Cathy Neal Global Sourcing Project Manager, Monsanto

SourceCon Seattle 2015

Cathy Neal • Over 15 Years of Progressive HR Experience

•  Senior Sourcing Researcher, Full-Life Cycle Recruiter, HR Generalist, Global Sourcing Consultant, Global Sourcing Project Manager

• Experience in Corporate, Contingency and Retained Executive Search Environments

• MA, Human Resources Development and MA Mass Communications

• AIRS- CIR, CDR • I have a passion for all things sourcing, especially building candidate pipelines and diversity search!

• Twitter @sourcingrocks I love to connect and Tweet about all things sourcing. I reetweet!

2

Monsanto at a Glance Quick Facts Headquarters: St. Louis,

MO, USA

Global Employees:

Over 22,000

Global Locations: Over 400

3

USA

Canada

Latin America North

Latin America South

Brazil

Europe/Middle East

China

India

Asia Pacific

Africa

3

4

Sourcing is becoming entrenched in corporate culture

Sourcing and recruiting teams are growing in both executive and search environments There has been a shift in salary for Sourcers (now on par with recruiters) The demand for Sourcers/Recruiters is on par with HR Generalist

*Data indicates that sourcing and recruiting are being viewed comparably in status and contribution (for the first time since I attended SourceCon in 2012)

The economic climate leaves an open door for processes that can demonstrate fiscal responsibility. For the past three years the PWC CEO survey has indicated Talent Issues are prominent on the agenda, the ability to demonstrate cost savings is crucial and success will come to those that can provide CEO’s with the ability to carry out strategic initiatives.

The Time is Right

*Source: The State of Sourcing and SourceCon 2014, Presentation Denver , By Jeremy Roberts

Opportunity

5

Dedicated Researchers

Dedicated Sourcers

Recruiters who are skilled at sourcing

Name generation companies

RPO

If you are not sourcing and recruiting in the Executive Space: Start!

If you are already filling executive level roles, the opportunity exists to expand your reach.

Contingency Search Retained Search

Advantages •  Enables teams to achieve significant cost savings

(corporate environment) and commissions/billings earned

(Retained, RPO, Contingency, Hourly Billing Services)

•  Enables you to directly impact company initiatives and strategy:

•  Diversity (gender and POC’s)

•  Unique skill sets

•  Provides a high level of visibility and establishes credibility enterprise wide

•  Executives and senior managers are connected across the enterprise. This allows for

increased recruiting and sourcing efficiency at every level:

•  Executives have connections to help you fill senior level roles across the enterprise

(throughout different business verticals)

•  Are able to connect you with individuals that have diverse and unique skill sets

•  Can introduce you to individuals that will enable you to identify strong mid-level contributors

•  “Internal Selling” Individuals that are recruited through the sourcing process often provide

repeat business and will evangelize your services

6

•  Stay up to date on industry news: Businessweek, CNN, Twitter, Newsie, Industry

Publications, Google Alerts, Flip Board.

•  Have a plan in place, so you are ready to respond , communicate and act (downsizing,

changes in leadership, industry shifts).

•  Make Connections and get to know SME’s (internally and externally) ahead of time, will

need to have your networks in place before you have open roles to be successful.

•  Think of creative ways to get to know people outside of asking for referrals: exchange ideas,

attend events, ask for opinions, have a lunch and ask for career advice.

•  The best executive Sourcers and Recruiters take responsibility for their own development.

Stay abreast of the latest sourcing techniques (technical knowledge enables you to move

quickly and find the best and the brightest talent) take advantage of development

opportunities: SourceCon, blogs, YouTube, podcast, webcast training, networking and

constant research and development of your own!

Being an Effective Executive Sourcer

7

•  Have a strong internal sourcing/recruiting team in place with roles clearly defined:

Show up as a team to the business

•  Be able to clearly communicate process and strategy:

Have process flows, touch points and timelines mapped out in writing

•  Have the mechanisms in place to communicate report metrics regularly (often weekly):

Include industry trends and competitive intelligence

•  Establish a point of contact and stay closely aligned

•  Have the resources in place for strong packaging:

Prepare biographies, interview booklets, meeting resources

Starting With A Strong Foundation

8

Sample Global Talent Acquisition Search Process

Continuous

Communication

Closing The Deal

Diversity Focus

Candidate Experience

Talent Acquisition

Research/Sourcing The Global Talent Acquisition Team will begin with a thorough assessment of your needs. We meet with key stakeholders, develop the job description and formulate a strategy for search execution. This approach is combined with the utilization of the applicant tracking database, referrals from internal departments and industry experts, advertising (when warranted) and the incorporation of state-of- the art sourcing tools. Our multi-faceted approach allows us to conduct an exhaustive industry search. Candidate Assessment Our ongoing candidate outreach and assessment is strengthened by utilizing a “search firm” approach to candidate sourcing. We also have an “insider” advantage when creating a bond of trust with prospective candidates. It helps to size cultural and skill fit to the position specifications. Our thorough process calibrates and assesses candidates to the critical competencies desired.

