Obtaining Strategic Hiring Targets With a Limited Budget
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Obtaining Strategic Hiring Targets With a Limited Budget

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ERE Webinar from 11/8/11, presented by Rob Dromgoole.

ERE Webinar from 11/8/11, presented by Rob Dromgoole.

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Obtaining Strategic Hiring Targets With a Limited Budget Obtaining Strategic Hiring Targets With a Limited Budget Presentation Transcript

  • Obtaining  Strategic  Hiring  Targets   With  A  Limited  Budget   by  Rob  Dromgoole  
  • Today’s  Goal  §  Be=er  enable  your  success  through  sharing  our  story  §  Outline  who  we  are,  our  goals,  vision  and  challenges  §  Technology  and  how  we  use  it  §  Partnering  with  HR  &  our  clients  §  Workforce  planning  §  Share  our  successes  and  failures    §  Create  discussion  and  Q&A  ….    §  Maybe  we  can  help  one  another?  §  UpliM  the  industry  ….  we’re  all  in  this  together      
  • About  the  speaker  §  These  are  my  opinions      §  15  years  experience  in  recruiRng  §  Hi-­‐tech  retained  headhunter  §  Internet  startup  §  Big  Bank  §  NaRonal  lab  §  MBA  Washington  State  University    
  • What’s  a  naRonal  lab  anyway?  §  Think  radar  §  Think  the  atomic  bomb  §  Think  Nobel  prizes  §  Think  BIG  problems    
  • We  work   here  …  
  • About  PNNL   PNNLs  mission  is  to  deliver  leadership  and  advancements  in  science,  energy,  na8onal   security  and  the  environment  for  the  benefit  of  the  U.S.  Department  of  Energy  and  the   na8on.    §  Strengthen  U.S.  ScienRfic  FoundaRons  for  InnovaRon  §  Increase  U.S.  Energy  Capacity  and  Reduce  Dependence  on   Imported  Oil  §  Prevent  &  Counter  Terrorism  and  the  ProliferaRon  of  Weapons  of   Mass  DestrucRon  §  Reduce  the  Environmental  Effects  of  Human  AcRviRes  and  Create   Sustainable  Systems  
  • PNNL  Fast  Facts  §  $1.1  billion  in  R&D    §  More  than  4,900  staff  (3,000  technical)  §  46  U.S.  patents    §  100  foreign  patents    §  930  peer-­‐reviewed,  published  arRcles  §  Gross  payroll,  approximately  $410  million  §  Employer-­‐paid  benefits  totaled  $118  million  §  103  open  jobs  §  Hired  ~600  in  FY10  §  7  full-­‐Rme  recruiters  
  • Challenge  #1:      We  are  based  in  a  remote  locaCon  …..   Mars   Rover?  
  • View  of  Pasco  from  10k  feet  …..   Tree!  
  • But  there  is  beauty  in  the  desert  ….  §  Low  cost  of  living  §  Great  place  to  raise  a  family  §  No  traffic  §  Great  weather  §  Wine  country!  
  • Challenge  #2:    We  do  not  buy  talent   §  For  base  only,  we’re  compeRRve  and  compare   to  other  naRonal  labs  ….  but  private  industry?   §  No  stock  opRons   §  Most  roles  lack  any  type  of  performance  bonus   §  Great  backend  benefits!         §  But  no  one  gets  rich  working  at  a  naRonal  lab   §  We  hire  around  our  mission  &  vision!!!!  
  • Challenge  #3:    RecruiRng  tools  are  limited  §  PeoplesSoM’s  eRecruit  primary  ATS  §  Shared  access  to  LinkedIn  recruiter  §  AIRS  SourcePoint  CRM  §  Very  limited  access  to  job  boards  §  No  Facebook  careers  presence  §  Twi=er  just  launched  §  SEO  recently  launched  §  No  Talent  CommuniRes  §  Inability  to  search  own  resume  database  §  Limited  branding    
  • Strike  Three  …..  WE’RE  not  out  …..   §  CHALLENGE:    Remote  locaRon   §  CHALLENGE:    Do  not  buy  talent   §  CHALLENGE:    Limited  tools  &  tech   §  Hired  2,200  people  in  4  years   §  95%  of  offers  we  deliver  are   accepted   §  2/3  of  people  we  interview  face-­‐to-­‐ face  are  offered   §  ~40%  of  our  hires  are  referrals   §  Average  tenure  is  greater  than  14   years   §  Only  7%  subtracRons  per  year   §  So  how  do  we  do  it?    
  • Know  thy  business  …..  §  Why  does  your  organizaCon  exist?  §  How  does  your  organizaCon  define  success?  §  What  are  your  clients  goals?  §  What  are  your  clients  challenges?  §  What  is  keeping  your  clients  up  at  night?  §  What  is  your  clients  long  term  strategy?  §  How  are  YOU  enabling  their  success?  §  Are  you  their  partner?        §  You  have  a  job  because  your  clients  have  a  need  ….    
