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Goal
Talent
Acquisition
July, 2014
Goal Index
Talent Acquisition Strategy
Goal
On boarding
Selecting
Current Situation
Sourcing
Hiring
7
6
5
4
3
2
1
Goal Situation
• Needtostandardizeanddeployunderstandingoftalent
acquisitionguidelines,policiesandprocesses.
• Lackofasystemthatintegratesallstagesoftheprocess
“Intelexionnigthmare”
• Improvecommunicationandsharebestpractices
constantly(talentpool)
• Alargequantityoftimeinvestedonadministrativetasks
• EmployeeValueproposition(EVP)
• Companybranding
• Employeebranding(endo-marketing)
GoalGoal
Goal: To evolve process, procedures
and tools in order to attract Talent
with the required skills to leverage HR
as strategic partner of the business
TPM: “Right people in the right place
Goal
t(Screening, assessing and
decision making)
Heineken México
Screening:
We Pow enhancement
Assesing:
• On line evaluations aligned to
leadership competencies
• On line Integrity evaluations
Decision Making:
• Compentency Based
Interview
• Panel Interviews
SelectingSourcing
((Offering a job and finalising
the contract).
Heineken México
Implement an ATS that
populates most of the SAP
information and improves
the record retention by
having all hiring
documentation on line
Hiring
(Creating a pool of quality
candidates and preliminary
screening).
Heineken México
• Sourcing strategy
University Relations
• Front Line sourcing strategy
Empleo Listo
Government events
Technical Schools
• Social Media
Facebook
Linked In
Increase capacity
on free job boards
Leverage Internal Job
Posting
321
Global Standard Recruitment Process
Talent Acquisition
Sourcing Strategy

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PowerPoint Talent Acquisition

  • 2. Goal Index Talent Acquisition Strategy Goal On boarding Selecting Current Situation Sourcing Hiring 7 6 5 4 3 2 1
  • 3. Goal Situation • Needtostandardizeanddeployunderstandingoftalent acquisitionguidelines,policiesandprocesses. • Lackofasystemthatintegratesallstagesoftheprocess “Intelexionnigthmare” • Improvecommunicationandsharebestpractices constantly(talentpool) • Alargequantityoftimeinvestedonadministrativetasks • EmployeeValueproposition(EVP) • Companybranding • Employeebranding(endo-marketing)
  • 4. GoalGoal Goal: To evolve process, procedures and tools in order to attract Talent with the required skills to leverage HR as strategic partner of the business TPM: “Right people in the right place
  • 5. Goal t(Screening, assessing and decision making) Heineken México Screening: We Pow enhancement Assesing: • On line evaluations aligned to leadership competencies • On line Integrity evaluations Decision Making: • Compentency Based Interview • Panel Interviews SelectingSourcing ((Offering a job and finalising the contract). Heineken México Implement an ATS that populates most of the SAP information and improves the record retention by having all hiring documentation on line Hiring (Creating a pool of quality candidates and preliminary screening). Heineken México • Sourcing strategy University Relations • Front Line sourcing strategy Empleo Listo Government events Technical Schools • Social Media Facebook Linked In Increase capacity on free job boards Leverage Internal Job Posting 321 Global Standard Recruitment Process
  • 7. Goal Integral Sourcing Strategy Tecate Brewery Navojoa Brewery Orizaba BreweryGuadalajara Brewery Toluca Brewery Monterrey Brewery Northwest Market Direction Centre Market Direction Southeast Market Direction Northeast Market Direction West Market Direction South Market Direction Gulf Market Direction Identify Most Important Universities and classified them as Strategic Functional Functional University: The Schools from where we have hired the most on the last 5 years Strategic University: Recognized institution even though we have not necessary hired from it KPI: % Sourcing Effectiveness: Number of hires per source
  • 8. GoalStrategic & Functional Universities Universidad Autónoma de Nuevo Leon ITESM UNAM ITSON Universidad Autónoma de Guadalajara Universidad Autónoma del Estado de México Universidad la Salle Universidad Iberoamericana UDEM Universidad Autónoma de Baja California Universidad Autónoma de Yucatan Benemérita Universidad Autónoma de Puebla Universidad Anahuac UVM Strategic Functional
  • 9. Goal Value Proposition: Sourcing ”Y” generation and now ”Z” are represented by young people that looks forward to belong to a company with strong principles and values. Traditional Compensation and traditional leadership are not attractive to these generations. Flexibility, green philosophies and meritocracy are features that may engage them. Party host with the theme “responsible consumption “ University Job Fair One day where all our brands are promoted. Ex Co members participation as keynote speakers empowering company values such as ”Brewing a Better Future” Each University has an establish calendar with recruitment events schedule. Calendar will be based on 2013 hiring's and potential special projects Annual Party where guests are students from the most important Universities in the Country. Each student will earn the entrance thought a contest. On this event, company values will be disseminated as branding strategy for Y an Z generation CM day KPI: % Sourcing Effectiveness: Number of hires per source Adrian Carrera With this project México will be taking part of the Global efforts in regards EVP leveraging Heineken as a Great Employer
  • 10. University events not only to recruit talent but consumers too If we create an unforgettable experience Positive opinion widespread among family and friends Lets WOW this new generation….
