Post on 21-Jan-2017
transcript
A Revised Approach to Search &
SelectionMay, 2016
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At INGENIA | Talent Solutions we have developed a fresh, modern approach to recruiting and selecting middle managers and qualified professionals, embracing the dynamics of today´s work environment; we are helping successful organizations to find and engage the best possible talent to support their growth plans, with the right combination of technology and human touch. We are building a good, meaningful place to work. And we have full support from our experienced partners.
Those are things to be proud of. Sometimes we face some disappointing “It is not the right time” or simply “No, thanks”, based on the fact that “this is not the way the market operates.”. Awful previous experiences when outsourcing search & selection services does not help either. It seems that the worst enemy to gain your trust is our own industry!
We felt the pain when we were hiring managers. We found out that this business is not about brokering people or selling solutions, but delivering insights. We would love to engage organizations like yours that are in a state of flux before you pinpoint a problem, and help you to discover unrecognized needs, offering provocative views to make things better. But first, we need to find the right audience – those skeptic individuals like you, receptive to new ideas, able to mobilize organizations.
Mark Twain
Yes, there is another way
Whenever you find yourself on the side of the majority, it is time to pause and
reflect
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ENGAGEIDENTIFY
We leverage your brand name and
present the employment
opportunity in an attractive way
ASSESS
Candidates have the right to enjoy the
selection ride, with the right blend of
technology & human touch
PRESENT
We provide meaningful,
actionable report, going beyond the
candidate’s resume
We source & select middle managers & qualified professionals
We believe in understanding needs
to attract the right profiles. List with off-the-shelf candidates
is not sufficient.
SOURCING SELECTION
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By Frequenc
y of Hiring
Crisis ManagementReplacing a Team
We help to build and grow your US operations
By Type of PositionUnique / Similar
Diverse
Recurrent
One-offFostering Growth
Opening a New BranchGreenfield operation
Full OutsourcingSearch & Select All
Open Reqs
Business-As-Usual
High attritionOrganic growth
+ Scalability: process & methodology
- Scalability: process & methodology
• To help build healthy, sustainable organizations
• To give “selection” a prominent role to sustain low attrition and high performance
• To help hiring managers not only to trust their guts
• To give maximum leverage to HR & business line managers so that they can invest more time on people´s development, engagement, satisfaction and productivity
OUR PURPOSE
WHERE CAN WE HELP
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2 Middle management market is underserved• Not attractive for large search firms• Local search firms may have a lack of sophistication• Internal recruiters not always have the right resources |
incentives • Social Media is here to stay; it is not the Holy Grail, needs to be
managed3
Why nowWe scratch our own itch
If you are solving someone else’s problem, you are constantly stabbing in the dark. By solving our own problem, the light comes on. And eight years of listening to our US clients showed us the way forward
The recruiting industry is undergoing pockets of disruption. And name generation is no longer the solution
Sourcing just isn’t what is used to be. Instant access to large pools of candidates has made proprietary databases much less powerful. Nowadays, generating names is not the main hurdle; it about engagement and getting close to the last mile: selection
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Directors +
Managers & Senior Managers
Specialists, Analysts, Associates, Coordinators
STAFFING
Who backs INGENIA
INDIVIDUAL
CONTRIBUTOR
S
MID MGRS5 – 15 yrs
0 – 4 yrs
• A leading search group with- 25+ years of experience in 8
countries- A successful executive search
practice in the US
Amrop Seeliger & Conde
• A Seeliger & Conde subsidiary- Led by a Managing Partner with
relevant experience in lead mid-management teams
- Formed by an innovative team of consultants to secure top notch execution
INGENIA | Talent Solutions
NOTE: Base salary bands and corporate titles are merely indicative to reflect the separation of
activities between both practices
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EmpathyA genuine understanding of your company and specific needs helps us to become a new channel for promoting your brand and attract qualified candidates
SelectionAs passive candidate recruiting grows, we go beyond name generation with a robust candidate selection process. Quality is most valuable hiring metric. Value added is now closer to the last mile
TechnologyRecruiting for the modern world demands the right combination of technology and human touch. The modern world goes beyond cool technology
GlocalWe operate under the attractiveness of an entrepreneurship and innovative mindset while benefiting from having Seeliger & Conde, a leading global firm, as partners and investorsDelivery
A commitment to excellence in delivery, to create a long lasting relationship. We strive to accomplish high quality of hire, low time-to-fill and high hiring manager satisfaction
Flexible feesWe always proposed compelling, transparent financial arrangements to secure high delivery and a high ROI.
