Post on 25-Feb-2016
description
NIH Innovations in Recruitment1. Corporate Recruitment2. HR Social Media Use at the NIH3. 5-Star Executive Recruitment & Onboarding
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Corporate RecruitmentPresenter: Lori Thompson
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AGENDA
• Corporate Recruitment Overview• Trans-NIH Recruitment Integration• Measuring Success
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NIH Corporate Recruitment Unit (CRU)
MissionTo develop continuous talent pipelines of diverse high-caliber talent to meet the needs of the unique mission of the NIH and to meet the Federally-mandated diversity requirements.
Key Recruitment Strategies:• Develop relationships with key academic institutions,
placement organizations, and professional societies• Represent/coordinate career fairs, conferences, and hiring
events• Arrange on-site interviews and facilitate selections• Present workshops
– Discover a Career at NIH Federal resume workshop– Fall in Love with NIH
• Create powerful marketing strategies
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Diversity Recruitment
Entry level/Student Recruitment (Pathways)
Targeted Recruitment
Corporate Recruitment Components
Scientific Recruitment
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Trans-NIHRecruitmen
t Integration
Trans-NIH Recruitment IntegrationGoal: Create a forum to share best practices, effective marketing and outreach strategies and successful recruiting sources
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Key Strategies:• Promote NIH as “one” organization while preserving the
identity and uniqueness of each IC• Identify events where an NIH presence would be more
effective and powerful than an IC-specific presence• Determine how to maximize resources to achieve the
greatest return on investment (ROI)• Incorporate IC input to enhance marketing efforts
Scientific & Medical Recruitment Forum
(SMRF)Pathways Recruitment Forum (PRF)
Veteran Recruitment/Retention Force
(VRF)
Marketing Recruitment Forum(MRF)
Diversity Recruitment Forum (DRF)Trans-NIH
Recruitment Forum
Veteran Recruitment
Marketing/Outreach
Diversity RecruitmentScientific & Medical
Recruitment
Entry Level/Students
(Pathways)
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Goal: Fill recruitment requirements identified by the ICs
Targeted Recruitment
• Requirements collected in annual survey• Focus on critical shortfall occupations• Identify key professional societies and marketing
strategies• Deploy outreach strategies:• Conference presentations• Public lectures• Research journal articles
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2012 Recruitment Requirements
• 601 Health Science/HSAs245
• 401 Biologists234
• 602 Medical Officers176
• 610 Nurse143
• 2210 IT Specialists120
• 301 Admin & Program Spec116
• 343 Program/Mgmt Analyst93
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Peace Corps, Schedule A, Students
Non-Competitive Hiring
Hiring Options:
•Schedule A
•Veterans
•Peace Corps
•Students
Advantages:
• High-caliber candidates for all types of positions – scientific and non-scientific
• No vacancy announcement needed
• Cost savings • Quicker hiring time• Flexible
Entry Level/Student Recruitment (Pathways)
2012 University Targets *• Gallaudet University• George Washington University• George Mason University• Georgetown University• Howard University• Johns Hopkins University• Morehouse College• Morgan State University• University of Maryland (all campuses)• University of Virginia
Goal: Establish a focused student recruitment plan that targets specific universities to support succession planning efforts • Forge relationship with key
academic personnel at targeted Universities• Develop a talent pipeline• Influence curriculum design• Develop creative venues to attract
students• Seminars, Lectures and NIH campus
tours• Student created marketing
programs• Use STEP/SCEP to secure talent
pending Pathways guidance10
*Example of Targeted Universities- Locales are budget/diversity driven
Diversity RecruitmentGoal: Address NIH recruitment challenges identified in FEORP, MD-715, and other diversity objectives such as 2% Persons with Disabilities goal• Establish relationships with placement organizations• Identify diversity focused professional societies and marketing venues• Incorporate input from target populations and engage them in recruitment activities• Hold special events to achieve diversity goals•Manage and use Diversity Outreach Resource (DOR)
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SCIENTIFIC RECRUITMENT
• Target and attract a diverse pool of Fellows/Trainees• Use a corporate recruitment approach at
multi-disciplinary scientific conferences• Collaborate with NIH scientists to present
the Discover a Career at NIH workshops• Collaborate with NIH scientists to
establish relationships with department heads at renowned scientific and medical academic institutions with diverse populations• Post scientific jobs on the LinkedIn NIH
Career page
Goal: Attract world-class scientists and medical professionals to drive discovery and innovation at NIH
