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