R2R has as its major theme the matching of a candidates interests and skills to a specific role! Do you believe like I believe that this one consideration may be equal to 85% of motivation? My goal today is to place as much R&R value as I possibly can in this presentation. Let’s focus on both fundamentals and “bleeding edge” innovation that will help us lead results in recruiting to retain. Let’s discuss specific contributions we can lead to ensure a strong enterprise-wide recruiting culture and in reclaiming our tarnished brands… most career sites are known as black holes; most on-boarding processes leave a lot to be desired; on average only 1.5% to 2% maximum of the candidates who apply to career web sites are ever hired by that company…
Here’s our VISION slide. It doesn’t say it all but it says a lot. We will have a conversation that covers most of these topics. More ideas can be gleaned from the reference section found on slides 18 – 36.
This Scorecard represents the collective actions I launched at FPL. Take a moment to review the Four areas and some of the 20 questions. I suggest that you visit my web site to complete a survey for your company and to request a form for use with several of your HR and Business Unit colleagues. Get their feedback and as you do know that you have set forth some important business objectives.
This graphic tells the story… We’d like to fill open opportunities starting at “12 o’clock” and moving counter-clockwise. Also, the CSC design strategy calls for a system that recognizes one requisition form whenever you require new resources… we look forward to acquiring an integrating Human Capital Management system that improves our effectiveness in recruiting and staffing.
About 25 years ago Dr. DD Warrick helped Harley Davidson make their turnaround.
The Motivational BAR is something I always like to introduce when talking about workplace motivation and retention. Universally and across generations, you will find great human relations values in these three factors.
For a little over nine months I was honored to work with FPL Group management to develop a path for recruiting. What I am proudest of is my work with the recruiting managers to identify new recruiters and to help almost 35 recruiters increase their impacts. Introducing Problem Solving traits across the enterprise and acquiring new technology solutions was also very important.
Here are some of the things you can do – Note bullet three (“rehire stars”) and bullet four (earn reputation for developing and “launching” staff) – we like to talk about CSC recognizing “heroes” who hire, develop, and transfer out strong performers It’s time for me to introduce my colleague Tom Allen who will continue our discussion on slide # 21
In your busy jobs it’s difficult to “find the time” to recruit and interview but not if we help. So we suggest two things: 1. Get comfortable with your game plan (strategy and techniques) 2. Write activities into your calendar weekly – see the next slide for suggested activities
We’ll now look at various roles within the CSC Recruiting Team, starting with the recruiter and moving on to the resource manager and the hiring manager. Take a look at this slide – then I’ll put my role into my own words for you. Next slide is a look at the function we call resource management --