Talent Acquisition Webinar Sept 30, 2010 v5 Wo Poll Slides

8/8/2019 Talent Acquisition Webinar Sept 30, 2010 v5 Wo Poll Slides

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Exploring new frontiers in Talent Management:

A conversation about

Talent AcquisitionSept 30, 2010

11:00 AM 12:00 PM PDT


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IntroducingRanu Gupta

Ranu Gupta is a seasoned HR and Talent Management Consultant with 15

years experience working across Hi-tech, IT Services and Consumer Goods

organizations with GE, P&G and Applied Materials in North America and Asia.

Ranu has a reputation for designing and delivering high-quality strategic HR

and Learning initiatives to a geographically dispersed multi-cultural audience,leveraging a variety of web 2.0 collaboration and learning tools.

His specialties include Talent & Performance Management, Training Design

and Delivery and Global Cross Cultural competence. Ranu recently produced

and moderated a well received Global Leadership Webinar Series viewed by

over 500 participants from across the world, featuring five authors and

thought leaders developed around Marshall Goldsmith's best-selling book.Ranu is an MBA in HR and OD, a Six Sigma Black Belt and is a Bachelor of

Science.

Moderator

& Producer of

this

Webinar Series


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Purpose of the Webinar Series

To promote new and innovative thinking

around Talent Management

To explore new ideas and trends in this field

To learn from real life practical examples ofsome of the best and brightest in the field


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Three Stages of Talent Management

TalentAcquisition

HIRE

TalentDevelopment

DEVELOP

TalentRetention

RETAIN


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5 phases of the

Talent Acquisition processWorkforce Planning

What are our most important business challenges?

What are the key skills and competencies needed to achieve our business goals?

How can we systemically ensure there is the required talent to deliver on our business strategy?

Employer Brand and Outreach

What is our compelling story, our Unique Sell Proposition?

Why should People come to work for us and stay with us?

How do we get our Story out there with impact to the right Target Audience?

Search

Where does our Talent pool reside?

What skills can we build, and what skills we have to buy?

How do we build ongoing access to the right Talent pool?

Selection

How do we determine the right fit for us?How do we ensure we are assessing the right fit?

Can we predict the long term success of our hiring decisions?

Closing the Deal

How do we determine whats the 3 most important reasons a candidate will want to work for us?

How do we communicate this and make a compelling offer?

Should one negotiate and how much?


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AgendaOverview, Agenda and Introductions by Ranu Gupta

Section 1: WORKFORCE PLANNING Discussion lead by Dart Lindsley of Cisco

Section 2: EMPLOYER BRAND AND OUTREACH Discussion lead by Chris Galyof Intuit

Section 3: SEARCH Discussion lead by Robert Lopresto of Duran HCP Retained Executive Search

Section 4 : SELECTION Discussion lead by Amelia Merrill ofRMS (RiskManagement Software)

Section 5: CLOSING THE DEAL Discussion lead by Paul Vagadori of Zoosk

Wrap up by Ranu Gupta


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QUESTION 1: WORKFORCE PLANNINGDiscussion lead by Dart Lindsley of Cisco

How do you balance the need to plan andmanage your bench strength with the agility

needed to adapt to the uncertainty,especially of the last 2 years?


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Workforce Planning

Key Messages

Purpose of Workforce Planning is Pre-sourcing

and Capacity Planning

Fails to work most times, because history is not

always a good predictor of the future and

strategic direction is too high level

Our best bet - Develop the agility to respond to

unpredictable demand


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QUESTION 2: EMPLOYER

BR

AND ANDOUTREACHDiscussion lead by Chris Galy ofIntuit

With the economic uncertainty

waning, what are you doing to attract

the best and brightest?


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Employer Brand and Outreach

Key Messages

Brand is an emotional, physical, and for some,

a spiritual EXPERIENCE

Mi brand es Su brand y Su brand es Mi brand

It already exists


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QUESTION 3: SEARCHDiscussion lead by Robert (Bob) Lopresto of DuranHCP

How do you look for talent that is hard

to spot, not visible on job boards and in

many cases not even interested?


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Search

Key Messages

Network for referrals

Review existing database

Research with Internet tools


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QUESTION 4: SELECTIONDiscussion lead by Amelia Merrill of RMS

How do you make sure the people you are

hiring are the right fit and increase the longterm success rate of your hiring?


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SELECTION

Key Messages

Calibrate with a known employee

Culture Fit is not enough, Team Fit is the decider

20-20 Vision Know which skills and

competencies are most important


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QUESTION 5: CLOSING THE DEALDiscussion lead by Paul Vagadori of Zoosk

How do you make an offer that cannot berefused?


