Tiara Talent Acquisition Awards US by TALiNT International

TIARA TALENT ACQUISITION AWARDS US

THE WINNERS ARE PROFILED

TIARA Talent Acquisition Awards US

Dazzling talent acquisition Declan Slattery, Chair of Global Advisory Board at TALiNT Partners In a dazzling display of talent and innovation, the TIARA Talent Acquisition Awards US take center stage, illuminating the exceptional achievements across the dynamic US Talent Acquisition landscape. The gala dinner at The Westin Dallas not only served as a celebration of the winners but stands as a powerful testament to the industry’s commitment to excellence and continuous innovation. The event, a beacon of recognition for the best in TA, underscored the pivotal role played by TA teams in shaping the employment landscape in the United States. The TIARA awards are more than just a glamorous affair; they are a demonstration of the tireless efforts and forward-thinking mindset exhibited by TA teams. In an ever-evolving landscape, where competition is fierce and the expectations of both candidates and employees are in constant flux, the awards served as a platform to acknowledge and reward the visionaries who navigate these challenges with unparalleled skill and ingenuity. The winners, finalists, and represented organizations form a diverse tapestry that reflected the richness and inclusivity of the TA community. The awards highlighted not only the individual accomplishments but also the collective strength of an industry that thrives on diversity and innovation. The variety of winners and finalists showcased the adaptability and resilience of TA professionals in the face of evolving landscapes. The dynamism of the TA landscape was aptly mirrored in the award recipients, each of who demonstrate exceptional prowess in adapting to the ever-changing needs of the industry. The awards do more than

honour; they inspire a sense of pride and motivation within the TA community to continue pushing boundaries and setting new standards of excellence. In an era where talent is the linchpin of organizational success, the TIARA Talent Acquisition Awards US hold a distinctive position. Beyond being a recognition of individual and team achievements, these awards play a pivotal role in reinforcing the reputation and value that TA brings to shaping critical business outcomes. The high regard in which the awards are held serves as a constant reminder of the significant impact TA has on the overall success and growth of organizations. The continual evolution of the TA landscape demands a relentless commitment to vision and forward thinking. The TIARA Talent Acquisition Awards US not only applaud the accomplishments of today but also inspire and challenge TA teams to envision and shape the future. The gala dinner was more than a celebration; it was a call to action for the entire TA community to embrace change, foster innovation, and lead the way in defining the future of talent acquisition in the United States. The TIARA awards stand as a beacon of excellence, a celebration of diversity, and a testament to the pivotal role played by TA teams in shaping the employment landscape. As we reflect on the winners, we are reminded that the true value of these awards lies not just in honouring achievements but in inspiring a collective commitment to continuous improvement, innovation, and excellence in the ever-evolving world of Talent Acquisition.

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The Avenica Early Careers Pioneer Award

WINNER

This Award recognizes outstanding commitment to Early Careers employment and achievement in the development of young employees. PTC’s Transformative Talent Pipeline Program (TPP) represents a strategic triumph, seamlessly intertwining corporate progress with individual development. Initiated in 2020, TPP has emerged as a dynamic initiative, reshaping PTC’s talent acquisition and development paradigm. This transformative program extends beyond conventional internships, functioning as a career launchpad enriched with practical experience, mentorship, and networking opportunities with industry experts. Fellows, strategically placed in roles aligned with their strengths, not only significantly contribute to PTC’s success but also actively cultivate a diverse talent pool. Umbreen Majid’s journey serves as a compelling case study, illustrating the program’s impact. Starting as a Fellow, she ascended to a Senior Manager role, leading initiatives such as the PharmD Fellow program and elevating the Global Clinical Regulatory Lead Role. Her trajectory underscores the program’s efficacy in not only recruitment but also in fostering leadership and innovation. Quantitative and qualitative metrics vividly demonstrate TPP’s impact. Cohort 1 witnessed 32 Fellows globally transitioning to full-time roles, while Cohort 2 fortified this success with 5 Fellows securing full-time positions and 12 extending contracts. This attests to the program’s prowess in attracting, retaining, and nurturing exceptional talent.

