7 Steps
 to Successful
 Strategic Staffing

Ed Davis
Managing Director
Talent Acquisition

Kelly Penry
Director
Talent Acq...
United Airlines &
     Continental Airlines
     Merger Pending

•    The combination of United & Continental
     will br...
What is
Strategic Staffing?

Working Definition: Any large scale staffing project that has strategic
importance to the bus...
What do our internal clients expect when we have
         strategic staffing questions?

                     Flawless
   ...
The Seven Steps
of Strategic Staffing


                                                                    Manage Intervi...
Step 2:
                                                 Develop Sourcing Strategy

•  Why it’s important                 ...
IT Sourcing Strategy Example
Position Requirements: Various positions mainly Systems Engineers

                    Depart...
IT Sourcing Strategy Example con’t
Recruiting Vehicle                  Description of Actions to be Taken                 ...
Marketing Sourcing Strategy Example
Position Requirements: Various positions


                Start of Project: May 1, 20...
Marketing Sourcing Strategy Example con’t
Recruiting Vehicle                  Description of Actions to be Taken          ...
Step 3: Roles & Responsibilities
        Lead                      Human                         Hiring                Oth...
Step 4:
Resource Optimization &
Technology

•  Schedule interviews expeditiously
• Ensure details are communicated effecti...
Step 5:
Project Management
& Reporting

1.    Maintain a list of open positions by function in priority order

2.    Creat...
Marketing Functional Dashboard




                                 14
Marketing Functional Dashboard con’t




                                       15
Step 6:      1.  Schedule interviews quickly
Manage       2.  Make sure executives’ administration
                 unders...
•  Report on:
                          - Number of candidates, phone screens,
                     interviews conducted a...
IT Project, Sample Metrics
Number of Positions Filled     149
   Type / Level of Positions   Sr. Systems Engineer         ...
Marketing Project, Sample Metrics
Number of Positions Filled   35


 Type / Level of Positions   Managing Director
       ...
2009 Strategic Staffing Projects
IT Sourcing Strategy
149 positions


Operations Division Re-Org
66 positions


Tech Suppo...
Keys
To Success
Senior Leadership Support –
it is a strategic imperative

Team process - the power of “3”


Unique opportu...
Your Questions
                 22
A Gift For You !




                   23
APPENDIX




           24
Example: Specification Meeting Form




                                      25
Example: Specification Meeting Form con’t




                                            26
Example: Specification Meeting Form con’t




                                            27
Upcoming SlideShare
Loading in …5
×

Strategic Staffing: Processes to help you deliver on difficult and highly visible talent acquisition projects

4,860 views
4,533 views

Published on

Presentation from the ERE Expo 2010 Fall in Florida, presented by Ed Davis and Kelly Penry.

Published in: Business
0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
4,860
On SlideShare
0
From Embeds
0
Number of Embeds
77
Actions
Shares
0
Downloads
200
Comments
0
Likes
2
Embeds 0
No embeds

No notes for slide

Strategic Staffing: Processes to help you deliver on difficult and highly visible talent acquisition projects

