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Video instructions and help with filling out and completing Who Form 2220 Introductory

Instructions and Help about Who Form 2220 Introductory

Hi everyone welcome super excited to talk to you today about Dynamics 365 for talent specifically you know art onboarding and attract apps so my name is Michelle Gleason I'm on the marketing team for Dynamics my name is Brandon Potter I'm a product PM manager I lead the product management team responsible for building attract and on board so in our time today we're gonna walk through some of the talent acquisition digital transformation trends that are shaping the industry go a little bit into what's new with attract and brand and I'll give you some live demos and we'll take you through a few scenarios to really light that up for you and then we'll talk a little bit about the licensing implications of the new features that we're offering how do you actually buy that so hopefully you've heard a lot about digital transformation already so I won't drain this slide but what we're really focusing on is how do we empower employees as part of that dynamic as part of that digital transformation and specifically we think about it in the context of the trends that are shaping the industry for human resources in particular if you were able to attend the introductory session with Laurel and Lydia hopefully you went into these trends in a little bit more detail but we're we're really going to be focusing with our time is on the war for talent how do you get people in the jobs when you need them so we've got a number of different statistics here about you know how difficult it is to actually get people into different kinds of roles whether you're looking at technology jobs or otherwise but I think the important thing to know is that this is an industry wide phenomenon across the board everyone is having trouble finding skilled applicants to fill their roles and it's causing the cost of hire to really skyrocket which again brings the issue to the front of the table for CHR OHS as well as CEOs in a way that really hasn't been the case in the past HR has sort of done their thing in the background as long as we were able to keep putting out product it didn't matter quite as much but in a scenario where we have so much scarcity of talent it becomes increasingly important not only to be able to find those skilled applicants and ice shortage of skilled applicants not applicants so the science there is finding the finding the Nuggets who are going to be able to do the right job in the right way to fulfill your company mission and values and then being able to take those few that you're seeing and quickly put them through your hiring funnel and get them get them in the door quickly because it's not just a talent shortage for you it's also a challenge for your competitors and if they're better at inspiring and potential employees and bringing them in the door is you you're gonna feel the pain of this even more so legacy talent acquisition products have really focused on how to make work better for HR how do I automate HR processes how do I drive efficiency so they can get their job done in a more effective way but with the talent shortage one of the things that we're really seeing is that candidate expectations have changed and not just changed they've risen from a higher and that applies both from the point of hiring going through and engaging with a company through to when they might on board to a company and for the period of time that they stay there one of the things to think about as well in the sort of digital age is candidates prospective employees are not just prospective employees particularly in consumer facing businesses they also represent prospective customers 72% of candidates who don't hear back from a company have a negative imperceptibly company's brand and don't recommend that product or service and so that's not great because they're a prospective customer and we've turned them off and we've turned them off as a prospective employee as well but with the advent of different kinds of social networks the ability for that impact or ripple out and for them to share their negative employee experience customer experience etc really can be something that sort of builds and continues to damage your ability to bring on good talent or to sell your product from an onboarding perspective we really think about this as before and after the candidate starts this is the one opportunity that you have to really take the expectations that were set during the hiring process and the interview process and continue to refine them for the customer so they understand what they're actually signing up for and what their actual going to do the statistic we have here sixty-one percent of employees say the realities of their job are different than what they got during the interview process it seems like a really high number like how do you not know what exactly someone is going to be doing when they start the company when they start with your team I know when I joined Microsoft I was probably one of these 61% because I joined out of grad school and we we had a generic vanilla template of this is your your role and then we found out it was gonna be later but those expectations were clearly set and it was part of the the process to continue to refine that and I think that that was super important and making sure that talent doesn't get poached throughout the process as you try to figure out is this job better than this really precise job that fully aligns to this particular area of interest of mine and then finally there's the content that there's the the question.

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