all is about agility€¦ · 2011 build biz plan, studio values 2012 ... • talent market and its...

STAFFING / SOURCING STRATEGIES:

ALL IS ABOUT AGILITY

Anne LacombeWarner Bros

Self-Introduction

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AGILITYADAPTABILITY

SOME CONTEXT

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2010 START-UP, START FROM SCRATCH

2011 BUILD BIZ PLAN, STUDIO VALUES

2012 ……

THE REAL STORY STARTS HERE….

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January 2012…back from Xmas break…

IN LESS THAN…6 MONTHS

+165 HIRES

Option 1

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CRY

SHOUT

and LEAVE

Option 2: LESSONS FROM LIFE

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SPORTPRACTICEAT HIGH-LEVEL

KEY-TAKEAWAYS

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BE COMPETITIVE…WITH YOURSELF

BE FOCUSED…TAKE THE CHALLENGES ONE BY ONE

ALL IS ABOUT MENTAL

NOW LOOK AROUND YOU…

• Dimension 1: YOU and YOURSELF

• Dimension 2: YOU and YOUR ECO-SYSTEM

• Dimension 3: YOU and YOUR COMPANY

You with Yourself

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• Understand your mandate

Recruit in 6 months what is usually possible to do in 18 months

You and Your eco-system

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Know your environment:• Industry, • Talent market and its dynamics.

Highly-competitive (Talent) market

You and Your Company (Cy)

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• Cy culture vs. your challenge

• Cy working operating principles vs. your challenge

• Who owns Time / Budget / Decision?

Established Multinational vs.

Start-up disruptive pace

AFTER THE WHAT, the WHO? WHO ARE THE PLAYERS…your support?

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• YOUR BEST AMBASSADORS

• YOUR BEST AMBASSADORS

• YOUR BEST MESSENGERS

• YOUR BEST MESSENGERS

• CO-WRITING THE STORY

• BUILDING TEAM, PROCESS, TOOL

• CO-WRITING THE STORY

• BUILDING TEAM, PROCESS, TOOL

• WRITING THE STORY FOR THE CANDIDATES

BIZ EXECUTIVES

HR / TALENT ACQUISITION

EMPLOYEESHIRING MANAGERS

BIZ + HR LEADERS ACCOUNTABLE FOR….

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WRITING THE STORY YOU WANT TO TELL TO YOUR CANDIDATES TO INTEREST / ATTRACT THEM

HIRING MANAGERS

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CREATE A FEELING OF COMMUNITY

THEY CONVEY YOUR STORY

EMPLOYEES

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AMBASSADORSBY

ESSENCE

HR LEADER ACCOUNTABLE FOR…

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• STAFFING STRATEGY – What?

• RECRUITMENT TEAM STRUCTURE – Who?

• PROCESS & TOOL – How?

BUT MORE THAN THAT….BUILD LINK BETWEEN EVERYTHING AND EVERYONE

BALANCED and AGILE

Strategic vs. Tactical Traditional vs. 2.0 Quantity vs. Quality

THE STAFFING STRATEGY

Be PRAGMATIC & EMPIRICAL HR!THINK LEAN & SIMPLEDECIDE & ACT FASTCHOOSE YOUR BATTLES

BE AGILE - TEST, TRY & ADJUSTACT WITH COMMON SENSE STAY HUMBLE, LISTEN

• BE CLEAR in your DO/DONT’S• BE FIRM• but KEEP SOME FLEXIBILITY…!

• BET on 2.0 but…MODERATELY• HUMANIZE YOUR 2.0 APPROACH

3% Postings45% Referrals52% Strategic Sourcing

Be PRAGMATIC & INNOVATIVE HR!

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Be AGILE HR!The X3 RULE• Interview: 1:3• Phone screen: 1:9• Client approval: 1:30• Submitted to clients: 1:90

Passive candidates as TOP #1 TARGET…TARGET THE BEST MUTUAL FIT ADAPT YOUR COMMUNICATIONDO NOT RUSH THEM! GO STEP BY STEP

HR ACCOUNTABILITIES

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• STAFFING STRATEGY – What?

• RECRUITMENT TEAM STRUCTURE – Who?

• PROCESS & TOOL – How?

