#firmday 15th nov 2013 jutta kremer gartner candidate care from an international perspective
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Candidate care from an
international perspective
The FIRM event
London, 15th November 2013
Jutta Kremer at Gartner
Senior Recruiting Relationship Manager
Background
German national
Masters in Modern Languages (German, English and French)
In England since 2003
Also lived in Luxembourg and France
Agency, on-site & in-house recruitment experience
Joined Gartner in 2010
Acknowledged for outstanding candidate care
Importance of Candidate Care
Introduction to Gartner
Gartner’s global recruitment
Awareness of cultural differences
Effective candidate cultivation
How to put it into practise?
Your experience
Agenda
Three key reasons for developing a strong ethos of candidate care:
Job acceptance rates
Treatment during recruitment process (83% impact)
Recruiter’s empathy
Business impact
Potential future client
Branding
Attracting new staff
Talent pooling
Word of mouth
A positive candidate experience is a
competitive advantage
(Sources: Wise Council, www.ere.net & W.R. Boswell’s research)
Introduction to Gartner
Gartner
delivers the
technology related insight
necessary for our clients to make
the right decisions,
every day.
Global overview
5,800 associates
85 countries
47 languages
Revenue: 2012 $1.6 billion
Double digit revenue growth
Core business units
Research
Consulting
Executive Program
Events
Interlinked by Sales (2,000 associates)
Gartner at a glance
Gartner’s global recruitment
Globally
85 associates
Team based in US, APAC & EMEA
1500 new hires per year
96% direct sourcing in 2012
35% referrals
EMEA HQ in UK
Over 20 associates
500 new hires per year
Recruitment team
Recruitment across 20 countries in EMEA
Remote stakeholder relationship
Language fluency
International relocation
Brand known mainly in technology market
Compensation challenges in some markets
No. 4 on Glassdoor
Therefore a differentiated candidate experience is critical!
Challenges
Awareness of cultural differences
12 12
Categorizing cultures
Task oriented highly organized
planners
Introverted, respect-oriented listeners
Multi- Active
Linear- Active
Reactive
interaction
difficult
People oriented loquacious interrelators
Adapted from R.D. Lewis “When Cultures Collide – leading across cultures
13 13
When cultures collide Cultural type model
Cultural Types: Color Coding
Linear-Active, Multi-Active
Reactive Variations Multi- Active
Linear- Active
Reactive
India
Indonesia, Philippines
Korea
China
Africans
Arabs
Iran, Turkey France
Belgium
Australia, Denmark
Netherlands, Norway
Hispanic American
Italy, Spain
Russia
USA
Switzerland Germany
UK Sweden Finland Canada Singapore Japan Hong Kong
Vietnam
Adapted from R.D. Lewis “When Cultures Collide – leading across cultures
Effective candidate cultivation
Candidate expectation:
Professionalism
Reliability
Transparency
Availability
Empathy
Trusted advisor
Golden rules:
Dialogue versus monologue
Mirror concept
Individual approach
Constructive feedback
Preparation & follow-ups
Be closest point of contact
After care
Make the difference
“High touch” candidate care
Continuous and constructive communication
Direct sourcing model
Quality focus + Cultural awareness = Team mindset
Standardised selection process
Scientific approach / clear articulation of stages
Globally consistent
Fair and accurate assessment / un-emotional decisions
Corporate culture
Collaboration with business / recruitment highly valued
Continuously seeking for improvement
Selection process reflects corporate culture
World class candidate care
No limits mindset!...going the literal extra mile for candidate care.
17
Let me through!! I’m a
Recruitment Coordinator....
I don’t remember this
in my job description
“[...] is the most professional Recruiter I ever worked with.”
“Her enthusiasm is catching and she gives the best first impression a company can give through a recruiting process.”
“With her likeable voice she understands how to handle human beings.”
“[...] is an enormous professional, focused in manner and form in timing, with very quick feedback any time, very passionate, educated
and with a big heart and of course always with humility.”
“[...] always transmits you the next steps and the possible stoppers.”
“[...] acts in her role in a highly professional manner.”
“I strongly recommend her services!”
Recommendations
How to put it into practise?
Individual recruiter
The first impression
Ensure positive outcome
Constructive feedback
Cultivation through difficult conversation
Empower candidate to be successful in the future or with other companies
Business strategy
Selection process reflects corporate culture
Establishing best practise in your
individual recruitment capacity
Candidate cultivation success story
International recruitment model
Formal candidate care process
Candidate ownership
Frustrations with stakeholders
Your experience
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