  • FY12  Success  =   §  Maintain  or  grow  $650-­‐million  business     §  Fill  key  strategic  roles  in:        -­‐  Cyber  Security    -­‐  Data  AnalyRcs    -­‐  Ocean  AcousRcs    -­‐  RadiaRon  DetecRon    -­‐  Project  Management      -­‐  Radiochemistry   §  Hire  approximately  75  full-­‐Cme  people  
  • DRINK  THE  
  • Be  an  evangelist  for  your  brand  •  You  have  to  believe  in  your  GUT  about  your  product,   brand  and  or  mission  •  You  have  to  communicate  with  transparency  and   passion  •  You  have  to  love  what  you  do  •  Be  fearless  and  go  for  it  •  MOST  IMPORTANT:    Follow  the  Golden  Rule      
  • hcp://jobs.pnnl.gov/pledge.stm  Pledge  to  Applicants  The  Pacific  Northwest  NaRonal  Laboratory,  operated  by  Ba=elle  for  the  U.S.  Department  of  Energy,  knows  that  its  most  important  asset  is  its  people.  To  that  end,  we  will  strive  to  provide  you,  the  candidate,  with:    §  A  user-­‐friendly  online  system  to  search  and  apply  for  jobs;  §  Clear,  understandable  job  announcements;  §  Quick  and  informed  responses  to  your  quesRons  about  our   open  posiRons  and  hiring  process;  §  A  prompt  email  acknowledgement  that  your  applicaRon  has   been  received;  and  §  A  Rmely  decision-­‐making  process.  
  • Winner  with  disRncRon  §  Approximately  3,000  surveys  delivered  §  ~25%  response  rate  §  Most  feedback  posiRve  §  We  communicate  with  candidates  §  Candidates  become  recruiters  §  We  close  people  off  §  We  help  non-­‐selects  as  best  we  can  
  • It  takes  good  workforce  planning  Workforce  Planning  is  the  business  process  for  ensuring  that  an  organizaRon  has  suitable  access  to  talent  to  ensure  future  business  success.     Build   Borrow   Bounce   Recruiters  own  THAT  one  …..   Buy  
  • Partner  with  HR  Generalists  §  Joint  meeRngs  with  each  hiring  manager  §  Joint  meeRngs  with  each  Division  Director  §  Joint  meeRng  with  COO    §  Ongoing  meeRngs  with  clients  throughout  year  §  Weekly  meeRngs  with  HR  team  on  progress  §  HR  presence  with  President  &  COO  in  strategy   discussions  §  Metrics    Metrics    Metrics  
  • We  use  what  technology  we  have  •  SourceCon  sourcing  techniques  •  Tap  into  LinkedIn  •  Tap  into  referrals  •  Trying  to  build  SEO  •  Trying  to  use  Facebook  •  Trying  to  use  Twi=er  •  In  reality?      What’s  our  secret?  
  • 25  
  • We  cold  call  talent—daily  !!!!     www.adlerconcepts.com   " GeneraCng  interest/establish  rapport      “Hi,  my  name  is  ____  with  ____.    Your  name  has  been  men8oned  to  me  on  a  confiden8al   basis,  as  someone  I  should  contact  on  a  search  effort  I  am  leading  for  a  top  ____.    Would    you  be  open  to  exploring  a  new  career  opportunity  if  it  was  clearly  superior  to  what  you    are  doing  today?”     “Great.  Let  me  just  ask  you  a  few  ques8ons  about  your  background,  and  then  I’ll  give  you   quick  overview  of  the  opportunity.”    " Have  a  script  and  be  confident  (you  are  an  expert)  " Be  vague  at  first  " Get  them  to  provide  a  quick  profile  " Stay  in  control  of  the  conversaRon  " “10  cold  calls  day  keeps  the  lay  off  slip  away  ….”       27    
  • We  overcome  objecRons  ….  •  First,  talk  about  the  job  you’re  calling  about  •  I’m  happy  where  I’m  at  ….  •  I’m  too  busy  to  talk  ….  •  What’s  the  compensaRon?  •  The  role  isn’t  big  enough  …  •  I  don’t  like  your  company  ….  •  I  can’t  relocate  ……  
  • We  close  the  deal  95%  of  the  Rme  §  Never  deliver  an  offer  unless  you  know  they’ll   accept.  §  Test  an  offer,  and  test  it  again  and  test  it   again.  §  Validate  any  candidate  concerns  §  “If  we  could  address  that  issue,  would  you   accept?”  
  • Summary  ….  •  Know  the  business  •  Have  a  plan  •  Love  your  brand  •  Treat  candidates  right  •  Go  aMer  you’re  the  people  you  want  •  Close  the  deal  ……