Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...
Talent Acquisition - Presentation 2
1. Presented By: Matthew Stent Talent Acquisition Specialist Recruitment Unit Division of Human Resources T A L E N T A C Q U I S I T I O N A T T H E I A E A
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3. 9 th Meeting of Member State Points of Contact for the Recruitment of Women 16 December 2010
4. Presented By: Matthew Stent Talent Acquisition Specialist Recruitment Unit Division of Human Resources T A L E N T A C Q U I S I T I O N A T T H E I A E A
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12. IAEA Application Sources of Well Qualified Candidates Almost ¼ of Female WQ candidates apply due to referral from a personal connection
Put the Recruitment Unit into context Small Group comprising 4 professional staff and 4 recruitment assistants Backstopping all recruitment activities for the 6 Departments. Limited resources to undertake Recruitment Missions and dependant on the donor countries such as USA, Germany, the Netherlands etc.. Nuclear Field from which we normally draw and attract candidates from is becoming highly competitive and the race for talent is on. However as we enter the race we must not lose sight of the Agency’s mandate to recruit the highest level of expertise, recognise the need for geographical distribution and increase the gender balance. The mission is not impossible, but it is challenging.
Welcome you today to Our meeting of the Secretariat and the member State Focal Points for the Recruitment of Women. This effort began in 2005 as part of the Agency’s concentrated efforts to improve the representation of Professional women on the Secretariat staff. Pleased open the ninth meeting of this group. See agenda – I will report on the status of women and what the Secretariat doing in implementing GC resolutions.
Put the Recruitment Unit into context Small Group comprising 4 professional staff and 4 recruitment assistants Backstopping all recruitment activities for the 6 Departments. Limited resources to undertake Recruitment Missions and dependant on the donor countries such as USA, Germany, the Netherlands etc.. Nuclear Field from which we normally draw and attract candidates from is becoming highly competitive and the race for talent is on. However as we enter the race we must not lose sight of the Agency’s mandate to recruit the highest level of expertise, recognise the need for geographical distribution and increase the gender balance. The mission is not impossible, but it is challenging.
Put the Recruitment Unit into context Small Group comprising 4 professional staff and 4 recruitment assistants Backstopping all recruitment activities for the 6 Departments. Limited resources to undertake Recruitment Missions and dependant on the donor countries such as USA, Germany, the Netherlands etc.. Nuclear Field from which we normally draw and attract candidates from is becoming highly competitive and the race for talent is on. However as we enter the race we must not lose sight of the Agency’s mandate to recruit the highest level of expertise, recognise the need for geographical distribution and increase the gender balance. The mission is not impossible, but it is challenging.
It has therefore become increasingly essential for the Agency to been seen as an attractive employer and for this end Recruitment activities will be increasingly focused on outreach activities. We need therefore not only commitment from internal staff, but continued dialogue with our Member States.
As part of this year’s General Conference, we launched our new Outreach Initiatives, Giving a more visible presence at the General Conference with Recruitment Staff being available to talk to participants about employment opportunities
We re-vamped the Recruitment Brochures and in particular our brochure for the promotion of opportunities for Women at the IAEA. In addition, specifically for positions traditionally difficult to fill and mainly in leadership roles, there was a clear strategy by recruitment to employ the services of a Talent Acquisition Specialist. By introducing the Talent Acquisition Strategy as an extra extension of the recruitment process we have managed to get more “ Bang for our Buck” without the requirement for an increase in resources, more through a a change of focus. This strategy has resulted in 4 Director level positions being recently filled by Female Candidates , and continues to be one the vehicles we are using to assist in identifying highly suitable female candidates to assist the Agency increase its representation of Women within its staffing.
