Recruit the market

Jan Paul LotteringSr Consultant HR – ING Operations & IT Banking

ING 2

Looking for ….

3 to 5 competent lead architects with good communication skills.

Profile:

Key responsibilities •Does the intake with the customer;

•Advices the customer about infrastructural solutions;

•Makes sure that the solutions fits the ING infrastructure (standardization if possible).

Technical skills •Has knowledge of multiple domains (connectivity, data & workflow, application hosting, development hosting and package hosting);

•Has knowledge of architecture concepts, methods and techniques.

Key competencies Strong communicator (persuasiveness), team worker, customer focused, innovative, high on relation networks, empathy with the company, strong analytical skills, has a strong drive (performance motivation), professional expertise/ market focus.

ING 3

Mission impossible?!?

ING 4

Or possible….!

Finding the right people for the right job is not the easiest thing these days.

The market moves and turns fast, and each organisation wants to have the same people at the same time.

So how do we get the right and the best people for ING?

Anticipate the market and get the best talents We have to be innovative, creative and act fast.

Recruitment campaign Infrastructure

ING 5

Process and organisation

Focuson the profile

Create traffic

Pre select

Selectionday &

decision

2 weeks 3 weeks 1 week 2 days

Vendor ING…ING

New Employee(s)

Sponsor

HR

Vendor

Intermediair

Line management

Vendor

Mindgame

Fast Focused

Innovative

ING 6

Process flow

Internet Campaign

banner

Game CV’s

2000

visitors

1500

players

180

CV’s

Mindgame

Intermediair

Selection 15

Match!! 3

ING 7

Key learning points

Innovative, fast in execution

Contribution in brand image (over 2000 people)

Large cv collection (180)

All participants in selection were inspired and gave positive feedback.

Effective cooperation management and HR

Insufficient focus on the game and profile resulting in a larger list of cv’s. Suggestion => pilot the game on ING role models.

The process step from game to selection event is too big, resulting in a lower amount of positive candidates. Suggestion => create pre-selection events (chat, speed dating, etc.)

ING 8

Recruitment and Internet ?

Yes, but focus on the exact profile you need.

No, not al candidates are on the internet. Know the need and the community they’re in.

New recruitment activities:• March 2008, ING technology recruitment event linked to Formule 1.

Internet campaign set up by external party. 100 visitors, no candidates hired, but good promotion for ING brand.

• July 2008, 5 dual students have started. No internet, direct seller.

• August 2008, 4 International management trainees hired based on selection CV’s that were submitted by internet.

Thank you

And good luck at finding me.