1. Goal
Talent
Acquisition
July, 2014

2. Goal Index
Talent Acquisition Strategy
Goal
On boarding
Selecting
Current Situation
Sourcing
Hiring
7
6
5
4
3
2
1

3. Goal Situation
• Needtostandardizeanddeployunderstandingoftalent
acquisitionguidelines,policiesandprocesses.
• Lackofasystemthatintegratesallstagesoftheprocess
“Intelexionnigthmare”
• Improvecommunicationandsharebestpractices
constantly(talentpool)
• Alargequantityoftimeinvestedonadministrativetasks
• EmployeeValueproposition(EVP)
• Companybranding
• Employeebranding(endo-marketing)

4. GoalGoal
Goal: To evolve process, procedures
and tools in order to attract Talent
with the required skills to leverage HR
as strategic partner of the business
TPM: “Right people in the right place

5. Goal
t(Screening, assessing and
decision making)
Heineken México
Screening:
We Pow enhancement
Assesing:
• On line evaluations aligned to
leadership competencies
• On line Integrity evaluations
Decision Making:
• Compentency Based
Interview
• Panel Interviews
SelectingSourcing
((Offering a job and finalising
the contract).
Heineken México
Implement an ATS that
populates most of the SAP
information and improves
the record retention by
having all hiring
documentation on line
Hiring
(Creating a pool of quality
candidates and preliminary
screening).
Heineken México
• Sourcing strategy
University Relations
• Front Line sourcing strategy
Empleo Listo
Government events
Technical Schools
• Social Media
Facebook
Linked In
Increase capacity
on free job boards
Leverage Internal Job
Posting
321
Global Standard Recruitment Process

6. Talent Acquisition
Sourcing Strategy

7. Goal Integral Sourcing Strategy
Tecate
Brewery
Navojoa
Brewery
Orizaba
BreweryGuadalajara
Brewery
Toluca
Brewery
Monterrey
Brewery
Northwest
Market Direction
Centre
Market Direction
Southeast
Market Direction
Northeast
Market Direction
West
Market Direction
South
Market Direction
Gulf
Market Direction
Identify
Most Important Universities and
classified them as
Strategic
Functional
Functional University: The Schools from where we have hired the
most on the last 5 years
Strategic University: Recognized institution even though
we have not necessary hired from it
KPI: % Sourcing Effectiveness: Number of hires per source

8. GoalStrategic & Functional Universities
Universidad Autónoma
de Nuevo Leon
ITESM
UNAM
ITSON
Universidad Autónoma
de Guadalajara
Universidad Autónoma
del Estado de México
Universidad la Salle
Universidad
Iberoamericana
UDEM
Universidad Autónoma
de Baja California
Universidad Autónoma
de Yucatan
Benemérita
Universidad Autónoma
de Puebla
Universidad Anahuac UVM
Strategic
Functional

9. Goal Value Proposition: Sourcing
”Y” generation and now ”Z” are represented by young
people that looks forward to belong to a company
with strong principles and values. Traditional
Compensation and traditional leadership are not
attractive to these generations. Flexibility, green
philosophies and meritocracy are features that may
engage them.
Party host with
the theme
“responsible
consumption “
University Job
Fair
One day where all our brands are
promoted.
Ex Co members participation as keynote
speakers empowering company values
such as ”Brewing a Better Future”
Each University has an establish calendar
with recruitment events schedule.
Calendar will be based on 2013 hiring's
and potential special projects
Annual Party where guests are students
from the most important Universities in
the Country.
Each student will earn the entrance
thought a contest. On this event, company
values will be disseminated as branding
strategy for Y an Z generation
CM day
KPI: % Sourcing Effectiveness: Number of hires per source
Adrian Carrera
With this project México will be taking part of the
Global efforts in regards EVP leveraging Heineken as
a Great Employer

10. University events not only
to recruit talent but
consumers too
If we create an
unforgettable
experience
Positive opinion widespread
among family and friends
Lets WOW this new generation….

