all is about agility€¦ · 2011 build biz plan, studio values 2012 ... • talent market and its...
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STAFFING / SOURCING STRATEGIES:
ALL IS ABOUT AGILITY
Anne LacombeWarner Bros
Self-Introduction
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AGILITYADAPTABILITY
SOME CONTEXT
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2010 START-UP, START FROM SCRATCH
2011 BUILD BIZ PLAN, STUDIO VALUES
2012 ……
THE REAL STORY STARTS HERE….
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January 2012…back from Xmas break…
IN LESS THAN…6 MONTHS
+165 HIRES
Option 1
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CRY
SHOUT
and LEAVE
Option 2: LESSONS FROM LIFE
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SPORTPRACTICEAT HIGH-LEVEL
KEY-TAKEAWAYS
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BE COMPETITIVE…WITH YOURSELF
BE FOCUSED…TAKE THE CHALLENGES ONE BY ONE
ALL IS ABOUT MENTAL
NOW LOOK AROUND YOU…
• Dimension 1: YOU and YOURSELF
• Dimension 2: YOU and YOUR ECO-SYSTEM
• Dimension 3: YOU and YOUR COMPANY
You with Yourself
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• Understand your mandate
Recruit in 6 months what is usually possible to do in 18 months
You and Your eco-system
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Know your environment:• Industry, • Talent market and its dynamics.
Highly-competitive (Talent) market
You and Your Company (Cy)
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• Cy culture vs. your challenge
• Cy working operating principles vs. your challenge
• Who owns Time / Budget / Decision?
Established Multinational vs.
Start-up disruptive pace
AFTER THE WHAT, the WHO? WHO ARE THE PLAYERS…your support?
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• YOUR BEST AMBASSADORS
• YOUR BEST AMBASSADORS
• YOUR BEST MESSENGERS
• YOUR BEST MESSENGERS
• CO-WRITING THE STORY
• BUILDING TEAM, PROCESS, TOOL
• CO-WRITING THE STORY
• BUILDING TEAM, PROCESS, TOOL
• WRITING THE STORY FOR THE CANDIDATES
BIZ EXECUTIVES
HR / TALENT ACQUISITION
EMPLOYEESHIRING MANAGERS
BIZ + HR LEADERS ACCOUNTABLE FOR….
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WRITING THE STORY YOU WANT TO TELL TO YOUR CANDIDATES TO INTEREST / ATTRACT THEM
HIRING MANAGERS
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CREATE A FEELING OF COMMUNITY
THEY CONVEY YOUR STORY
EMPLOYEES
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AMBASSADORSBY
ESSENCE
HR LEADER ACCOUNTABLE FOR…
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• STAFFING STRATEGY – What?
• RECRUITMENT TEAM STRUCTURE – Who?
• PROCESS & TOOL – How?
BUT MORE THAN THAT….BUILD LINK BETWEEN EVERYTHING AND EVERYONE
BALANCED and AGILE
Strategic vs. Tactical Traditional vs. 2.0 Quantity vs. Quality
THE STAFFING STRATEGY
Be PRAGMATIC & EMPIRICAL HR!THINK LEAN & SIMPLEDECIDE & ACT FASTCHOOSE YOUR BATTLES
BE AGILE - TEST, TRY & ADJUSTACT WITH COMMON SENSE STAY HUMBLE, LISTEN
• BE CLEAR in your DO/DONT’S• BE FIRM• but KEEP SOME FLEXIBILITY…!
• BET on 2.0 but…MODERATELY• HUMANIZE YOUR 2.0 APPROACH
3% Postings45% Referrals52% Strategic Sourcing
Be PRAGMATIC & INNOVATIVE HR!
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Be AGILE HR!The X3 RULE• Interview: 1:3• Phone screen: 1:9• Client approval: 1:30• Submitted to clients: 1:90
Passive candidates as TOP #1 TARGET…TARGET THE BEST MUTUAL FIT ADAPT YOUR COMMUNICATIONDO NOT RUSH THEM! GO STEP BY STEP
HR ACCOUNTABILITIES
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• STAFFING STRATEGY – What?
• RECRUITMENT TEAM STRUCTURE – Who?
• PROCESS & TOOL – How?
