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  "documentTitle": "From Threats to Impact Asia-Pacific",
  "authorId": "OliverWyman",
  "authorName": "Marsh & McLennan Companies",
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  "notes": "The slide contains two main sections: a narrative discussion on talent sourcing/building and a specific case study box (Exhibit 23) with metrics.",
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      "text": "Unilever's new talent acquisition model has resulted in: Improved candidate experience, Decreased marketing expenditure, Optimized recruiting time, and Optimized candidate selection.",
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      "text": "Optimized candidate selection: Offer rate up from 63% to 80%, Acceptance rate up from 64% to 82%",
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      "text": "Optimized recruiting time: 75% reduction in recruiting time, 90% reduction in time-to-hire",
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      "text": "recruitment time: 75%",
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      "kind": "paragraph",
      "text": "Unilever's goal to become a more digital organization led them to develop a new talent acquisition model. After a series of pilot programs...",
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      "kind": "paragraph",
      "text": "Talent sourcing should account for the rise of bots... Companies will also likely increase recruitment through social media... 2. Talent Building and Development: Digitization in the Spotlight...",
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      "kind": "source-note",
      "text": "Source: \"Open-source talent\", Mercer and Oliver Wyman 2018",
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      "kind": "title",
      "text": "Safeguarding Development in Asia-Pacific",
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      "kind": "title",
      "text": "Exhibit 23: Acquiring talent in the digital age – The case of Unilever new talent acquisition model",
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