  • 11. Potential Commercial impact on the following brands
  • 13. University Approach Recruiter: Talent Acquisition Member Functional Recruiter: Hiring Manager with vacancies or potential vacancies Team Leader: Related Hi Po to lead the team as a development activity HRBP: Human Resources Representative Functional Relation to the University Executive Sponsor Team Leader Recruiter Functional Recruiter HRBP Functional Recruiter Talent Acquisition
  • 14. Employer Branding Quality Innovation Sustainability Responsibility KPI: % Sourcing Effectiveness: Number of hires per source
  • 15. GoalStrategic & Functional Technical Schools C.B.T.I.S CECATI CONALEP National contact to spread our job offers Through their job portal (on line / brochures) KPI: % Sourcing Effectiveness: Number of hires per source
  • 16. Innovative recruitment sourcing Formal Incursion on additional free job boards KPI: % Sourcing Effectiveness: Number of hires per source
  • 17. At the end of 2013 RYS conducted a Focus group, 11 attendees (HRBP, Hiring Managers and employees that had participated in process as a candidate) provided information on the opportunity in the process. From this exercise ……. KPI: % Sourcing Effectiveness: Number of hires per source
  • 18. Goal Goal To improve credibility on the internal job posting system that favors placing the right internal candidate in the correct position
  • 19. Goal Job Posting Quick Wins *Guidelines Exception criteria were included into the policy *Same candidates applying to all positions Maximum of 2 postings per year per candidate. Two open processes simultaneously * Gender Diversity A woman should be include on the final list of candidates *Communication Weekly communication where all open positions are deploy trough email and also the posting procedure is reinforced Vozes internal magazine article to clarify JP guidelines and procedure
  • 20. Goal Weekly notification of vacancies KPI: % Sourcing Effectiveness: Number of hires per source
  • 21. Goal Main changes to deploy POSTING TIME guidelines The posting time of any vacancy is 10 days maximum. Internal and External posting will occur at the same time POSTING EXCEPTIONS when... Transfers and/or assignment of an employee based on immediate business needs or development plans with the purpose of consistency with company PM process In the case where exists a replacement card “ready now” to take the role and previously defined as part of the Succession Planning we may chose not to post the position . In case of organizational re-structure, the movements should be performed with existing staff to protect talent from that particular organization. When an expat assignment ends and the employee needs to return. Positions that due technical complexity external talent is required. If re-evaluating a position leads to an up grade and the employee successfully performs the functions of the position.
  • 22. Goal Communication plan Jun Jul Ago Sept Oct Nov Dic Written communication Face to Face communication throughout all the organization at forums such as weekly staff meetings Written communication to all the organization Written communication to Top 300 Infored Job Posting Banner. Constant communication to the recruiters and HR people in order to assure the proper message is deploy along CM organization Organization Ex. Co. Top 300. TA and HRBP. Business Units
  • 24. Goal Selecting 1 Screening Enhance video interviews: • Time efficiency • Cost Reduction • Candidate experience 2 Assessing • On line evaluations aligned to leadership competencies • On line Integrity evaluations Decision Making: • Compentency Based Interview • Panel Interviews KPI: Hiring Manager Satisfaction Index: % of satisfaction related to the recruitment process
  • 27. KPI follow up We have implemented an excel Talent Acquisition format located on HR share point to track open positions and KPI´s such as recruitment source and time to fill This is a temporary measure as the implementation of an Applicant Tracking System is defined as part of the HR transformation Business Case.
  • 28. On Boarding Improvement Goal: Standardize and strengthen the process including important information from Company through an innovative platform New threads TPM SHE Business Unit Information Corporate training New retirement plan Improvements: Payroll card “Orienta OS” Content Sales road outings Functional on boarding guide Walcome email Welcome Kit KPI: On boarding employee´s certification: % employees that successfully accomplish the on boarding program