What makes us different
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RETAINED ≈ Executive
• Organizations• Ad hoc• By search firm• Only to one client• Consultative• Quality• Full cycle – Sourcing & Selection• Minimal, after selection• Apply• 1/3 of total comp• Upon milestones
People ask… “Are you retained or contingency”?
CONTINGENCY ≈ Middle Mgmt, Staffing
• Job seekers• Database• By client• Multiple opportunities• Transactional• Speed• Resume submission• Substantial• Non applicable• 25% of base salary• Upon placement
RepresentSourcingAssessmentCandidate exposureCollaborationKey success factorKey tasks# candidates sentOff limitsFeesInvoicing
The Executive Search consultative mindset should not be exclusive of C-Suite level positions. We captured the best of both worlds: high degree of collaboration at the fee level of contingency agencies with customized structures.
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PASSIVE CANDIDATES
TOP
GOOD
BOTTOM
• Not looking for a job• Don’t have updated public profiles / resumes • Will react to
- A big house name / big $- A superior recruitment processes
Sourcing – understanding who and how
• Not actively looking, but will likely listen. They know well the job market
• Public profiles & resumes updated• Will react to…
- Tangible incentives: Promotion / Higher compensation / Benefits
- Intangible incentives: Nice house name, compelling (growth) story, more adequate environment / culture, leadership• Not looking – “it is cold out there”
• “Paycheck” employees• Looking, but struggling to find an attractive place
ACTIVE CANDIDATES • Applicants – don’t discard them!!!
• Not looking – they already quitted
15%
60%
25%
Key traitsPerformanceInitial interest
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Results [Past]
Competencies
[Present]
Culture
Potential [Future]
ExperiencePast PerformanceEducation
Selection – seeking for professional & cultural fit
AbilitiesKnowledge Skills
Behavioral Preferences
MotivationSeeking & Embracing Change
Learning & ImprovingCollaboration with Others
Understanding great performance and who
achieves it
How people go about achieving required outcomes
Capacity to apply knowledge and skills in performing standards
Capacity to successfully adapt to changing environments & solve problems that today don’t even
exist
ValuesBeliefs
Congruence between the norms and values of organizations and those of
the candidate
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Selection – Instincts keep us from being great at hiring
Curricular AnalysisPhone Screen
Curricular AnalysisPhone ScreenCognitive tests1
Brainteasers, case interviewsPhone Screen2
Job knowledge testsWork SamplesPsychometric assessmentsStructured interviews3
Structured Interviews3
Structured Interviews3
Psychometric assessmentsStructured Interviews3
Psychometric assessmentsSurveys
Curricular AnalysisReferencesPast
ExperiencePast
Performance
Education
Abilities
KnowledgeSkills
Behavioral pref.