PTC encountered distinctive challenges in addressing rare diseases within underserved populations. The TPP’s innovative approach not only navigated these challenges but also contributed to financial growth, fostering diversity, operational agility, and cultural enrichment. In perfect alignment with PTC’s strategic objectives of promoting workforce diversity, operational agility, and cultural enrichment, the TPP serves as a cornerstone for the company’s dynamic and promising future. Its role in enhancing operational efficiency, infusing cultural diversity, and inspiring fresh perspectives underscores its significance. Testimonials, exemplified by Fernanda Ulmer’s journey from Fellow to Medical Science Liaison, echo the transformative impact of the program. Participants and supervisors alike emphasize collaboration, innovation, and cultural improvements as integral outcomes. In essence, PTC’s TPP transcends its role as a mere talent pipeline; it emerges as a transformative catalyst shaping the company’s trajectory. The program’s success is not solely measured in numbers but encapsulated in the narratives of individuals like Umbreen and Fernanda, embodying its profound influence on both career trajectories and corporate culture. Judges’ comments: PTC Therapeutics were praised for their Talent Pipeline Programme which is a leading example of nurturing early careers talent. Their comprehensive approach to support during the year and the added focus on DE&I and strengthened the strategic impact of this programme.

FINALISTS

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The Best Careers Website Award

WINNER

This Award recognizes the most effective, engaging and candidate-friendly Careers Website and its impact on talent acquisition. Recognizing the pivotal role of data-driven decisionmaking, their team embarked on a thorough evaluation of existing data to streamline the candidate journey effectively. The initial step involved meticulous analysis, leading to the identification and elimination of low-traffic pages. Through a process of elimination, the site was condensed from 18 to just 4 pages, achieving a substantial efficiency boost. With a clearly defined path, they leveraged internal design and web production teams to align seamlessly with corporate pages, ensuring a user-friendly experience. Employing A/B testing, their innovative approach catapulted the careers site to unprecedented heights. The results speak volumes: a 42% surge in new users to job pages, a staggering 421% increase in CTA clicks, and a rise in female users. Most notably, a phenomenal 1,860% increase in sessions with a click to job pages underscored the effectiveness of the revamped path for candidates. Candidate experience emerged as the focal point of their data-driven improvements. The statistics tell a compelling story: new talent pipelines consistently grew by 26% year over year, while apply clicks increased by 29%. Noteworthy is the 26% year-overyear surge in apply clicks when candidates navigated from the careers portal.

The impact reverberated beyond routine usage, as evidenced by a Recruitment Marketing campaign supporting their Sales teams. Navigational enhancements resulted in a 40% increase in candidates to the Sales job page and a 150% uptick in job page searches for “sales.” This success validated the broader positive impact on targeted campaigns. Perhaps most impressively, their efforts contributed to a steady decrease in attrition. Improving the candidate journey played a pivotal role in attracting and retaining the best candidates. Overall, the design and user experience optimizations successfully guided more visitors to job pages, fostering growth and heightened interest. In summary, their strategic overhaul of Elastic’s career site has not only delivered quantifiable results but has also significantly elevated the overall candidate experience. The positive impact on talent acquisition, evident in increased applications and sustained pipeline growth, showcases the transformative power of their approach. Judges’ comments: Elastic was praised by judges for their thoughtful approach and use of data at each stage to design, shape, and drive their strategy which resulted in positive results that improved candidate experience and the overall outcomes for the company.

FINALISTS

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The WorkLLama Candidate Experience Award

WINNER

This Award recognizes employers who show clear evidence of delivering a consistently good experience at every stage of the candidate journey. In their pursuit of recruitment excellence, the organization embarked on a transformative journey marked by a paradigm shift. They redefined success, steering away from the conventional emphasis on speed and adopting a marathon mindset. Departing from traditional time-to-fill metrics, the organization redirected focus towards elevating the candidate experience, fostering diversity, and honing precision in aligning talent with roles. The progress made in this endeavor was meticulously measured through the introduction of post-interview surveys. These surveys delved into critical aspects such as candidates’ sense of belonging, authenticity, interview quality, transparency, and response time. The data-driven insights garnered from these surveys facilitated a refinement of their recruitment strategy, resulting in noteworthy Net Promoter Scores (NPS): a perfect 100 for hired candidates, 26 for rejected candidates, and 73 for withdrawn candidates. Recognizing the imperative for diversity, the organization implemented stringent guidelines for hiring managers. These guidelines mandated the inclusion of one non-male identifying and one US underrepresented racial/ethnic minority candidate in each process. This commitment to inclusivity is underscored by a commendable hiring manager NPS score of 79. Satisfaction levels, measured on a scale of 1-10, stand at 9.4 for recruitment process satisfaction, 9.4 for candidate quality satisfaction, and 9.5 for recruiter satisfaction. Transparency is a guiding principle at every stage of their recruitment process. From offering thoughtful candidate feedback to managing expectations, the

