TRANSFORMATIONTHROUGHEXAMINATIONJIM BLAUVELTSVP, PEOPLE AND PERFORMANCE

LARRY CURRANMANAGER, CUSTOMER SUCCESS

LARGEST PRIVATELY OWNED MEDIA SERVICES AGENCY IN THE WORLD

NAMED BEST PLACES TO WORK IN BOTH NYC AND LA FOR AWARD WINNING CULTURE

RAPIDLY GROWING – OVER 1,200 EMPLOYEES

COULD WE CONTINUE AT THAT PACE?

WERE THE RECRUITERS FILING JOBS VS. FINDING THE BEST TALENT FOR THE JOB?

WHAT WAS THE PERCEPTION OF TA FROM THE BUSINESS PARTNERS?

HOW WAS THE RAPID EXPANSION EFFECTING OUR CULTURE AND RETENTION?

WERE WE LOOKING EVERYWHERE FOR TALENT?

WE WERE AT A CROSSROADS

SENIOR HR MANAGEMENT RECRUITERS

SENIOR HIRING MANAGERS

WE INTERVIEWED

WE AUDITED THE PRACTICE

WE NEEDED TO UNDERSTAND WHAT OUR RECRUITERS WERE SPENDING TIME ON.

WHERE WERE WE EXPERIENCING BOTTLENECKS?

WHAT WERE WE DOING WELL WHAT COULD WE DO BETTER?

THE CURRENT STATE

Start

• HM identifies need.• Communicates position to Recruiter(s)

Intake• Some Recruiters meet with some HM’s occasionally. Usually if it is a new position in a new group.

Post

• Recruiter creates requisition in Virtual Edge• Manually enters position into a LI Job Slot.

Search• Reacting more to inbound. Much depends on role. Pipelining is informal.

Screen

• There are a variety of screening “methodologies” being employed at this point from “cultural fit” questions to “tribal knowledge” based conversations. Most of the time Salary Discussions start here

Present• There is no formal structure.

Interview• Most of time Recruiter meets candidate before hand. Some Screening and some prep. No structure.

Offer 1

• Once HM has made decision recruiter extends verbal offer.• Verbal is contingent upon background check and references.

Offer 2

• Recruiter is responsible for getting background check and conducting reference checks.• Once completed written offer is extended.• When urgent some recruiters extend written offer contingent upon background and reference checks.

On-Boarding

• Ambassador program and orientation are extremely well received by all.

THE CURRENT STATE

Start• This needs to be standardized. How and what they communicate.

Intake

• Understanding that many of the positions are on-going. We strongly recommend that the recruiters schedule one-on-one intake meetings with standardized questions for all existing positions and continue doing so for all new positions and refresh existing positions quarterly.

Post

• Job Wrapping

Search

• Projects with standardized naming conventions. We need to save jobs and searches into this Project and give managers visibility.

Screen

• Questions should come directly from the “intake” meeting. This needs to include knock out questions and be documented into the candidate record. Included when presenting to HM.

THE CURRENT STATE

Present

• Candidates need to be presented in a slate of 3 with Screening as well as notes from recruiter about interpersonal/cultural fit.

Interview• Need interview structure here…

Offer 1• We need to standardize how an offer is made.

Offer 2

• There is a huge opportunity here to give your recruiters more time. Instead of adding any more contract recruiters lets add Admin Help and put metrics around activity.

On-Boarding

• LinkedIn profile part of on-boarding process

THE CURRENT STATE

“ …AUDITING OUR CURRENT PRACTICES AND RETRAINING OUR ENTIRE RECRUITING TEAM, HAS

ALREADY BROUGHT US FROM WORKING HARDER TO WORKING SMARTER AS WE CONTINUE TO

HAVE HEAVY RECRUITING ACTIVITY, AND AGGRESSIVELY

BUILD OUT OUR TALENT BRAND.”

EILEEN BENWITTEVP, CHIEF TALENT OFFICER

HORIZON MEDIA

DON’T BE AFRAID TO TAKE A LONG HARD LOOK AT YOUR PROCESS.ENGAGE YOUR BUSINESS PARTNERS. THEY SHARE YOUR GOAL AND THE RESPONSIBILITY.PROVIDE RECRUITERS WITH TRAINING.LET YOUR RECRUITERS RECRUIT!WE COMPLETELY CHANGED OUR SERVICE MODEL.RECRUITING IS NOW BUILT AROUND NETWORKING AND BRANDING.

WHAT WE LEARNED

HUMAN RESOURCES

DEVELOPMENTNETWORKING & BRANDING TOTAL REWARDS

INSURANCECOMPENSATION/401K

COMPLIANCEWELLNESS

HRIS

TALENTBRANDINGORGANIZATIONALBRANDING

INTERNSHIPSEXECUTIVERECRUITINGENTRYLEVELRECRUITING

TRAINING&COACHINGPERFORMANCEEVALUATIONCAREERDEVELOPMENT

WELL-BEING

COMMUNITY

TALENT MANAGER

RECRUITER

MANAGING PARTNER

TALENT ALLIANCE

HR COLLABORATOR WITH MANAGING PARTNERPERFORMANCE MANAGEMENTEMPLOYEE RELATIONSCUSTOMIZED ONBOARDINGBRANDING TO HIREREAL TIME DATA & STRATEGY

COMMUNITYTALENT

MANAGER

TALENT ALLIANCE

HR COLLABORATOR WITH COMMUNITYTALENT BRIEFINGSPROACTIVE PIPELINESTARGETED TALENT PRESENTATIONREFERRAL CAMPAIGN

RECRUITER

TALENT ALLIANCE

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