the c-suite: building an executive recruiting program | talent connect san francisco 2014
DESCRIPTION
Susan Harker, global talent acquisition for Amazon, explains the key elements of building—and scaling—a successful executive recruitment program. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafTRANSCRIPT
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Susan Jameson Harker VP Global Talent Acquisition
Amazon
The C-suite: Building an executive recruiting program
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• Rationale for building an in-house executive recruiting team
• What to consider in building a team • Staffing your team • Open discussion
Agenda
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• Cost avoidance vs. broader talent objectives
• Volume of leadership hiring • Long-term vs. short-term leadership
pipeline • Slates to compare internal and
external candidates • Improving “stick rate”
Reasons for building an in-house executive recruiting team
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• Very different processes: • Passive vs. active
• Very strong research foundation / market intelligence
• Longer timeline • Higher stakes
What’s different about executive search vis-à-vis recruiting?
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• Recruiting From executive search firms • Considering staffing recruiters • Business leaders as exec recruiters • Balancing team skills / dynamics:
• Consulting Skills
• Research
• Candidate Development
• Assessment Skills
• Reference Checking
• Compensation Discussions / Offer Negotiations
• Building Strong Executive Recruiters
Staffing your team
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• Volume dependent • Centralized or decentralized? • If scaling, be willing to flex / change
org structure • Process mapping / documentation
to ensure consistency
Organizing your team
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• How to have effective search firm partnerships
• What to put out to search vs. execute in-house
• How to be a great partner / advocate
• How to select a firm and negotiate terms
Partnering with search firms
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• Getting results • Building credibility – assessment
skills are key • Understand your leadership
success factors and leverage them • Out-of-the-box talent solutions • Executive recruiters / leaders as
experts, not order takers
Building trust with your business
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• Create evergreen pipelines for key talent
• Develop or Leverage Success Factors
• Talent solution provider vs. pattern matcher
• Maintain flexibility to meet business need
• Be a great partner to search firms
Summary: Top 5 Tips
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QUESTIONS?
DISCUSSION TOPICS?
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