organization facilitates open dialogue. Transparent kickoff meetings, where role challenges are openly discussed, set the stage for realistic timelines and consistent updates, ensuring candidates feel valued regardless of the outcome. Their diversity initiative, initially applied to senior and executive roles, has been expanded to include all positions, achieving and maintaining 100% compliance. Overall candidate satisfaction, rated at 8.9, validates the success of their approach. Noteworthy satisfaction scores of 9.6 for offer satisfaction and hiring team satisfaction reflect the outstanding candidate experience crucial to achieving 2025 representation aspirations for women (50%) and underrepresented groups (15%). Aligned with their 2025 aspirations, the organization has already attained representation parity in leadership for women and underrepresented groups. Progress in Latinx (7%) and Women in Tech (30%) aligns with their trajectory toward 2025 targets of 10% and 33%, respectively. This transformative journey, from a recruitment race to a purposeful marathon, stands as a testament to the organization’s unwavering commitment to excellence, transparency, and diversity. Their dedication has created an exceptional candidate experience propelling them confidently toward their ambitious goals. Judges’ comments: Judges praised Glassdoor for their candidate centric approach, building initiatives around the candidates and clearly proving a commitment to DE&I, as well as proving impressive satisfaction scores.

FINALISTS HIGHLY COMMENDED

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The Cliquify Employer Brand Award

WINNER

This Award recognizes the best development of an employer brand, effectively communicating the organizational values and employee value proposition as well as having a positive impact on candidate perception and attraction. In a groundbreaking initiative to transform our recruitment landscape, Elastic’s Employer Brand Marketing team introduced A/B testing to revamp our careers site, setting a new standard for candidate engagement. The team’s bold approach extended beyond traditional boundaries, pushing the envelope of innovation. The launch of the “LinkedIn Live Series” marked a historic milestone as Elastic’s inaugural live-streaming venture. Impressively, unique impressions surged by an outstanding 360% post-live, demonstrating the series’ unprecedented success in expanding our candidate pipelines. Elastic’s commitment to storytelling reached new heights with the #AsWeAre series on Instagram and LinkedIn. This series empowered employees to share personal experiences, showcasing company benefits and career journeys. Leveraging social media, the team transformed long-form content into a dynamic shortform strategy, redefining our social media outreach. A strategic collaboration between Employer Brand Marketing and the Recruiting team resulted in impactful paid LinkedIn campaigns. The team meticulously crafted targeting parameters, optimizing ad copy and creatives, achieving optimal audience reach and engagement to meet hiring objectives. The introduction of the Elastinfluencers brand ambassador program exemplifies Elastic’s dedication to inclusivity. These cross-functional ambassadors amplify

our people-first culture, fostering a diverse and representative community across regions. Notably, our efforts in Diversity, Equity, and Inclusion (DE&I) have seen a rise in female users on our Careers Site pages. The evolution of our Culture Blog, with a focus on strategic SEO optimization, has significantly expanded our audience and relevance in job-related searches. By consistently sharing authentic employee stories and launching impactful series, Elastic has achieved best-in-class employer branding. The ripple effect is evident in strengthened stakeholder relationships, an enhanced candidate experience, and the successful recruitment of top-tier talent. Our commitment to transparency and showcasing Elastic as a Best Place to Work has not only positively impacted attrition rates but has also contributed to the overall strength of our product. In summary, Elastic’s innovative initiatives, from A/B testing to influencer programs, have reshaped the recruitment landscape, creating a dynamic, inclusive, and compelling employer brand that stands out in the competitive market. Judges’ comments: Judges praised Elastic for a well thought out strategy which capitalizes on the strength and passion of its employees to be brand ambassadors, demonstrating strong internal engagement, business value and cross-functional collaboration.

FINALISTS HIGHLY COMMENDED

TIARA Talent Acquisition Awards US 11

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The myBasePay DE&I Award This Award recognizes the commercial and cultural impact of policies and initiatives to promote greater diversity, equity and inclusion driven by the TA function. GSK emerges as a trailblazer in the realm of Diversity, Equity, and Inclusion (DEI), showcasing a distinctive commitment to innovation and authenticity within the corporate landscape. Acknowledging the pitfalls associated with scripted DEI content, GSK embarked on a groundbreaking journey, fostering unscripted conversations among its global workforce—a transformative initiative that transcended conventional corporate messaging. In the inaugural phase of ‘What’s Your Angle?’ introduced in 2021, GSK produced eight global DEI films and nine US-specific films, featuring 34 employees engaged in candid discussions. This unfiltered and relatable content resonated through 40+ display and social advertising assets, establishing a meaningful connection with diverse audiences. Building on this success, the campaign expanded in 2022, incorporating an additional eight international videos and four from the US, emphasizing a commitment to enduring impact. The success of the initiative is evident in the compelling engagement metrics: 2.8 million impressions, an impressive 0.76% engagement rate, and over 340,000 video views. Beyond numerical achievements, the campaign sparked internal enthusiasm, instigating fresh DEI dialogues within GSK teams and across social channels.