Pro-active targeting strategies, targeted at talented individuals who are of interest to the organization for its ongoing development and goals . Traditionally recruitment consists of four primary elements: sourcing, (identification, name gathering) screening, (pre-interviewing for compatibility) interviewing (assisting in the efficiency of interview) selection (pre-negotiation, acceptance, on-boarding) The Talent Acquisition Strategies place emphasis within the initial phases of the recruitment , and ensuring top level talent is being nurtured through the recruitment process to completion. This is a value added resource focused on improving the quality of candidates being represented for selection for positions. Identifying the Best-of-the-Best and encouraging them to view the IAEA as a possible employment destination. Multiple techniques – Not just Head-Hunting – This is just one of the tactics used within a total strategy Individually tailored solutions – No two people are the same, therefore the way we approach individuals needs to be tailored to reach our audiences in the right way. Greater collaboration between all partners
Sourcing – Define target audiences – Information drives talent acquisition efforts More “ direct” at communicating job openings Utilising a variety of mediums to advertise A softer entry point before “buying” “ High-value engagement” with candidates of significant interest – This is the HAND HOLDING Develop programs to attract and develop talent for current vacancy notices and future opportunities Increasing employer profile – Employer branding
Two distinct job seeker profiles: Active Job Seekers (People looking for a job) Passive Job Seekers (not actively pursuing new opportunities, but will listen and will likely change for the right opportunity) Dependant on the urgency a jobseeker will enter the market in a different way Neither are better or worse. You can't discount either type of candidate. www.IAEA.org attracts the active candidates. We need everyone we can get. Talent Acquisition strategies should incorporate all mechanisms. The challenge is making sure that you know how to attract top candidates and getting them to apply And continuing to identify the best amongst them. The Talent Acquisition program gives the IAEA a dimension to its recruitment that we have previously not had, By Assisting in TURNING PASSIVE CANDIDATES INTO ACTIVE CANDIDATES , and then getting them to the stage of being a “Well Qualified Candidate” who is presented for selection to the Director General. So let me paint you a picture: We have had success – Within the previous Points of Contact for Gender Meetings you heard from the IAEA Director of the Office of Procurement – Ms Christine Tonkin. Now Christine is a perfect example of the success of the program, as she was a person who had previously not even been entertaining the idea of working For the IAEA until we reached out to her, found her working with UNAMID, and then let her know of the benefits the Agency could bring, filled in the gaps for her on what living in Vienna is like, a significantly different experience in comparison to living in Dafur, Sudan, and then guided her through the employment experience and obtained a truly rich employment outcome for all parties. We have other success stories within our recent recruitment selections, which have identified other Women for our top positions, and these Ladies will soon be joining our employment within the capacities of Director – Office of Legal Affairs, and Director of Physical and Chemical Sciences in our Department of Nuclear Science and Applications.
So let me paint you a picture: We have had success – Within the previous Points of Contact for Gender Meetings you heard from the IAEA Director of the Office of Procurement – Ms Christine Tonkin. Now Christine is a perfect example of the success of the program, as she was a person who had previously not even been entertaining the idea of working For the IAEA until we reached out to her, found her working with UNAMID, and then let her know of the benefits the Agency could bring, filled in the gaps for her on what living in Vienna is like, a significantly different experience in comparison to living in Dafur, Sudan, and then guided her through the employment experience and obtained a truly rich employment outcome for all parties. We have other success stories within our recent recruitment selections, which have identified other Women for our top positions, and these Ladies will soon be joining our employment within the capacities of Director – Office of Legal Affairs, and Director of Physical and Chemical Sciences in our Department of Nuclear Science and Applications.
The Talent Acquisition program can enhance the Gender effort by enriching the female representation within the Well Qualified candidates This is also replicated in the way we broadcast our vacancy notices. We broadcast through our traditional and regular channels ad get to reach the passive candidates. By complimenting this with broadcasting through the Talent Acquisition channels we expand our reach into the target audiences, rather than just addressing the general population and hoping the right person sees our vacancy.
Where do our “Points of Contact” fit into this? Excellent referral source Global network International exposure Identify talent that will assist your countries development Greater access high potential talent through internal and national networks “ Inviting Commitment” for you to become a significant part of identifying future talent for the IAEA
CALL ON for reports on actions taken by PofCs on the recruitment of women So as you can see, the results so far are rather positive, but we need to walk further on the road. These are our future challenges: Increase the number of Member States Points of Contact. So far we have 64, Spread the word about the Agency and Continue to build the network of institutions. The wider our network, the more women [and men] we can reach out to. Publicize the JPO and TC Fellowship programmes, as well as the internship programme and plan for recruitment missions. DG is fully committed to the issue of gender Needs concerted effort of Secretariat and MS Haven’t signed up yet – please do
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