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• ARMY OF RECRUITERS or FEW HIGHLY-SELECTED?
• SIMILAR or COMPLEMENTARY SKILL-SET?
• WITH EXPERIENCE IN YOUR INDUSTRY or FRESH FROM FRESH?
• GENERATION X? Y? or X+Y?
QUESTIONS BEFORE STARTING
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• FEW HIGHLY-SELECTED
• COMPLEMENTARY SKILL-SET
• FRESH FROM FRESH
• X+Y
Be RISKY HR!
THE BUILD OF THE RECRUITMENT TEAM
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PARADOX: SPLIT IN TWO THE RECRUITMENT ROLES
BUT DOUBLE THE RESPONSIBILITIES!
UP ONE ROLETWO RESPONSABILITIES
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1 ROLE / 2 RESPONSIBILITIES
DOWNFULL-CYCLE
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HOW A STRATEGIC SOURCER LOOKS LIKE?
WORLD-CLASS COMMUNICATOR
INNOVATIVE
FAST
AGILE
SOLID
THE SYNERGY OF THE TEAM
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THE BUILD OF TEAM SYNERGY
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TREE FOR…SKY IS THE LIMIT!
COLORS FOR TEAM ENERGY
HR ACCOUNTABILITIES
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• STAFFING STRATEGY – What?
• TEAM STRUCTURE – Who?
• PROCESS & TOOL – How?
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CO-SETTING THE RULES OF THE GAME• Strict focus on Priorities 1
• All candidates follow the process…no fast-track!
• Only 1 round for interviews
• Use of generic email boxes for optimal communication flow
• Daily stand-up meetings with clients.
BE COLLABORATIVE
Phase 1: IMPREGNATION (VISUAL) – Day 1Phase 2: STRATEGY: what and where? – Day 2Phase 3: BUILD THE PIPE – Day 3-7Phase 4: SUBMIT YOUR PIPE ONE-SHOT – Day 7Phase 5: CONNECT WITH CANDIDATES – Day 7
Reach out 1 (Day 0) Reach out 2 (Day 2 Reach out 3 (Day 5)
Phase 6: PHONE SCREEN CANDIDATES
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WHAT IS EXPECTED FROM A STRATEGIC SOURCER?
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GREEN ROOM
EXIT
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WHAT IS EXPECTED FROM A CLOSING RECRUITER?
• Leading all on-site interviews• Offer process:
Day 0: Live debriefDay 1: Comp AnalysisDay 2: Offer extended (onsite)
And…
RING THE BELL !!!
And finally…WE DID IT!
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184 HIRES !
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WHAT WE TRIED…OUR WINS AND FAILS!
• VISUAL IMPREGNATION!GREEN ROOM SPECIAL REFERRAL CAMPAIGN – x2!
• COMMUNICATIONS - Special Emails,- E-card
• GENERIC MAILBOX • Other CHANNELS than LinkedIn- Use of GAMING WEBSITES- BLOGS…
• WEEKLY LIVE HR POST-MORTEM
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ET SI C’ÉTAIT A REFAIRE….
• Better ANTICIPATION of Talent market saturation
• Allow time to TRAIN Hiring managers
• Allow more time for INNOVATION
• Allow more time for PASSIVE CANDIDATES strategy
Q&A
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APPENDIXTHE LESSONS
I SHARED WITH YOU TODAY
TAKE THE TIME TO THINK BEFORE ACTING
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• UNDERSTAND AND ANALYSE YOUR MISSION
• MAKE THIS MISSION YOUR EXECUTIVE’S PRIORITY
• THINK STRATEGIC AND TACTICAL
• ACT PRAGMATIC AND EMPIRICAL
AGILITY in ATTITUDE
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• CHALLENGE YOURSELF FIRST
• BE FOCUSED
• BE CLEAR, BE FIRM
• KEEP CONSTANTLY A COMMON SENSE APPROACH
AGILITY in PROCESS AND TOOLS
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• THINK LEAN TO HAVE CLEAR WORKFLOWS
• EMPOWER YOUR CLIENTS AT ANY STEP
• ADAPT/ADJUST IF NEEDED
• ALLOW FEW EXCEPTIONS
• CONSIDER TOOLS AS TIME SAVER not DOers