WINNER

The ‘What’s Your Angle?’ activation transcended its initial triumph; it became a catalyst for positive change, evident in genuine audience reactions such as “Strong message!” and “Learn to know your people.” These responses underscored the campaign’s impact in fostering understanding and inclusivity. Crucially, the campaign’s influence extended beyond mere awareness. GSK’s steadfast commitment to an always-on DEI strategy materialized in the creation of comprehensive DEI toolkits. The campaign not only initiated vital conversations but also demonstrated measurable impact through website traffic, conversions, and cost savings. ‘What’s Your Angle?’ embodies a cultural commitment to DEI that GSK and their employees share, sculpting an inclusive environment, fostering sustainable growth and organizational success. Judges’ comments: GSK were praised by judges for their innovative and impactful “What’s Your Angle” campaign that included the creation of DE&I films which successfully engaged candidates and employees resulting in significant commercial value and increased engagement.

FINALISTS HIGHLY COMMENDED

TIARA Talent Acquisition Awards US 13

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The Hueman Recruitment Marketing Campaign of the Year Award

WINNER

This Award recognizes an innovative, creative and successful digital campaign which meets the needs of the organization’s talent strategy and delivers a unique candidate attraction story. Booz Allen’s award-winning virtual video campaign marked a paradigm shift in their recruitment strategy, utilizing candidate personas and empowering employees to present an authentic and diverse representation of the workforce. Crafted with precision based on market research, the candidate personas served as the foundation for tailor-made videos targeting key roles. This innovative approach yielded a 58% increase in Talent Community growth and an impressive 30% year-over-year surge in career site traffic. Diverging from conventional methods, the videos were uniquely shot by employees in virtual settings, fostering a relaxed and confident on-camera delivery. This not only proved cost-effective but also challenged stereotypes linked with government contracting, portraying the workforce in genuine, comfortable environments. The campaign left an indelible mark with a 28% year-over-year growth in @LifeatBooz followers, a notable 48% increase in hires from the career site, and a substantial 30% year-over-year rise in military hires. Emphasizing their commitment to diversity, equity, and inclusion, the campaign contributed to a 2% increase in representative hires. Beyond their visual appeal, the videos embodied Booz Allen’s Employee Value Proposition (EVP) and the Booz Allen Promise: Be You. Be Booz Allen. Be Empowered. Each video effectively communicated how the company’s overarching purpose, to empower people to

change the world, translates into meaningful work, career advancement, and a supportive environment. Survey results underscored the campaign’s success, with an impressive 93% of employees reporting respectful treatment at work, coupled with a 2.9% increase in belonging and inclusion. Quantifiable success metrics included a 48% year-overyear uptick in hires attributed to collective recruitment marketing tactics, a 30% growth in career site traffic, and a noteworthy 6% decrease in year-over-year median time to fill roles. Booz Allen celebrated its highest month in the company’s history for highly cleared hires, showcasing unprecedented growth. In a workforce where half of the roles are technical, the videos strategically focused on core candidate concerns such as technical skills, mission support, personal and professional development, and the people-focused culture. This campaign embodied the Candidate Promise: We’re here to guide you. We embrace diversity. We value relationships. Acknowledged with two CandE Awards, Booz Allen’s virtual video campaign not only elevated the candidate experience but also contributed significantly to their historic hiring growth, positioning the company as an industry leader in innovative recruitment strategies. Judges’ comments: Judges praised Booz Allen Hamilton for their clear aims and strong, data driven results, clearly demonstrating their DE&I commitment and how the campaign will be used to enhance their EVP long term.