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• ARMY OF RECRUITERS or FEW HIGHLY-SELECTED?

• SIMILAR or COMPLEMENTARY SKILL-SET?

• WITH EXPERIENCE IN YOUR INDUSTRY or FRESH FROM FRESH?

• GENERATION X? Y? or X+Y?

QUESTIONS BEFORE STARTING

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• FEW HIGHLY-SELECTED

• COMPLEMENTARY SKILL-SET

• FRESH FROM FRESH

• X+Y

Be RISKY HR!

THE BUILD OF THE RECRUITMENT TEAM

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PARADOX: SPLIT IN TWO THE RECRUITMENT ROLES

BUT DOUBLE THE RESPONSIBILITIES!

UP ONE ROLETWO RESPONSABILITIES

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1 ROLE / 2 RESPONSIBILITIES

DOWNFULL-CYCLE

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HOW A STRATEGIC SOURCER LOOKS LIKE?

WORLD-CLASS COMMUNICATOR

INNOVATIVE

FAST

AGILE

SOLID

THE SYNERGY OF THE TEAM

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THE BUILD OF TEAM SYNERGY

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TREE FOR…SKY IS THE LIMIT!

COLORS FOR TEAM ENERGY

HR ACCOUNTABILITIES

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• STAFFING STRATEGY – What?

• TEAM STRUCTURE – Who?

• PROCESS & TOOL – How?

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CO-SETTING THE RULES OF THE GAME• Strict focus on Priorities 1

• All candidates follow the process…no fast-track!

• Only 1 round for interviews

• Use of generic email boxes for optimal communication flow

• Daily stand-up meetings with clients.

BE COLLABORATIVE

Phase 1: IMPREGNATION (VISUAL) – Day 1Phase 2: STRATEGY: what and where? – Day 2Phase 3: BUILD THE PIPE – Day 3-7Phase 4: SUBMIT YOUR PIPE ONE-SHOT – Day 7Phase 5: CONNECT WITH CANDIDATES – Day 7

Reach out 1 (Day 0) Reach out 2 (Day 2 Reach out 3 (Day 5)

Phase 6: PHONE SCREEN CANDIDATES

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WHAT IS EXPECTED FROM A STRATEGIC SOURCER?

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GREEN ROOM

EXIT

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WHAT IS EXPECTED FROM A CLOSING RECRUITER?

• Leading all on-site interviews• Offer process:

Day 0: Live debriefDay 1: Comp AnalysisDay 2: Offer extended (onsite)

And…

RING THE BELL !!!

And finally…WE DID IT!

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184 HIRES !

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WHAT WE TRIED…OUR WINS AND FAILS!

• VISUAL IMPREGNATION!GREEN ROOM SPECIAL REFERRAL CAMPAIGN – x2!

• COMMUNICATIONS - Special Emails,- E-card

• GENERIC MAILBOX • Other CHANNELS than LinkedIn- Use of GAMING WEBSITES- BLOGS…

• WEEKLY LIVE HR POST-MORTEM

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ET SI C’ÉTAIT A REFAIRE….

• Better ANTICIPATION of Talent market saturation

• Allow time to TRAIN Hiring managers

• Allow more time for INNOVATION

• Allow more time for PASSIVE CANDIDATES strategy

Q&A

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APPENDIXTHE LESSONS

I SHARED WITH YOU TODAY

TAKE THE TIME TO THINK BEFORE ACTING

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• UNDERSTAND AND ANALYSE YOUR MISSION

• MAKE THIS MISSION YOUR EXECUTIVE’S PRIORITY

• THINK STRATEGIC AND TACTICAL

• ACT PRAGMATIC AND EMPIRICAL

AGILITY in ATTITUDE

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• CHALLENGE YOURSELF FIRST

• BE FOCUSED

• BE CLEAR, BE FIRM

• KEEP CONSTANTLY A COMMON SENSE APPROACH

AGILITY in PROCESS AND TOOLS

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• THINK LEAN TO HAVE CLEAR WORKFLOWS

• EMPOWER YOUR CLIENTS AT ANY STEP

• ADAPT/ADJUST IF NEEDED

• ALLOW FEW EXCEPTIONS

• CONSIDER TOOLS AS TIME SAVER not DOers