How the Talent Acquisition Function Must Change to Remain Viable and Relevant Beyond 2010
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How the Talent Acquisition Function Must Change to Remain Viable and Relevant Beyond 2010

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Presentation from the ERE Expo 2010 Fall in Florida, presented by Carol Mahoney.

Presentation from the ERE Expo 2010 Fall in Florida, presented by Carol Mahoney.

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  • 1. Winning the TA Leadership Game Carol Mahoney ERE Fall, 2010
  • 2. four ways we allow our king to be captured... ✤ we have a plan but no strategy ✤ we lose our mojo ✤ we forget about the basics ✤ we stop innovating
  • 3. first the strategy, then the plan...
  • 4. presenting a plan without a strategy is like giving a european vacation to someone who needs a beach get-away... thoughtful? maybe. useful? not so much.
  • 5. getting to a strategy ✦ start by defining the problem you’re trying to solve ✦ then figure out what to do about it ✦ the strategy answers the question: “how can this problem be solved”
  • 6. what do you think of this plan? ❖ Hire 2 in-house executive recruiters ❖ Experienced Executive Recruiters with retained agency experience ❖ Create and implement recruiter incentives for pipeline development ❖ Create a branded, best-in-class executive recruiting process ❖ Q1 – Design and implement process ❖ Q2 – Q4 – Use stakeholder and candidate data to measure effectiveness ❖ Develop/implement a 30-60-90 day scorecard ❖ Red/Yellow/Green weekly updates
  • 7. vp+ hiring the problem the strategy ✦ Wasted Dollars ✤ Improve the hiring experience of all executive candidates so that they begin with a positive ✦ Paid agency fees on 80% of hires last 3 years impression of the company ✦ Agencies actually found 20% of the hires ✤ Build in-house executive search function to support bread-and-butter executive roles ✦ Key roles left unfilled impact revenue ✤ Spend search dollars internally to make search process better, faster and, eventually, more cost- ✦ Executive new hires complain that the effective. Divert search dollars to fund in-house hiring process was slow, confusing, etc. team ✦ Expect workload to stay steady for next ✤ Incentivize recruiters to proactively tap and nurture rich network of executive relationships 1-3 years ✤ Create branded executive candidate process. ✦ p.s. Not a problem: Quality of hires, Ensure that improvements to processes have cost of hire, onboarding neutral or positive impact on quality of executive hires
  • 8. now the plan makes sense ❖ Hire 2 in-house executive recruiters ❖ Experienced Executive Recruiters with retained agency experience ❖ Create and implement recruiter incentives for pipeline development ❖ Create a branded, best-in-class executive recruiting process ❖ Q1 – Design and implement process ❖ Q2 – Q4 – Use stakeholder and candidate data to measure effectiveness ❖ Develop/implement a 30-60-90 day scorecard ❖ Red/Yellow/Green weekly updates
  • 9. chart the right course... we are not just req-fillers... it’s a talent acquisition strategy that sets us apart
  • 10. take back your power...
  • 11. stuff we do for good reasons...but doesn’t help us we stand in the shadow of our we assume the directs work of an overloaded team we allow our results to speak for themselves we give up our seat to a colleague
  • 12. TA leader...HEAL THYSELF ❖ put on the oxygen mask first ❖ stay connected with the executive team ❖ take on executive hires ❖ personally on-board new executives ❖ meet with exec. team quarterly ❖ get out of the office ❖ use social media
  • 13. how recruiting buzz words obscure our message: a case study
  • 14. carol vs. the ceo ✦ Lead Generation ✦ Find ✦ Candidate Development ✦ Candidate Qualification ✦ Filter ✦ Managing the process ✦ Hire ✦ Closing the candidates ✦ Dispositioning the candidates
  • 15. but wait...there’s more ✦ Recruiter Sourced ✦ Found Us ✦ External Referral ✦ Employee Referral ✦ Found Them ✦ LinkedIn ✦ Applied on jobsite ✦ Referred ✦ Job postings ✦ College ✦ Job Fairs ✦ Events ✦ PR
  • 16. get your mojo back ❖ don’t “martyr-out” ❖ stand up for yourself ❖ work on your confidence ❖ be known as a leader...not a recruiting wonk
  • 17. pay attention to “the basics”...
  • 18. basic #1 and our raison d'être: right talent, right time, right place emphasis on: right talent right time
  • 19. How to impact Quality? 2010 Copyright, Checkster LLC
  • 20. Better Assessment is the Largest Opportunity Typical external spending 80% Impact 3X 20% Impact on pro t for a 10% improvement in each category, as per Egon Zehnder, 2007. 2010 Copyright, Checkster LLC
  • 21. right talent... ❖ better interviewing (preventative) ❖ working sessions/simulations ❖ drive active participation by hiring team (accountability for hires) ❖ better reference checking (e.g. Checkster) ❖ better follow-up after the hire (also Checkster)
  • 22. right time.... ❖ recruit “req-lessly” build talent communities ❖ pipeline ahead of the req. ❖ awesome, resourceful and scrappy recruiting team ❖ work smarter not harder ❖ it’s not just about a funnel ❖ this is where social media is your friend
  • 23. basic #2: managing well ... simple but priceless the clients the team they know what’s expected of them they know what to expect from TA they know how they’re doing they get insight into results you ask how to help them get better you ask them for feedback rinse and repeat rinse and repeat
  • 24. block and tackle ✦ req-by-req, focus area-by-focus area, project-by project review – often and regularly ✦ hiring managers: ✦ don’t assume that no news is good news ✦ hold them accountable too ✦ facilitate disputes ✦ establish regular reporting – emphasis: transparency and accountability (and trending)
  • 25. innovate or die...
  • 26. THE WALLPAPER…
  • 27. the story of the “O”-Pad ❖ loaner iPad for all interviewees on “day of” ❖ mission: to architect the candidate experience ❖ inform ❖ entertain ❖ engage ❖ occupy :-)
  • 28. Welcome to Opower! Yeah! Letʼs do this
  • 29. Interview Schedule for Susie Smith October 28, 2010 Interviewer! Time !Where ! ! Group Presentation! 9:00AM – 10:00AM! Conf. #7 Sue 10:00AM – 11:00AM! Alex’s Office John! 11:00AM – 12:00 pm Conf. #2 Carol/Short Break 12:00PM – 12:30PM! Conf. #2 Scott (Product Demo) 12:30PM – 1:00PM Conf. #2 Lunch! 1:00PM – 2:00PM! Off Site
  • 30. Our Latest Video: Fruit Juggling in the Kitchen
  • 31. De-coding the Symbols
  • 32. Pluggie…with a testosterone burst
  • 33. The Bell “ask not for whom it tolls…”
  • 34. The “gong”
  • 35. Itʼs not just a scooter… itʼs an “f-ing” HEALTH HAZARD
  • 36. Self-Explanatory
  • 37. You and the DMV • OPOWER COMPANY CONFIDENTIAL : DO NOT DISTRIBUTE
  • 38. 3 Hours Free in Arlington? Visit these great attractions!   •Arlington National Cemetery •The Pentagon •Air Force Memorial •The Newseum •Pentagon City • OPOWER COMPANY CONFIDENTIAL : DO NOT DISTRIBUTE
  • 39. SURVEY TO OUR CANDIDATES
  • 40. summing it up...
  • 41. we rock ❖ have a strategy ❖ work on your confidence ❖ don’t forget the basics ❖ innovation is your friend