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Monsanto april22ndpresentationjtn9.0[1]
1. John Torrance-Nesbitt
Director, Employment Branding & Marketing & UR
Global Staffing & Diversity Department - HR – Monsanto
April 22, 2004 Presentation to HRLT
“Improving Diversity Recruiting Results”
Objectives:
Raise Monsanto’s Diversity Recruiting Profile
Build a Diversity-Friendly market reputation
Broaden our potential diverse employment pool
2. Background: A Great Employment Brand
Our Employment Brand is now firmly established in the marketplace
• New recruiting brochures: “Monsanto Careers”; “Seed”; &
“Technology”.
• Upgrades to our Career Section webpage.
• A new Recruiting Video.
• Won several top employer awards programs. We won the Fortune Top
100 Employers and St. Louis Business Journal Employer Awards.
3. Creating Diversity Recruiting
Momentum
2004 & Beyond Challenges
• Raise Monsanto’s Diversity Recruiting Profile
• Build a Diversity-Friendly market reputation
• Broaden our potential diverse employment pool
(3) Key Recommendations: Training, Networks & Image
1. Training: Build more Diversity Recruiting Skills amongst the
recruiting staff
2. Networks: Leverage Monsanto internal Employee networks
3. Image: Expand Monsanto’s image and visibility with the Diverse
candidate pool
Medium –
Long Term • For Monsanto to be recognized in the market place as an employer of
Aim choice for people of color - reaping the associated business benefits of having
a diverse workforce
4. Training:
Building more Training for all recruitment staff
Diversity A full-day AIRS Seminar (St. Louis) “Certified Diversity Recruiter”
Recruiting Skills This full-day workshop delivers research, case studies, and cutting
amongst the edge diversity sourcing tactics which recruiters need to attract
and hire the best diversity talent. The course will cover:
Monsanto’s
Recruiting Staff • Closing Great Diversity Candidates
• What Does a Diversity Job Seeker look for in an organization?
• Reverse Selection & Resume Screening
• Sourcing Great Diversity Candidates
All Recruiters • Best Practices in Internet Advertising
Trained • Active Internet Sourcing, etc..
• How to find diversity candidates' Web resumes and home
As: pages, etc..
Certified
Each Recruiter will be encouraged to sit for the Certification
Diversity
examination at the end of this course in order to become a
Recruiters “Certified Diversity Recruiter “. Each Recruiter will have access
to AIRS’ multi-purpose Diversity Portal
5. Training:
Building more
Diversity
Recruiting Skills
amongst the
Monsanto’s
Recruiting Staff
(Continued)
This training’s purpose:
• Diversity recruitment is a full team approach & effort
• Training leverages and maximizes the diversity effect across all
recruiters
• Skills aid in building a recruitment culture permeated with a diversity
approach
• Skills ensure that Diversity is not an “add-on” but rather an important
and integral part of Monsanto’s overall recruiting strategy
6. Networks
Utilize Monsanto’s In-house Diversity Networks
A Networks’ Committee in Staffing has been formed to leverage Monsanto’s
Internal Networks.
We Will:
Conduct a Summit with the Networks
Train the “Employee Network Ambassadors” (in selling
Monsanto as the preferred place to work)
Gather Organizational Information from all of the
Networks:
(e.g., what organizations do they know about; what
organizations can they (and Staffing) work with in
order to expand Monsanto outreach efforts, etc.)
Benefits of • Potential reduction in cost of hiring
leveraging • Represents a large resource to utilize for Diverse Recruiting
the • Aids in attracting excellent potential source of candidates &
Internal employees
Networks • Aids building integral Diverse Culture
• Aids external image and corporate Diversity reputation
7. Image
Enhance Monsanto’s image and visibility with
Diverse candidates
The conveyed images of Monsanto to the public will affect
recruitment results
• Create a specific brochure profiling people of color at Monsanto
We need to: • Increase use of Diverse media (print & radio advertising)
• Increase use of more Diverse web sites for Monsanto Job Listings
• Increase attendance to Diverse Career Fairs (General & Industry Specific)
• Begin some Organizational Corporate Sponsorship e.g. BDPA, HACE,
MANRRS
Benefits:
• Wider distribution & circulation of Monsanto opportunities
• An enhanced image amongst diverse candidate pool
• Access to increased pipeline of potential diverse candidates at all levels
• A positive and progressive reputation in the market place
• More Diverse candidates on the candidates’ slates
8. More
Diverse
Candidates
Slates
US Diversity
Marketing Recruiting
Recruitment Managers
Strategy Recruitment
Strategy
9. 2004 Diversity Strategy
US-Wide Diversity Marketing/Recruiting Strategy
1) Training: Diversity Recruiting Skills amongst the recruiting staff
2) Networks: Leverage Monsanto internal networks
3) Image: Expand Monsanto’s image and visibility with the Diverse
candidate pool
Staffing Manager Staffing Manager
Staffing Manager
Staffing Manager
Strategy Strategy
Strategy
Strategy
Lines of Business: Lines of Business:
Lines of Business:
Lines of Business:
Foundations Biotechnology
Commercial & Mfg
Commercial & Mfg
(Pilot Effort)
Diversity Sourcing
Researcher
Co-op
10. Expected Results
Increased Diversity on candidate slates
Increased image and ability to attract
POC & Women
Increased momentum and market
reputation
Building a greater recruiting network
both internal & external (e.g.
MANRRS, HACE, etc.)
11. What We Need From You: HRLT
Your support, encouragement and
influence (in working with the Hiring
Managers)---in conveying the consistent
message about the continued important of
inclusive hiring practices,
which will lead to broad and deep
diversity across the board;
Your participation to let us know where
the issues are;
Our next challenge is to raise Monsanto's profile with the pool of diverse candidates (who could potentially end-up on our candidate slates). We absolutely need to begin to build a reputation for being diversity-friendly . This effort will take a long-term sustained approach , rather than a quick fix. This approach will require some new targeted initiatives over time in order to create sustained momentum around our diversity recruiting efforts My recommendations for (both) enhancing Monsanto image to a diverse candidate pool and attracting more diversity on to the candidates' slates are (1) skills training for the recruiting staff; (2) establishing deeper relationships with the internal networks; and (3) enhancing Monsanto image and visibility with the diverse candidate pool. Medium - Long Term Aim / Purpose For Monsanto to be recognised as an employer of choice for people of colour - reaping the benefits of a diverse workforce.