Collaborative Hiring On All Cylinders
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We all know hiring is a team sport - but how do you go beyond referrals to successfully engage and mobilize your entire enterprise? In his presentation, Infor's Head of Talent Acquisition David Nason shares advice on how to build strategic relationships with all functions at your company. He covers how to create high-impact cross-functional hiring teams, use technology to drive fast and fluid collaboration, and hire with predictability.
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Collaborative Hiring On All Cylinders
- 1. Collaborative Hiring on All Cylinders Vice President, Talent Acquisition David Nason @DavidNasonTA
- 2. Hiring on all Cylinders 1.Create High-Impact cross-functional hiring Teams 2.Use technology to Drive fast and fluid Collaboration
- 3. Infor acquires ● Event: JavaFest 2017 ● Place: Austin -Buenos Aires ● Price: Your job
- 7. don’t do it alone…
- 8. Build a Team
- 9. High-Impact Teams Have defined Goals Have defined Roles Are Time Bound…
- 10. Not so high-impact teams
- 11. High-Impact Teams ● Get more done ● Have more fun ● Beat deadlines more effective 150 %
- 12. Austin - Buenos Aires 11/2016 ● Kickoff ● Loving Guardrails ● Stakeholder Calls
- 13. Cross-Functional Teams • Be the silo buster in your world • You will become great
- 15. High-Impact Team Families 1. Front door 2. Evaluation team 3. “Recruiting Team” 4. Closing team
- 16. Front Door Make all your impressions Count
- 18. “Recruiting Team” Identify Targets Get to know them Get them excited Q A I
- 19. Closing Team Hiring Manager Recruiter Executive Sponsor
- 20. Use technology to drive fast and fluid collaboration and Hire with predictability The 3 Keys to Great Technology Visibility Accountability Collaboration
- 21. Austin – Buenos Aires 3/2017 ●Phase 1 complete ●155 new starts ●7 days time to decision ●2 candidates for hire ●45 days
- 22. Q&A
- 23. Thank you! David Nason Vice President, Talent Acquisition @DavidNasonTA
Hinweis der Redaktion
- Infor Population 16500 Starmount Population 45 More than triple the size of the company in 90 days. 45-145 May sound small to some, large to others, but as you’ll see I apply the same process to hiring 5000 to hiring 20…
- Look at that gorgeous Mountain
- Carrying this… Hard, even impossible right? But, would you carry this watermelon over that mountain…
- To save this little girl? If you had to do this alone, it would be monstrously difficult wouldn’t it? Wouldn’t it be better as a team? Best teams have players, who know their position, understand yours, do their job, and help
- Have you ever been on a dysfunctional team? Sat in endless meetings you could never get out of? Stuck forever on a team?
- HBR reports that Goals Roles Time bound
- Stay in your lane…but help People can be on more than one team
- Close your eyes and think of the last place you went where the reception was phenomenal What were some of those elements? Welcoming They knew your name / who you were Offered you something What didn’t they do? Social Media team, career site, candidate marketing…
- What might this team be responsible for? 5 KEY DIMENSIONS OF THE BEST HIRE Their role is to take your candidate through a full cycle fact based behavioral process. Time bound If the candidate meets the requirements / hire
- Qualified Available Interested Get to know them Get them excited
- Hiring manager Recruiter Other scenarios…sure…
- Sun 1000 Outside Sales in 120 days Cisco 30% to 76% external hires – 5000 6 months Global Business Units Zuora, LivePerson etc.