Exploring new frontiers in Talent Management:

A conversation about Talent Acquisition

Sept 30, 2010 11:00 AM – 12:00 PM PDT

Introducing Ranu Gupta

Ranu Gupta is a seasoned HR and Talent Management Consultant with 15 years’ experience working across Hi-tech, IT Services and Consumer Goods organizations with GE, P&G and Applied Materials in North America and Asia. Ranu has a reputation for designing and delivering high-quality strategic HR and Learning initiatives to a geographically dispersed multi-cultural audience, leveraging a variety of web 2.0 collaboration and learning tools. His specialties include Talent & Performance Management, Training Design and Delivery and Global Cross Cultural competence. Ranu recently produced and moderated a well received Global Leadership Webinar Series viewed by over 500 participants from across the world, featuring five authors and thought leaders developed around Marshall Goldsmith's best-selling book. Ranu is an MBA in HR and OD, a Six Sigma Black Belt and is a Bachelor of Science.

Moderator & Producer of

this Webinar Series

Purpose of the Webinar Series

• To promote new and innovative thinking around Talent Management

• To explore new ideas and trends in this field

• To learn from real life practical examples of some of the best and brightest in the field

Three Stages of Talent Management

Talent Acquisition

HIRE

Talent Development

DEVELOP

Talent Retention

RETAIN

5 phases of the Talent Acquisition process Workforce Planning

•What are our most important business challenges?

•What are the key skills and competencies needed to achieve our business goals?

•How can we systemically ensure there is the required talent to deliver on our business strategy?

Employer Brand and Outreach

•What is our compelling story, our Unique Sell Proposition?

•Why should People come to work for us and stay with us?

•How do we get our Story out there with impact to the right Target Audience?

Search

•Where does our Talent pool reside?

•What skills can we build, and what skills we have to buy?

•How do we build ongoing access to the right Talent pool?

Selection

•How do we determine the right fit for us?

•How do we ensure we are assessing the right fit?

•Can we predict the long term success of our hiring decisions?

Closing the Deal

•How do we determine whats the 3 most important reasons a candidate will want to work for us?

•How do we communicate this and make a compelling offer?

•Should one negotiate and how much?

Agenda Overview, Agenda and Introductions by Ranu Gupta

Section 1: WORKFORCE PLANNING Discussion lead by Dart Lindsley of Cisco

Section 2: EMPLOYER BRAND AND OUTREACH Discussion lead by Chris Galy of Intuit

Section 3: SEARCH Discussion lead by Robert Lopresto of Duran HCP – Retained Executive Search

Section 4 : SELECTION Discussion lead by Amelia Merrill of RMS (Risk Management Software)

Section 5: CLOSING THE DEAL Discussion lead by Paul Vagadori of Zoosk

Wrap up by Ranu Gupta

QUESTION 1: WORKFORCE PLANNING Discussion lead by Dart Lindsley of Cisco

How do you balance the need to plan and manage your bench strength with the agility needed to adapt to the uncertainty, especially of the last 2 years?

Introducing Dart Lindsley

Dart Lindsley is Senior Manager of HR Business Architecture and Six Sigma at Cisco Systems. Dart's previous roles at Cisco include consulting in the areas of process improvement, change management, IT Analysis, and large group facilitation. Prior to joining Cisco, Dart spent many years as a Technical Recruiter, Sourcing Team Lead and Staffing Research Specialist. Dart earned his Master’s Degree in Literature and Writing from the University of Colorado, Boulder. Dart writes and speaks about talent management, collaborative leadership techniques, and evidence-based decision making.

Senior Manager of HR Business

Architecture and Six Sigma

Cisco Systems

BACK

Workforce Planning Key Messages

• Purpose of Workforce Planning is Pre-sourcing and Capacity Planning

• Fails to work most times, because history is not always a good predictor of the future and strategic direction is too high level

• Our best bet - Develop the agility to respond to unpredictable demand

QUESTION 2: EMPLOYER BRAND AND OUTREACH Discussion lead by Chris Galy of Intuit

With the economic uncertainty waning, what are you doing to attract the best and brightest?

