Winning the War for Talent
                           China Mining
                                           Paul Pittman...
Industry Demand for Talent
• Will diminish but remain strong
   –   Major minecos staffing new projects
   –   Developing ...
Candidate Hierarchy
Swann “Royal                World Class
  Family”                Competing with major
                ...
Global Recruitment Channels
                                                          Traditional
                        ...
Talent Pipeline
Universities
Associations
   Local              Country
 Agencies             Funnel
                     ...
An Effective Employment Brand
                                Appealing to Employees
                                     ...
Assignment Challenges
                                                         Barriers to candidate success



          ...
Paul Pittman
                     • Manages Swann Americas and our global consulting practice. He is a
                   ...
About Swann
       Executive Search and Human Capital consulting
       to the resource sector
            Global in organ...
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Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]

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Microsoft Power Point China Mining Nov 2008 [Compatibility Mode]

  1. 1. Winning the War for Talent China Mining Paul Pittman Managing Director, Swann Americas November 2008 SWANN GLOBAL
  2. 2. Industry Demand for Talent • Will diminish but remain strong – Major minecos staffing new projects – Developing world Minecos eager to be world class – Impact of ‘lost engineering generation’ – Few untapped talent pools • Recruitment process is changing – ‘Talent Risk’ a Board and Investor level issue – Less opportunistic – Increasing pre-need strategies – Employees less mobile – Work becoming a commodity – The “boomer” effect – Focus on quot;Performance Fit”
  3. 3. Candidate Hierarchy Swann “Royal World Class Family” Competing with major employment brands Often several offers Exceptional With Mid-size and Juniors Require development in global company processes Solid Attracted by development opportunity; and Comprehensive employment brand Significantly greater development required
  4. 4. Global Recruitment Channels Traditional University Search Alumni Pre-need Pipeline Project Project Completions Teams Professional Network Country funnels Different channels A recruitment partner fill the pipeline in aware of client’s advance of need future talent needs Focused channels replace opportunistic single projects
  5. 5. Talent Pipeline Universities Associations Local Country Agencies Funnel Project 1 Project 2 Project 3 Projects Individuals & Project Talent Pipeline Timeline Teams Funnel • A well Documented Process • Transparent to candidates Company Funnel Alumni
  6. 6. An Effective Employment Brand Appealing to Employees • Employees select an employer because Terms and Work Incentive of their overall Conditions satisfaction with and perception of the organization • As work becomes a commodity with Reward Brand Location more Gen X, Gen Y in management positions, the traditional terms and conditions, pay Vision Culture and benefits will not appeal Development
  7. 7. Assignment Challenges Barriers to candidate success End Date HR Attention Necessary Career Planning Assessment Developmental Support Employee Value Fit Actual Terms and Conditions Contribution Mobility Support Start Date Time
  8. 8. Paul Pittman • Manages Swann Americas and our global consulting practice. He is a member of the Swann Management Committee and partner. • 25 years of international experience in HR including leading the Canadian consulting practice for Deloitte, global HR roles at Alcan and Japan Tobacco International (formerly RJR Nabisco). • In addition to conducting major search assignments he works with Boards and executive management on compensation strategies aligning business goals with incentives and improving the return on investment tin people • He has implemented global mobility systems and led multi-culture change initiatives and noteworthy projects include globalizing Alcan’s HR practices following the merger with Pechiney, leading the HR teams in the $8 billion acquisition of RJR by JT in 55 countries, the $12m IPO of Novelis Inc., $20m in shared service savings from global rationalization and working with the Board of Alcan re-designing executive reward globally. • He is a former member of the Conference Board of Canada's Council of Human Resource Executives and speaks regularly at conferences in North America and Europe • He has lived in the UK, Canada (Quebec and Ontario) and Switzerland and worked extensively in many other parts of the world and is currently located in Toronto.
  9. 9. About Swann Executive Search and Human Capital consulting to the resource sector Global in organization, search methodology and clients Australian HQ Private company owned primarily by its partners Established 1993 60 staff worldwide Serving major and midsize clients seeking, retaining and rewarding mobile, technical and leadership skills AUSTRALIA AMERICAS CHINA MIDDLE EAST NEW ZEALAND UNITED KINGDOM RUSSIA

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