Chubb (Formerly ACE Group): Taleo Implementation - Mandy King, Elaine Harris & Ben Moir, Chubb (formerly ACE Group)
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The document outlines the implementation of Taleo Enterprise Edition following the merger of Ace and Chubb in January 2016, aimed at improving recruitment processes. Key objectives include enhancing candidate sourcing, experience, and reporting efficiencies while integrating Taleo with other HR systems. The project leveraged workshops, training, and tools for better recruitment management, resulting in significant time savings and improvements in the hiring process.
Chubb (Formerly ACE Group): Taleo Implementation - Mandy King, Elaine Harris & Ben Moir, Chubb (formerly ACE Group)
- 1. Taleo Enterprise Implementation (Previously ACE European Group) Mandy King, EMEA Head of HRIS and HR Services Elaine Harris, HRIS Consultant Ben Moir, Resourcing Business Partner February, 2016
- 2. ACE and Chubb are now one… • ACE acquired Chubb in January 2016, creating a global insurance leader operating under the renowned Chubb name. • Chubb is the world’s largest publicly traded property and casualty insurer. • With operations in 54 countries, Chubb provides commercial and personal property and casualty insurance, personal accident and supplemental health insurance, reinsurance and life insurance to a diverse group of clients. • Our current headcount in Chubb EMEA is 3700 and was previously 2600 for legacy ACE. In 2015 for legacy ACE we recruited around 600 permanent and FTC roles and around 100 contingent worker roles. February, 2016
- 3. Our Project Aims To ‘upgrade’ from Taleo Business Edition to Taleo Enterprise Edition to: • Facilitate greater direct sourcing • Provide a more engaging candidate experience • Improve efficiencies in reporting and gain better insight in recruiting • Facilitate hiring interface between Taleo and PeopleSoft HR • Automate requisition approval chain selection • Improve requisition data quality & process efficiencies • Create efficiencies within HR Services at the point of offer February, 2016 3
- 4. How we did it… • Design workshops geared around the recruitment process • Configuration workbook to confirm requirements • 2 Prototype review sessions/activity guides • Candidate data migration used also to ‘market’ current jobs • Recruiters delivered internal training • Next projects to implement Oracle Transitions Cloud Service and complete phase 2 of hire interface February, 2016 4
- 5. February, 2016 This is the slide footer 5 Facilitate greater direct sourcing…
- 6. Benefits: Talent Pools/Advanced Candidate Search February, 2016 6 Tools to better manage candidate population enabling greater direct sourcing
- 7. February, 2016 7 Provide a more engaging candidate experience…
- 8. Benefits: Employer Value Proposition/Improved Candidate Journey February, 2016 8 Web Services enables seamless integration from our Corporate Website to Taleo
- 9. Benefits: Enhanced Job Descriptions February, 2016 9 Videos allow us to create a more engaging experience for the candidate
- 10. Benefits: Mobile Applications • Mobile enabled career site • Short application flow • 16% of candidates already through mobile February, 2016 10
- 11. February, 2016 This is the slide footer 11 Improve efficiencies in reporting and gain better insight in recruiting…
- 12. Benefits: 72 days effort p.a. saved on reporting & delivering improved real time insight February, 2016 12
- 13. February, 2016 13 Improve requisition data quality & process efficiencies…
- 14. Benefits: Reduced effort to manage requisitions February, 2016 14 • Role profiles created to auto-populate standardised requisition content by country and job • eQuest integration achieves more cost effective and efficient job postings
- 15. February, 2016 This is the slide footer 15 Create efficiencies within HR Services at the point of offer…
- 16. Benefits: E-Offers • E-Offers have created significant process efficiencies for UK population • The entire history of the candidate from application to hire is tracked/auditable within Taleo • The candidate experience is improved – a single stop for applications and offers • Integration to PeopleSoft will be implemented in the near future through hiring templates creating greater process efficiencies February, 2016 16
- 17. Project learnings Approach • On site partners rather than off-shore • Prototype rather than traditional fit / gap • Partner support having in depth product and implementation knowledge – great support from Cedar • English only which restricted some functionality Post go live issues to date • Forcing selection to lowest level of OLF • Restrictions on editing posted requisitions • Systems driven filled date skewed by retrospective correction • Using incorrect requisition types February, 2016 17 Product • Complex approvals matrix didn’t fit with the product offering • Dashboard production customised not standard • Importance of getting OLF (Organisation – Location – Job field) structure right • Templates efficient but setup/maintenance heavy • Requisition types for different types of recruitment beneficial but prescriptive • TEE step/status driven, major shift from TBE • Having stage and production environment
- 18. Our Project Aims Realised To ‘upgrade’ from Taleo Business Edition to Taleo Enterprise Edition to: • Facilitate greater direct sourcing Talent pools/advanced candidate search • Provide a more engaging candidate experience Employer value proposition/improved candidate journey including mobile enablement • Improve efficiencies in reporting and gain better insight in recruiting 72 days effort p.a. saved on reporting & delivering improved real time insight • Facilitate hiring interface between Taleo and PeopleSoft HR Phase 1 TCC extract complete/Phase 2 to create auto populated hire templates ongoing • Automate requisition approval chain selection Remains manual as approval matrix too complex • Improve requisition data quality & process efficiencies Role profiles and eQuest integration • Create efficiencies within HR Services at the point of offer E-Offers for UK February, 2016 18
- 19. Chubb. Insured.