TRANSFORMATIONTHROUGHEXAMINATIONJIM BLAUVELTSVP, PEOPLE AND PERFORMANCE
LARRY CURRANMANAGER, CUSTOMER SUCCESS
LARGEST PRIVATELY OWNED MEDIA SERVICES AGENCY IN THE WORLD
NAMED BEST PLACES TO WORK IN BOTH NYC AND LA FOR AWARD WINNING CULTURE
RAPIDLY GROWING – OVER 1,200 EMPLOYEES
COULD WE CONTINUE AT THAT PACE?
WERE THE RECRUITERS FILING JOBS VS. FINDING THE BEST TALENT FOR THE JOB?
WHAT WAS THE PERCEPTION OF TA FROM THE BUSINESS PARTNERS?
HOW WAS THE RAPID EXPANSION EFFECTING OUR CULTURE AND RETENTION?
WERE WE LOOKING EVERYWHERE FOR TALENT?
WE WERE AT A CROSSROADS
SENIOR HR MANAGEMENT RECRUITERS
SENIOR HIRING MANAGERS
WE INTERVIEWED
WE AUDITED THE PRACTICE
WE NEEDED TO UNDERSTAND WHAT OUR RECRUITERS WERE SPENDING TIME ON.
WHERE WERE WE EXPERIENCING BOTTLENECKS?
WHAT WERE WE DOING WELL WHAT COULD WE DO BETTER?
THE CURRENT STATE
Start
• HM identifies need.• Communicates position to Recruiter(s)
Intake• Some Recruiters meet with some HM’s occasionally. Usually if it is a new position in a new group.
Post
• Recruiter creates requisition in Virtual Edge• Manually enters position into a LI Job Slot.
Search• Reacting more to inbound. Much depends on role. Pipelining is informal.
Screen
• There are a variety of screening “methodologies” being employed at this point from “cultural fit” questions to “tribal knowledge” based conversations. Most of the time Salary Discussions start here
Present• There is no formal structure.
Interview• Most of time Recruiter meets candidate before hand. Some Screening and some prep. No structure.
Offer 1
• Once HM has made decision recruiter extends verbal offer.• Verbal is contingent upon background check and references.
Offer 2
• Recruiter is responsible for getting background check and conducting reference checks.• Once completed written offer is extended.• When urgent some recruiters extend written offer contingent upon background and reference checks.
On-Boarding
• Ambassador program and orientation are extremely well received by all.
THE CURRENT STATE
Start• This needs to be standardized. How and what they communicate.
Intake
• Understanding that many of the positions are on-going. We strongly recommend that the recruiters schedule one-on-one intake meetings with standardized questions for all existing positions and continue doing so for all new positions and refresh existing positions quarterly.
Post
• Job Wrapping
Search
• Projects with standardized naming conventions. We need to save jobs and searches into this Project and give managers visibility.
Screen
• Questions should come directly from the “intake” meeting. This needs to include knock out questions and be documented into the candidate record. Included when presenting to HM.
THE CURRENT STATE
Present
• Candidates need to be presented in a slate of 3 with Screening as well as notes from recruiter about interpersonal/cultural fit.
Interview• Need interview structure here…
Offer 1• We need to standardize how an offer is made.
Offer 2
• There is a huge opportunity here to give your recruiters more time. Instead of adding any more contract recruiters lets add Admin Help and put metrics around activity.
On-Boarding
• LinkedIn profile part of on-boarding process
THE CURRENT STATE
“ …AUDITING OUR CURRENT PRACTICES AND RETRAINING OUR ENTIRE RECRUITING TEAM, HAS
ALREADY BROUGHT US FROM WORKING HARDER TO WORKING SMARTER AS WE CONTINUE TO
HAVE HEAVY RECRUITING ACTIVITY, AND AGGRESSIVELY
BUILD OUT OUR TALENT BRAND.”
EILEEN BENWITTEVP, CHIEF TALENT OFFICER
HORIZON MEDIA
DON’T BE AFRAID TO TAKE A LONG HARD LOOK AT YOUR PROCESS.ENGAGE YOUR BUSINESS PARTNERS. THEY SHARE YOUR GOAL AND THE RESPONSIBILITY.PROVIDE RECRUITERS WITH TRAINING.LET YOUR RECRUITERS RECRUIT!WE COMPLETELY CHANGED OUR SERVICE MODEL.RECRUITING IS NOW BUILT AROUND NETWORKING AND BRANDING.
WHAT WE LEARNED
HUMAN RESOURCES
DEVELOPMENTNETWORKING & BRANDING TOTAL REWARDS
INSURANCECOMPENSATION/401K
COMPLIANCEWELLNESS
HRIS
TALENTBRANDINGORGANIZATIONALBRANDING
INTERNSHIPSEXECUTIVERECRUITINGENTRYLEVELRECRUITING
TRAINING&COACHINGPERFORMANCEEVALUATIONCAREERDEVELOPMENT
WELL-BEING
COMMUNITY
TALENT MANAGER
RECRUITER
MANAGING PARTNER
TALENT ALLIANCE
HR COLLABORATOR WITH MANAGING PARTNERPERFORMANCE MANAGEMENTEMPLOYEE RELATIONSCUSTOMIZED ONBOARDINGBRANDING TO HIREREAL TIME DATA & STRATEGY
COMMUNITYTALENT
MANAGER
TALENT ALLIANCE
HR COLLABORATOR WITH COMMUNITYTALENT BRIEFINGSPROACTIVE PIPELINESTARGETED TALENT PRESENTATIONREFERRAL CAMPAIGN
RECRUITER
TALENT ALLIANCE
©2015 LinkedIn Corporation. All Rights Reserved.