Goal

TalentAcquisition

July, 2014

Goal Index

Talent Acquisition Strategy

Goal

On boarding

Selecting

Current Situation

Sourcing

Hiring

7

6

5

4

3

2

1

Goal Situation

• Need to standardize and deploy understanding of talent

acquisition guidelines, policies and processes.

• Lack of a system that integrates all stages of the process

“Intelexionnigthmare”

• Improve communication and share best practices

constantly (talent pool)

• A large quantity of time invested on administrative tasks

• Employee Value proposition (EVP)

• Company branding

• Employee branding (endo-marketing)

GoalGoal

Goal: To evolve process, procedures and tools in order to attract Talent with the required skills to leverage HR as strategic partner of the businessTPM: “Right people in the right place

Goal

t(Screening, assessing and decision making)

Heineken México

Screening:

We Pow enhancement

Assesing:

• On line evaluations aligned to

leadership competencies

• On line Integrity evaluations

Decision Making:

• Compentency Based

Interview

• Panel Interviews

SelectingSourcing

((Offering a job and finalisingthe contract).

Heineken México

Implement an ATS that

populates most of the SAP

information and improves

the record retention by

having all hiring

documentation on line

Hiring

(Creating a pool of quality

candidates and preliminary

screening).

Heineken México

• Sourcing strategyUniversity Relations

• Front Line sourcing strategyEmpleo ListoGovernment eventsTechnical Schools

• Social MediaFacebookLinked InIncrease capacity

on free job boardsLeverage Internal Job

Posting

321

Global Standard Recruitment Process

Talent Acquisition

Sourcing Strategy

Goal Integral Sourcing StrategyTecate

Brewery

Navojoa

Brewery

Orizaba

BreweryGuadalajara

Brewery

Toluca

Brewery

Monterrey

Brewery

Northwest

Market Direction

Centre

Market DirectionSoutheast

Market Direction

Northeast

Market Direction

West

Market Direction

South

Market Direction

Gulf

Market Direction

IdentifyMost Important Universities and classified them as

StrategicFunctional

Functional University: The Schools from where we have hired themost on the last 5 yearsStrategic University: Recognized institution even thoughwe have not necessary hired from it

KPI: % Sourcing Effectiveness: Number of hires per source

GoalStrategic & Functional Universities

Universidad Autónomade Nuevo Leon

ITESMUNAM

ITSONUniversidad Autónomade Guadalajara

Universidad Autónomadel Estado de México

Universidad la SalleUniversidad Iberoamericana

UDEM

Universidad Autónomade Baja California

Universidad Autónomade Yucatan

Benemérita Universidad Autónoma de Puebla

Universidad Anahuac UVM

Strategic

Functional

Goal Value Proposition: Sourcing

”Y” generation and now ”Z” are represented by young

people that looks forward to belong to a company

with strong principles and values. Traditional

Compensation and traditional leadership are not

attractive to these generations. Flexibility, green

philosophies and meritocracy are features that may

engage them.

Party host with

the theme

“responsible

consumption “

University Job

Fair

One day where all our brands are promoted.Ex Co members participation as keynote speakers empowering company values such as ”Brewing a Better Future”

Each University has an establish calendar with recruitment events schedule.Calendar will be based on 2013 hiring's and potential special projects

Annual Party where guests are students from the most important Universities in the Country.Each student will earn the entrance thought a contest. On this event, company values will be disseminated as branding strategy for Y an Z generation

CM day

KPI: % Sourcing Effectiveness: Number of hires per sourceAdrian Carrera

With this project México will be taking part of the

Global efforts in regards EVP leveraging Heineken as

a Great Employer

University events not only to recruit talent but

consumers tooIf we create an unforgettable

experience

Positive opinion widespread among family and friends

Lets WOW this new generation…..

