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Talent Acquisition During Periods of Transformational Change
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Talent Acquisition During Periods of Transformational Change

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Mike Beckmann\'s presentation from the ERE Expo Fall 2008.

Mike Beckmann\'s presentation from the ERE Expo Fall 2008.

Published in: Business, Technology

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  • Transcript

    • 1. Talent acquisition during periods of transformational change Mike Beckmann Director, Talent Acquisition Freddie Mac Fall 2008 ERE Conference
    • 2. Transformational Change*
      • Alters the culture of the institution by changing underlying assumptions and overt institutional behaviors, processes, and structures
      • Is deep and pervasive, affecting the whole institution
      • Is intentional
      • Occurs over time
      • *Reference Mezirow’s work regarding transformative change
    • 3. Source (Cause) of Change
      • External Markets
        • Economic
        • Human Capital
        • Political
        • Social
        • Environmental
      • Internal
        • Leadership
        • Vision/ Mission
        • Restructuring
    • 4. Impact
      • Need for an aspirational organization which will adapt/ thrive in new environment
      • Shift in weighting of leadership competencies
      • Increased ambiguity around:
        • Mission/ Vision
        • Roles/ Responsibilities
        • Values
        • Success Measures
    • 5. Key Attributes of Talent Acquisition
      • Front Loaded leadership
      • Effective messaging
      • Aligned engagement
      • Structured pre and post- hire integration and assimilation
    • 6. “Front-loaded” Leadership
      • Move senior leaders forward in the recruitment process
      • Senior leaders play an active role in sourcing and screening
      • Hiring team:
        • Comprised of peers/ customers/ vendors
        • Clear roles & interview protocols
        • Timely & facilitated assessment
    • 7. Effective Messaging
      • Link future state message to vision, values & mission of aspirational organization
      • Collaborative creation of key message points
      • Venues for messaging
      • Scripting the “sell”
      • Refreshing messaging during change cycle
      • Aligned closing
    • 8. Aligned Engagement
      • Establish a clear strategic sourcing/ engagement plan > to include post hire integration
      • Pre-game hiring team on roles
      • Ensure roles link to key message points
      • Non-core hiring team engaged and aligned with vision
    • 9. Structured Pre/Post Hire Assimilation
      • Assimilation based on interview assessment
        • Post Offer/ Pre-hire
          • Structured briefings from key stakeholders
          • Reinforced messaging form leadership
        • Post-hire
          • Peer team act as mentor/guides
          • Detailed integration plan
            • Engage new hire’s support team
            • Additional admin/ support during transition
          • Survey integration stakeholders to sustain assimilation
    • 10. Best Practices
      • Executive Services team
      • New leader integration specialists
      • Team integration leaders
      • Customer-led integration programs