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Closing the Deal

Key Messages

Toughest Sale in the world - Approach it like a Salesperson

Know thy Candidate

One size does not fit all Custom tailor theOverall Proposition

Everything is in the Conversation, but do notOversell


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THANK YOU

Write to us at

[email protected]

R

anu@R

ightTalentSolutions.com

Webinar expenses sponsored by:

For a free 2 week trial (a $1000 value),

email [email protected] or call 866-877-4498www.candidmatch.com


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IntroducingAmelia Merrill

Amelia Merrill is the Head of Talent Acquisition at RMS and a staffing advisor

to an entirely virtual start up - TipMarks. AtRMS, Amelia is developing a new

employment branding strategy that will include a strong focus on social media

and out of the box ways to engage the RMS employee base to be an extension

of the talent acquisition team.

Prior to RMS, Amelia was the Head of Talent Management at Juniper

Networks, WebMethods and VeriSign. Her HR career has varied greatly from

creation and development of M&A and workforce reduction programs to HR

Business partner to Talent Acquisition Leader.

Senior Director

Recruitment

RMS

BACK


19/22

IntroducingChris Galy

Chris Galy is Director, Talent Acquisition at Intuit, Inc. Chris and his all-star

team provide talent consulting, solutions, and delivery for all of Intuit's

product and functional divisions including QuickBooks, Quicken, and Turbo

Tax. His global human resources leadership experience spans 13 years in the

software, networking, and semiconductor industries.

Prior to Intuit, Chris served in Human Resources and/or Talent Acquisition

roles at Xilinx, Harmonic, and Integrated Device Technology in addition to 4

years as an active duty Army Aviation Officer and 9 years as a reserve Army

Human Resources Officer. In 1999, Chris also dabbled in the dot-com boom as

a co-founder ofQuikView, an online, video based recruitment platform that

was poised to revolutionize the industry until the dot-com bust happened afew months later! Chris is a graduate of the United States Military Academy

at West Point and received a Masters in Organizational Development from the

University of San Francisco in 2002.

Director Talent

Acquisition

Intuit

BACK


20/22

IntroducingDart Lindsley

Dart Lindsley is Senior Manager of HR Business Architecture and Six Sigma at

Cisco Systems. Dart's previous roles at Cisco include consulting in the areas of

process improvement, change management, IT Analysis, and large group

facilitation.

Prior to joining Cisco, Dart spent many years as a Technical Recruiter, Sourcing

Team Lead and Staffing Research Specialist. Dart earned his Masters Degree

in Literature and Writing from the University of Colorado, Boulder. Dart writes

and speaks about talent management, collaborative leadership techniques,

and evidence-based decision making.

Senior Manager

of HR Business

Architecture and

Six Sigma

Cisco Systems

BACK


21/22

IntroducingPaul Vagadori

Paul Vagadori is Head of HR at Zoosk, Inc. He is a senior professional with

strong sector background in Medical Device, Software, Internet,

Semiconductor, Food, Sports Marketing, Manufacturing and Education.

Paul has significant Human Resources experience in directing a variety ofHuman Resource functions, including strategic deliverables, practices, policies

and procedures that align the organizations objectives with the needs of

employees.

Respected for total rewards and talent management; effectively building

infrastructure; establishing active business partnerships across the

organization; management of changes necessary to support theimplementation of business plans and developing and maintaining an

entrepreneurial and strategic corporate culture.

Senior Director

HR

Zoosk

BACK


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IntroducingRobert Lopresto

Robert (Bob) LoPresto is Managing Partner of the Retained Executive Search

Practice at Duran Human Capital Partners. He has participated in placing over

1,000 senior executives in his many years in executive search and corporate

human resources management. Bob was formerly founder and President of

the High Technology Practice at Rusher, Loscavio & LoPresto.

Previously, Bob was Founding Managing Director of the Worldwide High

Technology Practice and Vice President/ Managing Partner of the Palo Alto

office at Korn/Ferry International. He has several years of human resources

senior management experience with Levi Strauss, Syntex, American

Microsystems, Fairchild and McGraw-Hill. Bob was a member of the Board of

Directors and past President of the Northern California Human ResourcesAssociation (NCHRA). Bob received his B.A. in Business from Rutgers

University and his M.A. in Psychology from Seton Hall University

Managing Partner

Retained Executive

Search

Duran Human Capital

Partners

BACK

Talent Acquisition Webinar Sept 30, 2010 v5 Wo Poll Slides

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