  1. 1. 7 Steps to Successful Strategic Staffing Ed Davis Managing Director Talent Acquisition Kelly Penry Director Talent Acquisition
  2. 2. United Airlines & Continental Airlines Merger Pending •  The combination of United & Continental will bring together the most complimentary networks of any two U.S. based carriers •  As one airline, we will serve more than 144 million passengers per year as they fly to 370 destinations in 59 countries •  Together we will have 70,000 – 80,000 employees •  Minimal domestic and no international overlap •  Customers will benefit from: - World’s largest airline & most comprehensive network - The most modern & fuel efficient fleet - Industry leading frequent flyer programs & award winning customer service 2
  3. 3. What is Strategic Staffing? Working Definition: Any large scale staffing project that has strategic importance to the business Highly visible to senior leadership because they are driven by a strategic business imperative It could be any important recruiting project -- from 10 to 5,000 employees An Expansion • Relocation of a Business • Start-up • New Line of Business A Greenfield • Talent Build-Out (ERP, Six Sigma, Lean, etc.) • Re-engineering a Function 3
  4. 4. What do our internal clients expect when we have strategic staffing questions? Flawless Execution Low Cost per Hire Results! Failure is not an option Quick Time to Fill High Quality Hires Measurement & On-Time Reporting Delivery 4
  5. 5. The Seven Steps of Strategic Staffing Manage Interviews and Offers Project Management and Reporting Optimize Resources And Technology Roles & Responsibilities Develop Sourcing Strategy Plan 5
  6. 6. Step 2: Develop Sourcing Strategy •  Why it’s important •  Specification meetings by function (senior leader input) •  Why we don’t do it well •  Create a bottom-up sourcing strategy •  The trouble with moving targets •  “Kitchen Sink Sourcing” •  The 80% rule •  Contract on costs (holistic approach) •  Internal vs. external staffing decisions •  Resource well: –  Internal recruiters •  Senior leader commitment –  Vendors & prioritization –  Contract recruiters –  Coordinators –  Analysts •  Remember…fast, high quality or inexpensive 6
  7. 7. IT Sourcing Strategy Example Position Requirements: Various positions mainly Systems Engineers Department: IT Hiring Manager: Various Department: IT Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes Websites Niche Sites: No Cost The ratio of industry specific hires will be increased when posting to these recommended sites. The estimated total cost to post to these niche boards is $690.00. General Sites: Careerbuilder.com Estimate 1 hire Dice.com United.com We have national contracts with Careerbuilder.com & Dice.com therefore there is no additional cost associated with posting to these sites. Contingency Hiring two and a half contract recruiters Estimate 50-60 hires Firms/Contractors for 10 weeks at $55-65/hr. $67, 500.00 NA Professional Associations Technology Leaders Association (TLA) Posting to an Association Board will Enterprise Architect Executive Council (EAEC) target a specialized pool of candidates. Microsoft Certified Systems Engineer (MCSE) $1000 for posting Estimate 2-3 hires Database Database searches will be conducted in No Cost Searching the database for existing Taleo (applicant tracking system) to identify candidate pools will increase ratios for hire potential candidates from our database from Taleo and reduce cost per hire. Estimate 25 hires Research Research into airlines and other local companies $100.00 per hour (estimate 100 hours) 2 weeks to generate name list and to target candidates with industry experience. approach candidates. Total estimated cost 100 x 100 hrs= $10,000.00 Estimate 5 hires Furloughed Employees Letter dent to furloughed employees/post internally on Career Gateway No Cost Estimate 10-15 hires 7
  8. 8. IT Sourcing Strategy Example con’t Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes Employee Referral Program All positions will be posted internally for employees No Cost Estimate 10 hires to be able to make referrals We have a national contract with LinkedIn and extensive networks with IT professionals. Professional Networking Utilize search engines, LinkedIn, and professional networks to direct source candidates No Cost Estimate 1-2 hires Social Networking Use United’s Facebook page to post position No Cost Estimate 5 hires Outplacement Firms Post positions to top three outplacement firms No Cost These firms can provide a large pool of candidates who are immediately available. Most recipients of outplacement services are at a professional level. We will be able to search the databases. Recruitment Team Members: Manager of Recruiting/Project Leader, Sr. Recruiter, 1 dedicated Staffing Support Rep, 2.5 Contract Recruiters Metrics: Total Average Cost per hire $523 Recruitment Goals: Cost per hire $523; Internet/Network hires 40%, Research 3%, Internal hires 27% ERP 6%, 1. Total cost is all strategies are adopted is estimated at $78,500, which will equate to $523 cost per hire. 2. Target data for commencement or recruitment project is TBD. Initial candidates will br presented within 2-3 weeks of start date of project. 