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How to Revolutionise your In-House Executive Search Function

14 September 2016. How to Revolutionise your In-House Executive Search Function. Rebecca Foden & Charlotte Lamping. The Agenda. Our business WWW – What’s working well... World-class focus Rivalling the search firm’s process & competing most effectively on delivery EBI – Even better if...

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How to Revolutionise your In-House Executive Search Function

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  1. 14 September 2016 How to Revolutionise your In-House Executive Search Function Rebecca Foden & Charlotte Lamping

  2. The Agenda • Our business • WWW – What’s working well... • World-class focus • Rivalling the search firm’s process & competing most effectively on delivery • EBI – Even better if... • Innovating our function and transitioning to world-class • Search techniques and accessing top talent • Measuring our value...

  3. HR Recruitment Hub World Class – In-house Search • Business case development • ROI • Cost Avoidance • Diversity Aligned to top level business strategy 81% sourced in-house Continuous improvement Industry Benchmarking Technology Innovation Centralisation of executive recruitment offering, partnering with stakeholders and all exec search firms managed by team How we have rivalled Retained Search Stop An example of world class organisation’s exec function • Pilots and continual advocacy building • Chief Procurement Officer role managed in-house • Strongest representation of female candidates at interview stage & longlist Provision of longlists to potential HMs to demonstrate capability • Influencers • MI • Internal Advocacy • Highly responsive • Clearly defined service outside of BAU recruitment ER Nov 14 – 100% of roles sourced by retained search firms externally

  4. Our Process Week 1 – 2 Contact and Screen Candidates Conduct Initial Talent Scan of Internal and External Candidates, Gain Insider Opinion Present and Agree Search Strategy Briefing Meeting Present fulfilment strategy and agree Target List Present Longlist Week 2-3 Weekly progress reporting Present Shortlist & review of candidates Salary Benchmarking & Mayoral Approval to Hire Stage 1 Fireside Chat / informal Interview Extend Offer Gather Feedback & Build Relationship On-board Stage 2 Formal Interviews Week 10 Week 4-6 Week 6-8

  5. Future proofing our function INDUSTRY GROUPS EXTERNAL BENCHMARKING (surveys, white papers) TECHNOLOGY (video / skype interviewing, social media, ATS) INTERNAL SHARING BEST PRACTICE Exec Resourcing EXTERNAL INFLUENCE Engagement in HR programmes (Talent, Internal Moves) SERVICE Upskilling BAU team & promoting best practice KNOWLEDGE Business insight and insider opinion RELATIONSHIPS (Senior Leaders /Hires, HR, Reward)

  6. Our Sourcing Strategy You Tube X-Ray Power Lists Events LinkedIn Executive Resourcing Smart Sourcing Social Musts SAE Phone Sourcing, Events, Org Charts, Attendee Lists First priority BAU Recruitment Direct Sourcing Aggregators Sourcing Strategy Talent Pooling Career Page Blog Job Posting ATS Referrals Target Orgs Internals Professional Assocs Insider Opinion Competitors

  7. Headhunting Techniques Board Trustee for London Transport Museum Candidates with a strong background in education, apprenticeships and youth skills and employability programmes for a Board Member Position. Linkedin searching Referrals X-Ray searches Industry sites (i.e. education forums) Company websites (NED / Board Lists) Award nominations and event attendee lists UK Power lists 2015/16

  8. Value Add of Our Operating Model Diversity Hiring from protected groups 48% Time to hire 163 days Industry B/M 82 days TfL Excellent Completion Rates 81% In-House Recruiting Results Cost Avoidance £1,1m Repeat Business We are partnering with our stakeholders on driving our talent acquisition strategy and employer branding. Promotion Velocity We are waiting on our latest calibration from our Maximising Potential framework to determine lateral or vertical movement over the last 18 months, Surveys to Improve Service All feedback is obtained informally. We are in the process of introducing an automated workflow for both hiring managers and candidates.

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