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Case study – development of Academic relations plan in KLA-Tencor Israel Vicky Palatnik, Talent Acquisition Manager
Case study – development of Academic relations plan in KLA-Tencor Israel
Vicky Palatnik, Talent Acquisition Manager
Vicky Palatnik Talent Acquisition Manager at KLA-Tencor
Recruiting is my life passion since 1997
Talent Acquisition Manager at KLA-Tencor since 2012
In the past recruited for Mellanox, Microsoft, Biosense Webster,
Ultrashape
My major specializations
Global Talent Acquisition
Scarce Talent Acquisition
WEB 2.0 Sourcing
Academic Relations and Campus Recruitment
Photographer in my free time
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Today’s story is about
Needs assessment
Program Development
Program implementation
Achievements and lessons
learned
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Developing long-term
Academic Relations Program
for supporting
Talent Acquisition Strategy
Major messages in this lecture
Effective Academic Relations program is:
Long-term
Continuous and based on annual routines
Focused on strategic universities
Derived from the business needs
Supported by Senior management
Budgeted
Owned by designated managers and HR
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Program Development
Step 1 – Identify target audience
Academic staff
BSC
students
MSC/PHD students
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How?
Analyze ongoing hiring needs
Analyze strategic objectives and future business needs
Learn to employees and managers – whom and how we’d like to
approach in Academia
Step 2 – Identify program objectives
Rationale:
Immediate and future hiring needs
Long-term talent and business objective
Ensuring continuous talent pipe in relevant fields
Awareness that leads to active applications
Creation of a pool of potential candidates
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Enhance awareness to KTI in local academia
Nurture technological top talent
Enhance research in KT’s fields of interest
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Step 3 – Identify strategic universities
Tel Aviv University
Technion Hebrew University
Weizmann Institute
Basic
Research
Funding
How?
Analyze background of recently hired scientists and researchers
Analyze all company employees’ academic background
Analyze managers’ academic background
Map specializations and research fields in specific institutes
2/11/2015
Step 4 – Identify Partners
Partners
Senior Manager
IAP Managers
Employees Students
Professors
How?
Perform Focus groups and
1:1 talks
Leverage Personal
connections
Identify fields of mutual
interest
Identify 3-4
universities/faculties to start
with
Manage expectations
Create initial excitement and
engagement of senior
managers
Step 5 – Define Program Components
Academic Engagement
Campus hiring
Excellence Programs
Research and Lab
donations
Branding
Step 5 - Program Components – in details
Campus Recruitment
• Major Job Fairs (preferably twice a year)
• Tailor-made Zrakor days
• FB groups and enhanced Employee Referral activities
Branding
• Posting in Academia magazines
• FB Campaigns
Excellence Programs
• Tuition scholarships, K-T supervised projects, participation in special courses, visits to K-T campus.
• Annual awards for graduate students from top-tier universities
• Scholarships for engineering students living in Migdal ha-Emeg
Lab and research funding
• Labs donation to serve student education
• Support future fields of knowledge to serve the whole community
Program Implementation
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Nomination of internal Academic Committee
Committee responsibilities
Discuss and distribute an annual budget
Identify and engage with strategic faculties/research groups
Follow-up on program implementation
Discuss and decide re participations and sponsorships in various
conferences
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Campus Hiring
Basic
Research
Funding
We focused on maintaining hiring events in the Technion,
Weizmann institute, TAU and HUJI
We handle at least one event in an academic year. In several
faculties we handle at least one event in each semester, even
when we don’t have an extensive volume of hiring.
We summarize and analyze every event to learn towards
future ones.
Examples of campus activities:
Zrakor days – lectures, riddles, raffles, Pizza, Donuts, iPhone!
Job fairs – TAU and Technion, new branded booth
Intensive publishing and advertising
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Process management tools
Event Cost of event (refreshments, prizes, graphics)
Sponbsorship fees
Lecture Yes/No
No. of CVs collected
No. of interviews in the company
No. of hires
Wezimann Zrakor
Israel Machine Vision Conference
EE Zrakor Technion
Technion Jobfair
TAU Jobfair
Quarterly follow-up on the events
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Branding and PR
Interviews in Academic magazines
PR re donations and special events
Talks and sponsorships
FB postings dedicated to students
Visits of students to KLA-Tencor
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Research donations
What?
Fund basic research which is
not connected directly to current
R&D projects
Ensure no IP issues
Invest in future knowledge
Send Call for proposal to many
researchers and various
universities
How?
Define strategic fields of interest
Approve directions with a forum
of senior managers
Allocate owner
Prepare Call for Proposal
Prepare list of criteria for
screening applications
Prepare confirmation letters to
the winners
Manage follow-up
Talk to contacts and encourage
to apply
Conclusions
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Conclusions
Zrakor-Days – is an effective tool for creating an intimate
conversation and personal engagement
Job Fair – focus on recruitment ONLY, no giveaways needed, food
always helps to attract people, a good description in the job fair
booklet brings people to the booth.
Continuous Job posting – needs to be there all the time, to maintain
awareness and attract attention.
The whole program requires perseverance, consistency and
continuity
There are no “off-the-shelf solutions”
The sponsorship, enthusiasm and engagement of at least 2-3 senior
managers are crucial elements for initiation and implementation of
Academic relations program