Potential Commercial impact on the following brands

University ApproachRecruiter: Talent

Acquisition Member

Functional Recruiter: Hiring Manager with

vacancies or potential vacancies

Team Leader: Related Hi Po to lead the team as a development activity

HRBP: Human Resources Representative

Functional Relation to the University

Executive Sponsor

Team Leader

Recruiter

Functional Recruiter

HRBPFunctional Recruiter

Talent Acquisition

Employer Branding

QualityInnovation

SustainabilityResponsibility

KPI: % Sourcing Effectiveness: Number of hires per source

GoalStrategic & Functional Technical Schools

C.B.T.I.S CECATI

CONALEP

National contact to spread our job offers Through their job portal (on line / brochures)

KPI: % Sourcing Effectiveness: Number of hires per source

Innovative recruitment

sourcing

Formal Incursion on additional free

job boards

KPI: % Sourcing Effectiveness: Number of hires per source

At the end of 2013 RYS conducted a Focus group, 11 attendees (HRBP, Hiring Managers and employees

that had participated in process as a candidate) provided information on the opportunity in the

process.From this exercise …….

KPI: % Sourcing Effectiveness: Number of hires per source

Goal Goal

To improve credibility on the internaljob posting system that favors placingthe right internal candidate in thecorrect position

Goal Job Posting Quick Wins

*GuidelinesException criteria were included into the policy

*Same candidates applying to all positionsMaximum of 2 postings per year per candidate. Two open processes simultaneously

* Gender DiversityA woman should be include on the final list of candidates

*CommunicationWeekly communication where all open positions are deploy trough email and also the posting procedure is reinforcedVozes internal magazine article to clarify JP guidelines and procedure

Goal Weekly notification of vacancies

KPI: % Sourcing Effectiveness: Number of hires per source

Goal Main changes to deploy

POSTING TIME guidelinesThe posting time of any vacancy is 10 days maximum.

Internal and External posting will occur at the same time

POSTING EXCEPTIONS when...Transfers and/or assignment of an employee based on immediate business needs ordevelopment plans with the purpose of consistency with company PM processIn the case where exists a replacement card “ready now” to take the role andpreviously defined as part of the Succession Planning we may chose not to post theposition .In case of organizational re-structure, the movements should be performed withexisting staff to protect talent from that particular organization.

When an expat assignment ends and the employee needs to return.

Positions that due technical complexity external talent is required.

If re-evaluating a position leads to an up grade and the employee successfullyperforms the functions of the position.

Goal Communication plan

Jun Jul Ago Sept Oct Nov Dic

Written communication

Face to Face communication throughout all the organization at forums such as weekly staff meetings

Written communication to all the organization

Written

communication to

Top 300

Infored Job Posting Banner.

Constant communication to the recruiters and HR people in order to assure the proper message is deploy along CM organization

Organization

Ex. Co.

Top 300.

TA and HRBP.

Business Units

Talent Acquisition

Selecting

Goal Selecting1 Screening

Enhance video interviews:• Time efficiency• Cost Reduction• Candidate experience

2 Assessing• On line evaluations aligned to leadership competencies• On line Integrity evaluationsDecision Making:• Compentency Based Interview• Panel Interviews

KPI: Hiring Manager Satisfaction Index: % of satisfaction related to the recruitment process

Talent Acquisition Hiring Process

KPI follow upWe have implemented an excel Talent

Acquisition format located on HR share point

to track open positions and KPI´s such as

recruitment source and time to fill

This is a temporary measure as the implementation of an Applicant

Tracking System is defined as part of the HR transformation Business

Case.

On Boarding Improvement

Goal: Standardize and strengthen the process including important information from

Company through an innovative platform

New threadsTPMSHE

Business Unit InformationCorporate trainingNew retirement plan

Improvements:

Payroll card“Orienta OS” ContentSales road outingsFunctional on boarding guideWalcome emailWelcome Kit

KPI: On boarding employee´s certification: % employees that successfully accomplish the on boarding program