by
Improve manager satisfaction by
Oil & Gas is an innovative industry using technology to make new discoveries and fuel global economies. Careers in this field are demanding, which makes recruiting for them challenging. But IBM is up to the task.
Outcomes
IBM Talent Acquisition Optimization delivers the results our clients need.
For one leading international oil field services and products company we:
4,515
employees in the Western hemisphere in one year
36
a reduction of 25%
days
Decreased time to fill to
0.5%
Lower costs and turnover
On average, our clients can expect IBM Talent Acquisition Optimization to:
20–40%
40%
20–35%
Diversity in Hiring
A recent industry study reveals that only 15% of employees in the oil and gas industry overall are women. The nature of some jobs—working in isolated, harsh field conditions—contributes to this disparity, as does the shortage of experienced women in the field who can serve as mentors to new female hires.
Challenges
Given the nature of the oil and gas industry, organizations face different recruiting challenges that can hinder their talent acquisition efforts:
Industry Volatility
Global economic factors, weather-related disasters, and environmental and political pressures have contributed to volatility in this industry, as evidenced by ever-changing gas prices. This creates a cyclical nature of employment: a huge need for oil requires a quick ramp-up of hiring, and when distribution slows due to the factors above,
jobs are lost.
Talent Shortage
When jobs are lost in the industry, workers seek stability in other industries, which makes recruiting them back to their oil and gas jobs difficult. In addition, the industry is facing a shortage of young, skilled labor to replace retirees.
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Hired
Reduced
agency usage to
Reduced new
hire turnover by
Reduce recruitment costs by
Reduce time to fill by
The complexity of change for talent acquisition practitioners creates a need for consulting services within:
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Consulting Solutions
Outcomes
IBM Talent Acquisition Optimization delivers the results our clients need.
IBM has recruited for one global manufacturer for more than 15 years. The implementation of a high-touch recruitment delivery model in the U.S. led to a
22%
decrease in time to accept
16%
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An optimized onboarding experience reduces attrition rates. We can assist HR teams and hiring managers with transitioning new hires from candidate to employee through a personalized experience and cognitive-enabled training.
OPTIMIZED
ONBOARDING
increase in hiring manager satisfaction
We optimize your talent acquisition capability to achieve specific desired talent or business outcomes.
This solution addresses client challenges such as . . .
How do we improve talent acquisition cost, speed or quality?
We have new competitors for talent. How do we compete?
How do we attract and retain the new skills and competencies we need?
OUR PEOPLE
Business
organizational strategy
Experience
a differentiator in recruitment success
Talent
shortages and new required skills
Technology
AI and robotic process automation tools
We develop next-generation talent acquisition solutions, informed by analytics, powered by cognitive and digital tools, built through Design Thinking, and implemented through Digital Change.
This solution addresses client challenges such as . . .
How do we reinvent talent acquisition to meet our new business strategy?
What is the role of new technologies, AI and automation in talent acquisition?
How do we design and implement a digital talent acquisition strategy?
Talent Acquisition Optimization
Talent Acquisition Reinvention
The Challenge:
Elevate Your Talent Acquisition Program to Compete
of outperforming companies believe cognitive computing will add value to talent acquisition
IBM IBV Cognitive Computing Study
40%
70%
of surveyed CXOs struggle to keep their workforce skills current and relevant in the face of rapid technological advancement
IBM IBV Global C-Suite Study
Client Challenges
IBM guides organizations through all types of challenges as they respond to industry disruptions.
Compliance
Skills
Delivery
Planning
Capacity
Insight
Respond to regulatory change
Acquire specialized skills / knowledge not in house
Support transition and change of projects
Help devise and plan projects
Add capacity at peak times
Provide independent input, insight and / or validation
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Client Outcomes
Reinvented Onboarding
Using Design Thinking, IBM reinvented the onboarding process and new hire experience for a European financial services organization.
New Tech Framework
IBM designed a technology landscape for a global consumer goods company that enabled them to achieve their talent acquisition goals.
Realigned Talent Acquisition Model
We tested and validated a new talent acquisition model for a global energy company.
Centralized Recruiting
We guided a major retailer as it transitioned from an in-store HR model to a centralized talent acquisition solution, creating new processes based on automation and organizational design.
1
4
3
2
Outcome: improved candidate experience NPS, increased speed to productivity.
Outcome: talent acquisition realigned to business strategy, enhanced sourcing and selection capability.
Outcome: de-risked business change, option of IBM build and transfer solution.
Outcome: increased process efficiency, reduction in talent acquisition headcount, improved stakeholder experience.
OUR TECHNOLOGY
OUR DELIVERY
OUR EXPERTISE
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