11. Potential Commercial impact on the following brands

13. University Approach
Recruiter: Talent
Acquisition Member
Functional Recruiter:
Hiring Manager with
vacancies or potential
vacancies
Team Leader: Related Hi Po
to lead the team as a
development activity
HRBP: Human Resources
Representative
Functional Relation to the
University
Executive
Sponsor
Team
Leader
Recruiter
Functional
Recruiter
HRBP
Functional
Recruiter
Talent
Acquisition

14. Employer Branding
Quality
Innovation
Sustainability
Responsibility
KPI: % Sourcing Effectiveness: Number of hires per source

15. GoalStrategic & Functional Technical Schools
C.B.T.I.S CECATI
CONALEP
National contact to spread our job offers
Through their job portal (on line / brochures)
KPI: % Sourcing Effectiveness: Number of hires per source

16. Innovative
recruitment
sourcing
Formal Incursion
on additional free
job boards
KPI: % Sourcing Effectiveness: Number of hires per source

17. At the end of 2013 RYS conducted a Focus group, 11
attendees (HRBP, Hiring Managers and employees
that had participated in process as a candidate)
provided information on the opportunity in the
process.
From this exercise …….
KPI: % Sourcing Effectiveness: Number of hires per source

18. Goal Goal
To improve credibility on the internal
job posting system that favors placing
the right internal candidate in the
correct position

19. Goal Job Posting Quick Wins
*Guidelines
Exception criteria were included into the policy
*Same candidates applying to all positions
Maximum of 2 postings per year per candidate. Two open
processes simultaneously
* Gender Diversity
A woman should be include on the final list of candidates
*Communication
Weekly communication where all open positions are deploy trough
email and also the posting procedure is reinforced
Vozes internal magazine article to clarify JP guidelines and
procedure

20. Goal Weekly notification of vacancies
KPI: % Sourcing Effectiveness: Number of hires per source

21. Goal Main changes to deploy
POSTING TIME guidelines
The posting time of any vacancy is 10 days maximum.
Internal and External posting will occur at the same time
POSTING EXCEPTIONS when...
Transfers and/or assignment of an employee based on immediate business needs or
development plans with the purpose of consistency with company PM process
In the case where exists a replacement card “ready now” to take the role and
previously defined as part of the Succession Planning we may chose not to post the
position .
In case of organizational re-structure, the movements should be performed with
existing staff to protect talent from that particular organization.
When an expat assignment ends and the employee needs to return.
Positions that due technical complexity external talent is required.
If re-evaluating a position leads to an up grade and the employee successfully
performs the functions of the position.

22. Goal Communication plan
Jun Jul Ago Sept Oct Nov Dic
Written
communication
Face to Face communication throughout all the organization at
forums such as weekly staff meetings
Written
communication to
all the organization
Written
communication to
Top 300
Infored Job Posting Banner.
Constant communication to the recruiters and HR people in
order to assure the proper message is deploy along CM
organization
Organization
Ex. Co.
Top 300.
TA and HRBP.
Business Units

23. Talent Acquisition
Selecting

24. Goal Selecting
1 Screening
Enhance video interviews:
• Time efficiency
• Cost Reduction
• Candidate experience
2 Assessing
• On line evaluations aligned to leadership competencies
• On line Integrity evaluations
Decision Making:
• Compentency Based Interview
• Panel Interviews
KPI: Hiring Manager Satisfaction Index: % of satisfaction related to the recruitment process

26. Talent Acquisition Hiring Process

27. KPI follow up We have implemented an excel Talent
Acquisition format located on HR share point
to track open positions and KPI´s such as
recruitment source and time to fill
This is a temporary measure as the implementation of an Applicant
Tracking System is defined as part of the HR transformation Business
Case.

28. On Boarding Improvement
Goal: Standardize and strengthen the process including important information from
Company through an innovative platform
New threads
TPM
SHE
Business Unit Information
Corporate training
New retirement plan
Improvements:
Payroll card
“Orienta OS” Content
Sales road outings
Functional on boarding guide
Walcome email
Welcome Kit
KPI: On boarding employee´s certification: % employees that successfully accomplish the on boarding program