“Your contributions to both the Training Directors Committee to Promote the
Intramural Research Program, unquestionably has built bridges between HR and intramural. I think
it would be good to encourage TDs to join on your school visits as well, Jeremy Swan gave me a
great report on the UMBC recruitment event…You are doing all the right
things with your team.”Brenda Hanning, Deputy Director,
Liaison & Training, NICHD
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Marketing and OutreachGoals: Identify and utilize creative marketing strategies to target specific applicant communities and attract high-caliber talent to NIH
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Key Strategies for 2012:• Establish a corporate approach to IC widely-attended
conferences• Utilize economies of scale with IC advertising (negotiate
group rates)• Use Social Media to share jobs and to engage the public on
NIH career opportunities Maintain calendar of recruiting events
• Redesign the Jobs@NIH web pages• Create IC marketing factsheets using NIH branded template
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IC Marketing Factsheet
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Standard Approach to Exhibiting
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Corporate Approach to Exhibiting
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Recruiting with Social Media •Recruiting with
∙ 150 million users∙ Post and search jobs∙ 12, 750 NIH Followers
•Recruiting with ∙ 500 million users∙ Tweet Jobs∙ 7,612 NIH Followers
•Recruiting with ∙ 850 million users∙ New HR page for recruiting∙ 18,952 NIH Likes on official NIH page
Coming Soon
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HR Social Media Use at the NIHPresenter: John Grill
Social Media at the Office of Human Resources• Uses
– Recruitment– Employee engagement
• Tools– Facebook– LinkedIn– Twitter– WordPress– YouTube– Other Utilities
Social Media General Principles
• Do one or two things well rather than a lot of things poorly
• Use free (and cheap) online tools
• Collaborate with other social media practitioners
• Maintain a consistent and high-quality brand across platforms
• Design for the user experience
Integrated Branding
Web-Friendly Video
• Make content engaging!• Uses
– Vacancy announcements– Recruiting events– Employee engagement
• Video tools– Contract videographers– In-house production
Web-Friendly Video: An Example
Social Advertising
• LinkedIn– For hard to fill vacancies– Search for candidates who have the exact skills,
education, and prior experience– Personalized “InMails”
• Facebook Ads– For hard to target demographic groups– Can advertise recruiting visits, special events, and
unique job vacancies– Advertise to people with specific education, employers,
etc.
Employee Engagement
• Social media doesn’t stop at the door!• Internal uses for social media
– Internal communications– Collaboration– Idea generation
• Internal social media tools– Blogs– Video– Surveys– Yammer
Employee Engagement: OHR Blog
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5-Star Executive Recruitment & OnboardingPresenter: Allison Kruszewski
Overview: 5-Star Executive Recruitment
& Onboarding Programs• Recruit the best possible
candidates for critical senior level positions at the NIH
• Provide the highest level of customer service for senior level candidates
• Deliver a positive first impression of the NIH to prospective hires and represent the NIH as an employer of choice
• Help facilitate a successful transition for new executives into the NIH culture
• Strengthen relationships between OHR and the Institutes and Centers (ICs)
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OHR’s Role in 5-Star Executive Recruitment
& Onboarding • Provides leadership and
oversight for executive recruitment and onboarding
• Develops comprehensive recruitment materials, including binder, SharePoint, and Executive Jobs website
• Cultivates early relationships with candidates; serves as a point of contact throughout the recruitment and onboarding process
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Helping new executives hit the ground running!
• Travel planning and agenda development
• Direct assistance, logistics, and escorting of candidates
• Meeting with IC Directors and OD leadership to collect interview feedback
• Drafting offer letters and correspondence, coordinate lab MOU development, etc.
5-Star Executive Recruitment Program
Dr. Robert Kaplan, Director, OBSSR & Dr. James Anderson, Director, DPCPSI
5-Star Executive Recruitment Program
Services
• Identify a mentor for the new executive
• Arrange for a formal swearing in with Director, NIH and framed photo
• Coordinate personalized, one-on-one HR paperwork and Benefits session
• Recommend and facilitate meetings with NIH leaders
• Coordinate NIH campus tour
5-Star Executive Onboarding Program5-Star Executive
Onboarding Program Services
Dr. Francis Collins, Director, NIH & Andrea Norris, Director, CIT
OHR Executive Jobs Website
• Recruitment Information
• Onboarding Components
• NIH Lookbook– Office of the
Director– IC Top 5
http://hr.od.nih.gov/workingatnih/executive/
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Questions