Motivation
Present
Related TraitsFuture
Values & Beliefs
HOW TO MEASURE FIT RELEVANCE COST / TIME
Prof
essio
nal F
it Cu
ltura
l Fit
Perfo
rman
cePo
tent
ial
NOTES: In a selection process, requiring baseline experience & education are relevant for multiple reasons (including entry barriers). Might be proxys, but not good performance predictors
1 For verbal, numerical, logical, special abilities 2 For general cognitive abilities3 A combination of situational & behavioral questions. Digital format, as an initial way to screen candidates; face-to-face, to deep dive
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Selection – Our tools to combine science & art
Digital On Demand Structured InterviewsDigital format – recorded
anytime, anywhere
Full flexibility to design questionnaires: behavioral / situational, work samples… Brings excellent candidate experience
Behavioral Preferences &
Cognitive Assessments Adaptive online test,
designed for digital channelsSignificantly shorter completion times
Attractive interface / modern look & feel
Customizable to role requirements
Adaptable to own competency framework
Expands candidate reach to multiple geographies
Reduces interview time & costs
Screening Calls
Personalized calls / inMails / emails – no blast messagesMaking the candidate to feel genuinely selected
Aimed to engage candidates in the opportunityResume check; mobility; compensation; motivation for a change, process expectations
Curricular Analysis
We look for minimum requirements as per Blueprint - experience, education, claimed skills and knowledge
Are we in search of a purple squirrel? We calibrate with the hiring manager before we screen
We look beyond keywords. For applicants, we look for genuine interest and proof of minimum due diligence
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CURRICULAR
ANALYSIS
SCREENING CALL
BEHAVIORAL
ANALYSIS
DIGITAL INTERVIE
W
WRAP UP CALL
Selecting the right candidates is instrumental in INGENIA´s value proposition. We strongly believe candidates have the right to enjoy the assessment and selection ride, which also generates goodwill for our clients, regardless the outcome
of the process for the candidate.
Selection – 5 steps for a great candidate experience
BLUEPRINT
CHECK POINT
CANDIDATE REPORT
OUR DELIVERABLES
SEARCH BLUEPRINT
CHECK POINT
CANDIDATE REPORT
Includes all relevant aspects of the job-to-be-done and guides the execution (1) project timeline with milestones and deliverables, (2) candidate profile & responsibilities; (3) proposed incentives; (4) sourcing & selection tactics
WHAT WHEN HOW
Before approaching pre-selected candidates, we validate our initial findings of the sourcing process and adjust accordingly
Executive reports that summarize our assessment of the candidate, including professional and cultural fit. (see p. xx) Links to digital interview and traditional resumes are provided
T+2
T+7
T+28
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We should partner, even before you pinpoint a problem
EmpathyWe see the World through your lens
We provide a great candidate experienceCandidates enjoy the ride, generating goodwill for you
Track RecordWe have an extensive track record in the US
DeliveryWe are obsessed with providing a high quality services and a prompt delivery of our promises
We help building your brand as an employer of choiceOur processes and tools reinforce your brand message, building a modern, cutting-edge image of your organization1
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Why you should consider INGENIA
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Paco holds a Master in Business Administration from MIT, with focus on Innovation, Leadership and Global Strategy. A dual US / Spanish citizen, Paco is a passionate marathon runner, His goal is to help organizations to become healthier and long term profitable, while improving employees´ lives and engagement – he sees recruiting and selecting the right talent as the first step to secure mutual satisfaction in today´s complex work world
Iraide has accumulated 12+ years of experience in the Talent Management arena in the US. She has worked with HR to implement talent management and succession planning and consulted at management and executive levels in leadership development, team building, competency assessments, and organizational development. Iraide holds a Bachelor’s degree in Advertising and Public Relations from Universidad del País Vasco (Spain)
After graduating from Columbia University with a Master’s Degree in Organizational Psychology, Lauren spent the past 13 years recruiting in a variety of industries including health care and travel & hospitality. Prior to joining INGENIA, Lauren was managing the Corporate Talent Acquisition function at Royal Caribbean Cruises Ltd. where she had a team of 5 professionals focused on establishing and maintaining relationships with internal and external clients
Paco RoblesManaging Partner / Co-founder
Iraide Limia Senior Consultant
Lauren FurmanskiSenior Consultant
Meet Your Team
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Contact us
careers@ingeniatalent.com
We are always open
Address:One International Pl., Suite 1400Boston, MA 02110
BostonT - (617) 990 7539
MiamiT - (917) 328 1030
HoustonT - (281) 701 1563
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