3. Initial calibration sessions will be held during first two weeks of project to identify solid candidates profiles that can be used as benchmark for identifying viable candidates. 4. Weekly updates will be provided on recruitment activity via email with key stakeholders every Wednesday (schedule to be determined). Support we need: • Financial support for 2.5 contract recruiters given tight timeline. • Participate in the spec meeting process………and calibration sessions. • Function as subject matter expert for technical questions. • Participate on weekly conference calls for status updates on recruitment activity. • Feedback on candidates submitted within 48 hours. • Participate in de-briefing sessions to access next steps for candidates. • Block off times on schedule for interviewing. 8
  9. 9. Marketing Sourcing Strategy Example Position Requirements: Various positions Start of Project: May 1, 2009 Hiring Manager: Various Department: Marketing Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes Websites Niche Sites: McKinsey $0 The ratio of industry specific hires will be BCG $0 increased when posting to these Booz Allen $0 recommended sites. Estimate 2-3 hires General Sites: Careerbuilder.com We have national contracts with United.com Careerbuilder.com; there is no additional associated with posting to this site. Estimate 5-7 hires Contingency Hiring a contract recruiter for 10 weeks at $55-$65/hr.; $24,000.00 NA Firms/Contractors need request participation 1 Marketing Specialized Contingency Firm TBD Professional Associations CADM - Chicago Association of Direct Marketing $170 membership fee Posting to an Association Board will Enterprise Architect Executive Council (EAEC) for unlimited posting target a specialized pool of candidates. DMA - Direct Marketing Associations $255 per job posting Estimate 2 hires Database Database searches will be conducted in No Cost Searching the database for existing Taleo (applicant tracking system) to identify candidate pools will increase ratios for hire potential candidates from our database from Taleo and reduce cost per hire. Estimate 2 hires 9
  10. 10. Marketing Sourcing Strategy Example con’t Recruiting Vehicle Description of Actions to be Taken Estimated Costs Notes Employee Referral Program All positions will be posted internally for employees No Cost Estimate 2 hires to be able to make referrals We have a national contract with LinkedIn and extensive networks with IT professionals Professional Networking Utilize search engines, LinkedIn, and professional networks to direct source candidates No Cost Estimate 2 hires Social Networking Use United’s Facebook page to post position No Cost Estimate 2 hires Alumni Sites Kellogg No Cost Chicago Booth Purdue Northwestern Bell - Integrated Marketing communication Program Recruitment Team Members: Manager of Recruiting/Project Leader, Sr. Recruiter, 1 dedicated Staffing Support Rep, 1 Contract Recruiter Metrics: Total Average Cost per hire $1627 Recruitment Goals: Cost per hire $1627; Internet/Network hires 73%, Internal hires 27% ERP 6%, 1. Total cost if all strategies are adopted is estimated at $34,175, which will equate to $1627 cost per hire. 2. Target data for commencement or recruitment project is May 1, 2009. Initial candidates will be presented within 2-3 weeks of start date of project. 3. Initial calibration sessions will be held during first two weeks of project to identify solid candidates profiles that can be used as benchmarks for identifying viable candidates. 4. Weekly updates will be provided on recruitment activity via email with key stakeholders every Wednesday (schedule to be determined). Support we need: • Financial support for 1 contract recruiter given tight timeline. • Participate in the spec meeting process………and calibration sessions. • Function as subject matter expert for job related questions. • Participate on weekly conference calls for status updates on recruitment activity. • Feedback on candidates submitted within 48 hours. • Participate in de-briefing sessions to access next steps for candidates. • Block off times on schedule for interviewing 2 days per week. 10