Candidate Experience We will communicate with you on a regular basis regarding candidate feedback. This ensures a consistent candidate experience that appropriately positions the role, values and culture of our organization.

Diversity & Inclusion We work diligently to find the appropriate talent pool that incorporates a slate of candidates that are technically qualified. Our team works hard to present candidates that provide a combination of diverse ideas, perspectives and cultures.

Continuous Communications Shortly after launching the search, we begin regularly scheduled progress meetings where we present our findings on prospective candidates, market intelligence, and other issues or challenges that may arise. Closing the Deal We work closely with your team to prepare an offer recommendation that will be acceptable to all parties. We partner with you to make sure contact is maintained with the candidate subsequent to offer to ensure a smooth transition through the final start date.

9

Research/ Sourcing

Candidate Assessment

Sample Sourcing Strategy

10

Target Organizations

Professional Associations

Resume Databases/User

Groups Internet

Resources University

Alumni Sites Internal

Resources

• Eastman Film • Jelly & Toast • General Manufacturing

• Allbottsers • Latin Solutions •  Soluttions • My Fair Pony • Belly’s R US • Boyers • Corn & Tomatoes, Inc.

• Bugles • Smollett’s • Cosby Manufacturing

• Mike & Ike’s • Now & Later’s • Gooble’s • Phillip’s Roche • Yellhoo

• Supply Chain & Procurement

• International Procurement Leaders

• American’s Bar Association International

• National Supply Chain Leaders

• The National Association of Chemical Procurement Professionals

• The International Association of Oil Procurement Executives

• Procurement Plus •  SCPI • INSCPL • Purchasing Digest • Purchasing Category Management Professionals

• PLCPA

• LatPro Procurement Professionals Database

• LinkedIn • Hirenecia.org • Hoogera’s • BJC.com

• Georgetown • Yale • Harvard • Howard • Michigan State • Hampton University • Purdue • University of Southern California

• Stanford • University of Iowa

• Cokie Roberts, VP Global Oil Categories

• Diane Whittlehubts, Senior Global Procurement Director

• Bonita Leaks, Category Lead (Seeds)

• Kim Richards, Chief Category Lead (Oil)

• Supply Chain Scheduling and Operations Director

Global Procurement Director - Search Timeline Project Initiative   Status   Date Completed

(Previously Initiated)

March    17th-­‐April    11th    

April 11th-18th  

Apr 18th –April 25th

Apr 25th – May 2nd

• Search start (In Progress) • Meet to discuss position requirements (Complete/Additional questions for technical screening in review)

• Finalize job description • Identify sourcing channels and target companies (Complete) • Research process, sourcing and screening (In Progress) • Sourcing strategy finalized

ü    

• Weekly communication/ update calls begin • Research process continues • Referral and network contacts – continues • Active Sourcing-Continues • Active Sourcing Screens –continues • Active Recruiter Screens-Begin as top prospects are identified

ü  

ü  

• Primary research completed. Ongoing sourcing is continued and top prospects are referred to the recruiter for final screening and selection

• Active Recruiter Screens-Continue • Prequalification and ongoing screening of candidates • Supply Chain Interview Participants Begin Technical Phone Screens

    ü

 ü

• Supply Chain Interview Participants complete technical phone screens

• Candidate interviews and evaluations • Continued progress meetings on search/weekly communication calls

ü  

ü  

• Final candidate selections (second/final round interviews); reference checks, and employment offer phase ü

 ü  

11

12

Invest In Technology

Communication

13

•  Research beyond the obvious

•  Value the gift of time you are given

•  Use every resource at your disposal to connect with referrals and prospects

•  Clearly define value, strategy, goals and “future footprint”

•  Be able to speak to real challenges

•  Clearly define next steps (provide choices)

•  Follow-up (give yourself space to exceed expectations)

Execution

14

•  Have a diverse interview panel involved with key decision makers: Technical experts,

primary decision makers (informal and formal authority), leaders with matrixed

relationships, etc.

•  Touch base with the team regularly to make sure the process is moving forward

•  Make sure every aspect of compensation is communicated and resolved before going to

the table with an offer

•  Know what matters to the candidate and be in a position to make strong recommendations

•  Make sure the recruiter or sourcer is closely aligned with the candidate (know if they have

multiple offers, may get a counter offer, have reservations, so issues can be addressed and

resolved)

•  Be able to tailor offers to unique needs

•  Make sure the right person on the team extends the offer

Finally: Close the deal and enjoy your success!

Closing The Deal On Both Ends

15