Building The C-Suite: Effective Executive Recruitment Strategies | Talent Connect Vegas 2013
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- 1. Building the C-Suite: Effective Executive Recruitment
Strategies Monica Roberts Director, Executive Recruitment and
Diagnostics AbbottRob Dromgoole Recruiting Team Lead National
Security Directorate Pacific Northwest National Laboratory
@Rheadhunter
- 2. EXECUTIVE RECRUITMENT and how you can be the BEST
headhunterMONICA ROBERTS Director, Executive Recruitment and
Diagnostics Abbott2#intalent
- 3. CORPORATE OVERVIEWINSERT VIDEO3Human Resources | Mobile
Recruitment Strategies That Actually Work#intalent
- 4. LETS REWIND 4 YEARS BACK 4#intalentReactive Mode Low
Perception Lack of Competitive Intelligence Costly Channels New
Markets
- 5. It was clear thatsomething different we had to doand create
acompetitive, sustainable, in-house executive recruitment
organization5#intalent
- 6. 6#intalent
- 7. DEFINEWHAT 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 ImpactCOST AVOIDANCE7TIME TO FILLCUSTOMER
SERVICE#intalent
- 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
HEALTH8#intalentDIRECT EXEC HIRES
- 9. ABBOTT SEARCH CONSULTANT GROUP9#intalent
- 10. TALENT AD CAMPAIGNS Rich Media Banner10#intalent
- 11. ABBOTT CONFIDENTIAL POSITION A Search ProspectsContacted88
100%88 100%ResponsiveQualified 15 43%35 40%Short List 4 27% Not
ContactedNon Responsive0 0%53 60%DisqualifiedCandidate or Abbott
decline22 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 USD11#intalent11 73%S W** D S** G G** E A **
- 12. CHANGE THE GAME Launch of ProTA 12External Talent Review
Sessions Candidate Management-CRM Tool Customer Experience Business
Impact#intalent
- 13. EXTERNAL TALENT REVIEW SESSION13#intalent
- 14. 14#intalent
- 15. OUR CURRENT STATUS Performance Chart
5.0054.754.754.75DE4.2543210 AB SCGCAbbotts Search Consultant Group
was responsible for 82% of external hires 15#intalent
- 16. HOW DO YOU SUSTAIN IT? OrganizationShow the
ImpactPeopleBalanceChannelsReprioritization
/Reposition16#intalent
- 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 accelerator17#intalent
- 18. Building the C-Suite: Effective Executive Recruitment
Strategies Rob Dromgoole Recruiting Team Lead National Security
Directorate Pacific Northwest National Laboratory @Rheadhunter
- 19. Who Am I? U.S. Army Veteran Recruiter Internet startup,
high-tech computing, financial services Pacific Northwest National
Laboratory#intalent
- 20. Why I Recruit for PNNL $1B in R&D expendituresMore than
4,400 staff2000+ users and visiting scientists1,041 peer-reviewed
publicationsMission-driven collaborations with government,
industry, academia Operated by Battelle since 1965 DOEs
top-performing lab for 5 years44 patents and 176
inventions#intalent
- 21. PNNL Recruiting Realities Limited brand recognition Little
to offer: no stock options small bonus; notfor-profit offer
packages Remote location#intalent
- 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. 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. Example 1 A new Chief Operations Officer Know your
competition!#intalent
- 25. Map out the organizational charts#intalent
- 26. Call your top targets .#intalent
- 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. Example 2 Chief Scientist Carbon Capture and
Storage#intalent
- 29. #intalent
- 30. Map out the organizational charts#intalent
- 31. Call your top targets .#intalent
- 32. Close the Deal Its 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. Example 3 Fukushima Nuclear Plant
- 34. #intalent
- 35. Map out the organizational charts#intalent
- 36. Call your top targets .#intalent
- 37. Close the deal Its 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. Key Takeaways The formula works! You do not have to hire an
agency. Partner with your client. LinkedIn works at the
C-Level!