FINALISTS HIGHLY COMMENDED

TIARA Talent Acquisition Awards US 15

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The Beeline Best Use of Technology Award This award recognizes the most effective and impactful use of technology within talent acquisition either through implementing a unique, new tech solution or using existing tech in an innovative way. The primary focus was on elevating the experience for Store Leaders, steering away from conventional methods and embracing tailored solutions over generic, one-sizefits-all approaches. At the heart of this achievement lies the introduction of technology called Paradox and the naming of the AI assistant on the platform, Rita (Recruiting Individuals Through Automation), the dedicated recruitment assistant. Store Leaders are no longer burdened with initiating requisitions; instead, they effortlessly control applicant flow by toggling advertisements on or off. Rita engages candidates through text messages, addressing queries, and collecting essential application information, thereby automating the preliminary stages of the recruitment process. The tech cut time to hire down by more than half and an estimated savings of 40,000 hours per week for our Store Leaders. Of critical importance, Rita seamlessly handles the scheduling of interviews with Store Leaders based on candidates’ pre-selected availability, minimizing the Store Leader’s involvement until the actual interview. This fundamental shift significantly simplifies their role in the recruitment process. The deployment encountered challenges, particularly the constraint of tight timelines initially aligned with The 100 Days of Summer. Opting for a prudent approach, the organization implemented a small pilot program, meticulously refining the solution through personalized interactions with each store. Despite adjustments, the success of the deployment was evident through high adoption rates and overwhelmingly positive feedback.

WINNER

Beyond the technical achievements, the transformation had a profound impact on the organization’s culture. The collective effort required for implementation fostered teamwork, unity, and a renewed emphasis on core values—collaboration, innovation, and adaptability. This deployment underscored the organization’s commitment to continuous improvement and adaptability, in alignment with its ethos of embracing change and cutting-edge technologies. Crucially, the organization’s “Customer Obsessed” value was exemplified through exceptional support provided to Store Leaders, enhancing collaboration within the organization. The positive impact on employee morale and engagement reflected the success of the deployment, instilling pride and a shared sense of purpose. In essence, the new solution not only streamlined recruitment but also played a pivotal role in shaping the organizational culture. Fostering collaboration, embracing change, and prioritizing support for Store Leaders have now become integral aspects of the organization’s identity. These cultural shifts will continue to inform decision-making, ensuring ongoing success and a steadfast commitment to excellence in the dynamic landscape of recruitment and staffing. Judges’ comments: Judges praised 7-Eleven for demonstrating innovation in process, culture and technology to empower Store Leaders to recruit at their own pace driving strong collaboration and pride resulting in the delivery of the company’s core values.

FINALISTS

TIARA Talent Acquisition Awards US 17

TIARA Talent Acquisition Awards US

TIARA TALENT ACQUISITION AWARDS US

The Sevenstep TA Team Excellence Award

WINNER

This Award recognizes exceptional performance, delivery or transformation of a TA team to meet the needs of their organization’s talent strategy. In fiscal year 2023, Booz Allen’s Talent Acquisition (TA) team has achieved remarkable success in reshaping internal hiring practices and responding effectively to the growing demand for technical expertise. A notable 58% of new hires were dedicated to technical roles, showcasing the company’s commitment to addressing evolving industry needs. The implementation of a Talent Marketplace and centralized hiring model proved instrumental in enhancing efficiency. Testing three adjacent job profiles resulted in a significant 34% headcount growth, effectively addressing business constraints. This strategic shift enabled the TA team to identify and place existing employees into critical roles, with an impressive 18% of positions being filled internally. Booz Allen embraced a flexible work approach, with 46% of roles offering hybrid or remote options. This departure from traditional in-office norms contributed to a substantial 58% increase in job applications. The introduction of a talent integrator organization within critical market sectors fostered increased alignment and trust between the TA team and business clients. Centralized hiring not only streamlined TA operations but also reduced the median time to fill by 6%. Coupled with improvements in job requisitions and career site search functionality, this led to a noteworthy 48% YoY increase in hires attributed to recruitment marketing tactics.

The company’s commitment to career mobility and targeted employee training has elevated brand value and contributed to a significant 20% growth in the AI workforce in FY23. This growth, combined with operational excellence, resulted in a record-breaking 26% YoY increase in hiring, playing a pivotal role in the company’s nearly 11% revenue growth in the previous fiscal year. The positive impact of these initiatives extends to employee experience, with mobility opportunities promoted through the “Your Growth Empowered” campaign, achieving above-benchmark engagement rates. The Career Hub, utilized by 90% of employees at launch, has garnered high satisfaction, and 98% of hiring managers report that employees sourced from the platform meet or exceed expectations. Booz Allen’s President and CEO, Horacio Rozanski, highlights the exceptional fiscal year 2023 performance as a driving force for future growth, underscoring the company’s commitment to transforming critical missions with an exceptional workforce. Judges’ comments: Judges praised Booz Allen Hamilton for their robust and forward-thinking approach to talent acquisition, balancing the use of technology, a focus on operational process improvements and business priorities which has allowed them to achieve measurable success.

FINALISTS HIGHLY COMMENDED

TIARA Talent Acquisition Awards US 19

TIARA Talent Acquisition Awards US 21