Building The C-Suite: Effective Executive Recruitment Strategies | Talent Connect Vegas 2013

2,843 views

Published on

There’s a lot of talk today about passive talent and proactive recruitment, but how does that apply for executive recruitment? Learn how Rob Dromgoole and Monica Roberts successfully approach executive recruitment.

Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

Published in: Business, Career
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
2,843
On SlideShare
0
From Embeds
0
Number of Embeds
11
Actions
Shares
0
Downloads
91
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide
  • James Platte:Ph. D.Nuclear EngineeringU.S. basedSpeaks Japanese
  • Building The C-Suite: Effective Executive Recruitment Strategies | Talent Connect Vegas 2013

    1. 1. Building the C-Suite: Effective Executive Recruitment Strategies Monica Roberts Director, Executive Recruitment and Diagnostics Abbott Rob Dromgoole Recruiting Team Lead National Security Directorate Pacific Northwest National Laboratory @Rheadhunter
    2. 2. EXECUTIVE RECRUITMENT …and how you can be the BEST headhunter MONICA ROBERTS Director, Executive Recruitment and Diagnostics Abbott 2 #intalent
    3. 3. CORPORATE OVERVIEW INSERT VIDEO 3 Human Resources | Mobile Recruitment Strategies That Actually Work #intalent
    4. 4. LET’S REWIND 4 YEARS BACK      4 #intalent Reactive Mode Low Perception Lack of Competitive Intelligence Costly Channels New Markets
    5. 5. It was clear that something different we had to do and create a competitive, sustainable, “in-house” executive recruitment organization 5 #intalent
    6. 6. 6 #intalent
    7. 7. DEFINE WHAT BUSINESS ARE YOU IN?  Prioritize and simplify  Identify key functions and key markets iRecruitGM Project  Dedicated Executive Search Consultant  Mapping  High Touch Customer Services  Showcase Business Impact COST AVOIDANCE 7 TIME TO FILL CUSTOMER SERVICE #intalent
    8. 8. EXPAND PLAY TO YOUR STRENGTHS...  Critical Talent Pipeline  Investments to build our network:  LinkedIn Talent AD Campaigns  LinkedIn Talent Direct Campaigns  Behavioral Advertising  Dedicated Resource COST TIME TO CUSTOMER PIPELINE AVOIDANCE FILL SERVICE HEALTH 8 #intalent DIRECT EXEC HIRES
    9. 9. ABBOTT SEARCH CONSULTANT GROUP 9 #intalent
    10. 10. TALENT AD CAMPAIGNS Rich Media Banner 10 #intalent
    11. 11. ABBOTT CONFIDENTIAL POSITION A Search Prospects Contacted 88 100% 88 100% Responsive Qualified 15 43% 35 40% Short List 4 27% • • • • Not Contacted Non Responsive 0 0% 53 60% Disqualified Candidate or Abbott decline 22 63% Search Strategy • Define Qualifying Criteria • Strong Leadership and successful track record of developing staff • Experience in all or several of the following countries: A,B, C, D • Ability to relocate to XX • P&L Responsibility of at least XX million USD 11 #intalent 11 73% S W** D S** G G** E A **
    12. 12. CHANGE THE GAME  Launch of ProTA     12 External Talent Review Sessions Candidate Management-CRM Tool Customer Experience Business Impact #intalent
    13. 13. EXTERNAL TALENT REVIEW SESSION 13 #intalent
    14. 14. 14 #intalent
    15. 15. OUR CURRENT STATUS Performance Chart 5.00 5 4.75 4.75 4.75 D E 4.25 4 3 2 1 0 A B SCG C Abbott’s Search Consultant Group was responsible for 82% of external hires 15 #intalent
    16. 16. HOW DO YOU SUSTAIN IT? Organization Show the Impact People Balance Channels Reprioritization /Reposition 16 #intalent
    17. 17. KEY LEARNINGS  50 % of the success will come from “focus”  Start simple but do it extraordinarily well  Local experience matters  All about creating value to the business – Not recruitment  Change requires perseverance and a ton of business support  How do you tell the story is biggest accelerator 17 #intalent
    18. 18. Building the C-Suite: Effective Executive Recruitment Strategies Rob Dromgoole Recruiting Team Lead National Security Directorate Pacific Northwest National Laboratory @Rheadhunter
    19. 19. Who Am I?  U.S. Army Veteran  Recruiter – Internet startup, high-tech computing, financial services – Pacific Northwest National Laboratory #intalent
    20. 20. Why I Recruit for PNNL    $1B in R&D expenditures  More than 4,400 staff  2000+ users and visiting scientists  1,041 peer-reviewed publications   Mission-driven collaborations with government, industry, academia Operated by Battelle since 1965 DOE’s top-performing lab for 5 years 44 patents and 176 inventions #intalent
    21. 21. PNNL Recruiting Realities  Limited brand recognition  Little to offer: no stock options small bonus; notfor-profit offer packages  Remote location #intalent
    22. 22. Winning Formula  Recruiters strategically align with internal partners  Performance profile  Know the competition  Pick up the phone  Tell the PNNL story  Use LinkedIn! #intalent
    23. 23. State of Recruiting at PNNL  22,000 applicants per year average  Recruiting technology budget less than $100k  Four full-time recruiters     35-45 roles per year 10-15 executive and strategic roles per year Staff roles too Almost every search is a 2-person situation  OFCCP, EEO and regulations touch everything we do; compliance is a minimum expectation  Referrals fill only one-third of the roles  No agencies in nine years  No sourcing team; we do it all! 90% offer acceptance rate! #intalent
    24. 24. Example 1 A new Chief Operations Officer Know your competition! #intalent
    25. 25. Map out the organizational charts #intalent
    26. 26. Call your top targets ……. #intalent
    27. 27. Close the Deal  The PNNL mission, vision and values  We know the candidates  We prepare for the counter offer  We never, ever deliver a written offer until there is verbal acceptance Dr. Tammy Taylor Chief Operations Officer National Security Division, PNNL #intalent
    28. 28. Example 2 Chief Scientist Carbon Capture and Storage #intalent
    29. 29. #intalent
    30. 30. Map out the organizational charts #intalent
    31. 31. Call your top targets ……. #intalent
    32. 32. Close the Deal  It’s about the mission, vision and values  We know the candidate.  We prepare for the counter offer.  We never, ever deliver a written offer until there is a verbal acceptance. #intalent
    33. 33. Example 3 Fukushima Nuclear Plant
    34. 34. #intalent
    35. 35. Map out the organizational charts #intalent
    36. 36. Call your top targets ……. #intalent
    37. 37. Close the deal  It’s about the mission, vision and values  We know the candidate.  We prepare for the counter offer.  We never, ever deliver a written offer until there is a verbal acceptance. #intalent
    38. 38. Key Takeaways • • • • The formula works! You do not have to hire an agency. Partner with your client. LinkedIn works at the C-Level!

    ×