  11. 11. Step 3: Roles & Responsibilities Lead Human Hiring Other Key Point Recruiter Resources Manager Person Roles •  Manage the project •  Obtain compensation •  Comprehensive •  Project Lead & job description data specification meeting •  Lead the ASAP •  Other Hiring specification meeting •  Participate in weekly •  Clear and consistent Managers calls alignment on hiring •  Lead weekly update with interview team •  Senior Leadership calls or meetings •  Help remove road blocks •  Prioritize and stick to •  Staffing Coordinators interview schedules •  Ensure cross team coordination •  Expedite internal •  Participate in weekly •  Compensation selection calls (mandatory) •  Remove obstacles •  Referring Employees •  Where needed, help •  Bi-weekly feedback •  Report results meetings on to understand candidates business needs or candidate fit •  Creative and expeditious offer process 11
  12. 12. Step 4: Resource Optimization & Technology •  Schedule interviews expeditiously • Ensure details are communicated effectively •  Engage HR support •  Utilize research firm support •  Research firms •  Corporate communication •  Don't “over interview” •  Full utilization of ATS •  Analyst can assist with weekly reporting, dashboard and metrics 12
  13. 13. Step 5: Project Management & Reporting 1.  Maintain a list of open positions by function in priority order 2.  Create functional dashboards with your Recruiter that include: •  Realistic hiring timeline •  Interview to hire projection •  Offer to hire projection •  Red, yellow, green status indicators 3.  Create a roll-up dashboard incorporating all functions 4.  Review the dashboard every week in your functional calls and update as needed 5.  Surface and resolve problems 6.  Review a diverse candidate slate 13
  14. 14. Marketing Functional Dashboard 14
  15. 15. Marketing Functional Dashboard con’t 15
  16. 16. Step 6: 1.  Schedule interviews quickly Manage 2.  Make sure executives’ administration understands prioritization Interviews and Offers 3.  Use creative approaches - interview days, interviews after or before work hours, weekends, etc. 4.  Don’t forget “air traffic control” and logistics 5.  Provide a quality candidate experience, e.g. gift baskets, peer lunches, tours, follow-up letter, etc. 6.  Don’t “over interview” 7.  Make offers competitive & extend quickly 16
  17. 17. •  Report on: - Number of candidates, phone screens, interviews conducted and total number of hires - Diversity mix - Positions filled (vs. goal) - Actual time-to-fill (vs. plan) - Actual costs / spending (vs. planned budget) - Candidate sources Step 7: - Acknowledge Project Lead & key team members - Quality of hire Metrics and Reporting •  Incorporate metrics into quality and year end reports •  Use strategic staffing to recognize and develop team members 17
  18. 18. IT Project, Sample Metrics Number of Positions Filled 149 Type / Level of Positions Sr. Systems Engineer Project Manger Regional Mangers (Field Serv) Manager Engineer Data Center Engineer Service Desk Manager Help Desk Assoc. Incident Manager Network/Info Security Specialist Candidate Source(s) Employee Referral (13) Internet / Professional Networks (41) Agency (1) Internal Employees (24) Rehires (34) Other (34) Cost Per Hire $1,523 Diversity Female - 45% Minority - 32% Applications & Interviews Total applications received – 6,621 Total phone screens conducted - 578 Total in-person interviews - 289 Offer to Hire – 96% 18
  19. 19. Marketing Project, Sample Metrics Number of Positions Filled 35 Type / Level of Positions Managing Director Sr. Manager Manager Project Managers / Product Mangers Analysts / Strategists Administrative Candidate Source(s) Employee Referral (8) Internet / Professional Networks (17) Internal (9) Agency (1) Cost Per Hire $1,108 [Includes contractor recruiter cost of $25K, internet job posting] Diversity Female - 48% Minority - 35% Applications & Interviews Total applications received – 4,504 Total phone screens conducted - 300 Total in-person interviews - 150 Offer to Hire – 95% 19
  20. 20. 2009 Strategic Staffing Projects IT Sourcing Strategy 149 positions Operations Division Re-Org 66 positions Tech Support Re-Org 39 positions Inflight Re-Org 36 positions 361 Marketing Re-Org Jobs 35 positions Filled Engineering 23 positions Training Center Build-out 13 positions 0 50 100 150 20
  21. 21. Keys To Success Senior Leadership Support – it is a strategic imperative Team process - the power of “3” Unique opportunity for high business impact, diversity and quality 21
  22. 22. Your Questions 22
  23. 23. A Gift For You ! 23
  24. 24. APPENDIX 24
  25. 25. Example: Specification Meeting Form 25
  26. 26. Example: Specification Meeting Form con’t 26
  27. 27. Example: Specification Meeting Form con’t 27

×