Introducing Chris Galy

Chris Galy is Director, Talent Acquisition at Intuit, Inc. Chris and his all-star team provide talent consulting, solutions, and delivery for all of Intuit's product and functional divisions including QuickBooks, Quicken, and Turbo Tax. His global human resources leadership experience spans 13 years in the software, networking, and semiconductor industries. Prior to Intuit, Chris served in Human Resources and/or Talent Acquisition roles at Xilinx, Harmonic, and Integrated Device Technology in addition to 4 years as an active duty Army Aviation Officer and 9 years as a reserve Army Human Resources Officer. In 1999, Chris also dabbled in the dot-com boom as a co-founder of QuikView, an online, video based recruitment platform that was poised to revolutionize the industry until the dot-com bust happened a few months later! Chris is a graduate of the United States Military Academy at West Point and received a Masters in Organizational Development from the University of San Francisco in 2002.

Director Talent Acquisition

Intuit

BACK

Employer Brand and Outreach Key Messages

• Brand is an emotional, physical, and for some, a spiritual EXPERIENCE

• Mi brand es Su brand y Su brand es Mi brand

• It already exists

QUESTION 3: SEARCH Discussion lead by Robert (Bob) Lopresto of Duran HCP

How do you look for talent that is hard to spot, not visible on job boards and in many cases not even interested?

Introducing Robert Lopresto

Robert (Bob) LoPresto is Managing Partner of the Retained Executive Search Practice at Duran Human Capital Partners. He has participated in placing over 1,000 senior executives in his many years in executive search and corporate human resources management. Bob was formerly founder and President of the High Technology Practice at Rusher, Loscavio & LoPresto. Previously, Bob was Founding Managing Director of the Worldwide High Technology Practice and Vice President/ Managing Partner of the Palo Alto office at Korn/Ferry International. He has several years of human resources senior management experience with Levi Strauss, Syntex, American Microsystems, Fairchild and McGraw-Hill. Bob was a member of the Board of Directors and past President of the Northern California Human Resources Association (NCHRA). Bob received his B.A. in Business from Rutgers University and his M.A. in Psychology from Seton Hall University

Managing Partner – Retained Executive

Search Duran Human Capital

Partners

BACK

Search Key Messages

• Network for referrals

• Review existing database

• Research with Internet tools

QUESTION 4: SELECTION Discussion lead by Amelia Merrill of RMS

How do you make sure the people you are hiring are the right fit and increase the long term success rate of your hiring?

Introducing Amelia Merrill

Amelia Merrill is the Head of Talent Acquisition at RMS and a staffing advisor to an entirely virtual start up - TipMarks. At RMS, Amelia is developing a new employment branding strategy that will include a strong focus on social media and out of the box ways to engage the RMS employee base to be an extension of the talent acquisition team. Prior to RMS, Amelia was the Head of Talent Management at Juniper Networks, WebMethods and VeriSign. Her HR career has varied greatly from creation and development of M&A and workforce reduction programs to HR Business partner to Talent Acquisition Leader.

Senior Director Recruitment

RMS

BACK

SELECTION Key Messages

• Calibrate with a known employee

• Culture Fit is not enough, Team Fit is the decider

• 20-20 Vision – Know which skills and competencies are most important

QUESTION 5: CLOSING THE DEAL Discussion lead by Paul Vagadori of Zoosk

How do you make an offer that cannot be refused?

Introducing Paul Vagadori

Paul Vagadori is Head of HR at Zoosk, Inc. He is a senior professional with strong sector background in Medical Device, Software, Internet, Semiconductor, Food, Sports Marketing, Manufacturing and Education. Paul has significant Human Resources experience in directing a variety of Human Resource functions, including strategic deliverables, practices, policies and procedures that align the organization’s objectives with the needs of employees. Respected for total rewards and talent management; effectively building infrastructure; establishing active business partnerships across the organization; management of changes necessary to support the implementation of business plans and developing and maintaining an entrepreneurial and strategic corporate culture.

Senior Director HR

Zoosk

BACK

Closing the Deal Key Messages

Toughest Sale in the world - Approach it like a Sales person

• Know thy Candidate

• One size does not fit all – Custom tailor the Overall Proposition

• Everything is in the Conversation, but do not Oversell

THANK YOU

Write to us at Webinars@RightTalentSolutions.com

Ranu@RightTalentSolutions.com

Webinar expenses sponsored by:

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