1. 1. Building the C-Suite: Effective Executive Recruitment Strategies Monica Roberts Director, Executive Recruitment and Diagnostics AbbottRob Dromgoole Recruiting Team Lead National Security Directorate Pacific Northwest National Laboratory @Rheadhunter
2. 2. EXECUTIVE RECRUITMENT and how you can be the BEST headhunterMONICA ROBERTS Director, Executive Recruitment and Diagnostics Abbott2#intalent
3. 3. CORPORATE OVERVIEWINSERT VIDEO3Human Resources | Mobile Recruitment Strategies That Actually Work#intalent
4. 4. LETS REWIND 4 YEARS BACK 4#intalentReactive Mode Low Perception Lack of Competitive Intelligence Costly Channels New Markets
5. 5. It was clear thatsomething different we had to doand create acompetitive, sustainable, in-house executive recruitment organization5#intalent
6. 6. 6#intalent
7. 7. DEFINEWHAT BUSINESS ARE YOU IN? Prioritize and simplify Identify key functions and key markets iRecruitGM Project Dedicated Executive Search Consultant Mapping High Touch Customer Services Showcase Business ImpactCOST AVOIDANCE7TIME TO FILLCUSTOMER SERVICE#intalent
8. 8. EXPAND PLAY TO YOUR STRENGTHS... Critical Talent Pipeline Investments to build our network: LinkedIn Talent AD Campaigns LinkedIn Talent Direct Campaigns Behavioral Advertising Dedicated Resource COST TIME TO CUSTOMER PIPELINE AVOIDANCE FILL SERVICE HEALTH8#intalentDIRECT EXEC HIRES
9. 9. ABBOTT SEARCH CONSULTANT GROUP9#intalent
10. 10. TALENT AD CAMPAIGNS Rich Media Banner10#intalent
11. 11. ABBOTT CONFIDENTIAL POSITION A Search ProspectsContacted88 100%88 100%ResponsiveQualified 15 43%35 40%Short List 4 27% Not ContactedNon Responsive0 0%53 60%DisqualifiedCandidate or Abbott decline22 63%Search Strategy Define Qualifying Criteria Strong Leadership and successful track record of developing staff Experience in all or several of the following countries: A,B, C, D Ability to relocate to XX P&L Responsibility of at least XX million USD11#intalent11 73%S W** D S** G G** E A **
12. 12. CHANGE THE GAME Launch of ProTA 12External Talent Review Sessions Candidate Management-CRM Tool Customer Experience Business Impact#intalent
13. 13. EXTERNAL TALENT REVIEW SESSION13#intalent
14. 14. 14#intalent
15. 15. OUR CURRENT STATUS Performance Chart 5.0054.754.754.75DE4.2543210 AB SCGCAbbotts Search Consultant Group was responsible for 82% of external hires 15#intalent
16. 16. HOW DO YOU SUSTAIN IT? OrganizationShow the ImpactPeopleBalanceChannelsReprioritization /Reposition16#intalent
17. 17. KEY LEARNINGS 50 % of the success will come from focus Start simple but do it extraordinarily well Local experience matters All about creating value to the business Not recruitment Change requires perseverance and a ton of business support How do you tell the story is biggest accelerator17#intalent
18. 18. Building the C-Suite: Effective Executive Recruitment Strategies Rob Dromgoole Recruiting Team Lead National Security Directorate Pacific Northwest National Laboratory @Rheadhunter
19. 19. Who Am I? U.S. Army Veteran Recruiter Internet startup, high-tech computing, financial services Pacific Northwest National Laboratory#intalent
20. 20. Why I Recruit for PNNL $1B in R&D expendituresMore than 4,400 staff2000+ users and visiting scientists1,041 peer-reviewed publicationsMission-driven collaborations with government, industry, academia Operated by Battelle since 1965 DOEs top-performing lab for 5 years44 patents and 176 inventions#intalent
21. 21. PNNL Recruiting Realities Limited brand recognition Little to offer: no stock options small bonus; notfor-profit offer packages Remote location#intalent
22. 22. Winning Formula Recruiters strategically align with internal partners Performance profile Know the competition Pick up the phone Tell the PNNL story Use LinkedIn!#intalent
23. 23. State of Recruiting at PNNL 22,000 applicants per year average Recruiting technology budget less than $100k Four full-time recruiters 35-45 roles per year 10-15 executive and strategic roles per year Staff roles too Almost every search is a 2-person situation OFCCP, EEO and regulations touch everything we do; compliance is a minimum expectation Referrals fill only one-third of the roles No agencies in nine years No sourcing team; we do it all!90% offer acceptance rate! #intalent
24. 24. Example 1 A new Chief Operations Officer Know your competition!#intalent
25. 25. Map out the organizational charts#intalent
26. 26. Call your top targets .#intalent
27. 27. Close the Deal The PNNL mission, vision and values We know the candidates We prepare for the counter offer We never, ever deliver a written offer until there is verbal acceptance Dr. Tammy Taylor Chief Operations Officer National Security Division, PNNL#intalent
28. 28. Example 2 Chief Scientist Carbon Capture and Storage#intalent
29. 29. #intalent
30. 30. Map out the organizational charts#intalent
31. 31. Call your top targets .#intalent
32. 32. Close the Deal Its about the mission, vision and values We know the candidate. We prepare for the counter offer. We never, ever deliver a written offer until there is a verbal acceptance.#intalent
33. 33. Example 3 Fukushima Nuclear Plant
34. 34. #intalent
35. 35. Map out the organizational charts#intalent
36. 36. Call your top targets .#intalent
37. 37. Close the deal Its about the mission, vision and values We know the candidate. We prepare for the counter offer. We never, ever deliver a written offer until there is a verbal acceptance.#intalent
38. 38. Key Takeaways The formula works! You do not have to hire an agency. Partner with your client. LinkedIn works at the C-Level!