Goal
TalentAcquisition
July, 2014
Goal Index
Talent Acquisition Strategy
Goal
On boarding
Selecting
Current Situation
Sourcing
Hiring
7
6
5
4
3
2
1
Goal Situation
• Need to standardize and deploy understanding of talent
acquisition guidelines, policies and processes.
• Lack of a system that integrates all stages of the process
“Intelexionnigthmare”
• Improve communication and share best practices
constantly (talent pool)
• A large quantity of time invested on administrative tasks
• Employee Value proposition (EVP)
• Company branding
• Employee branding (endo-marketing)
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 businessTPM: “Right people in the right place
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 finalisingthe 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 strategyUniversity Relations
• Front Line sourcing strategyEmpleo ListoGovernment eventsTechnical Schools
• Social MediaFacebookLinked InIncrease capacity
on free job boardsLeverage Internal Job
Posting
321
Global Standard Recruitment Process
Talent Acquisition
Sourcing Strategy
Goal Integral Sourcing StrategyTecate
Brewery
Navojoa
Brewery
Orizaba
BreweryGuadalajara
Brewery
Toluca
Brewery
Monterrey
Brewery
Northwest
Market Direction
Centre
Market DirectionSoutheast
Market Direction
Northeast
Market Direction
West
Market Direction
South
Market Direction
Gulf
Market Direction
IdentifyMost Important Universities and classified them as
StrategicFunctional
Functional University: The Schools from where we have hired themost on the last 5 yearsStrategic University: Recognized institution even thoughwe have not necessary hired from it
KPI: % Sourcing Effectiveness: Number of hires per source
GoalStrategic & Functional Universities
Universidad Autónomade Nuevo Leon
ITESMUNAM
ITSONUniversidad Autónomade Guadalajara
Universidad Autónomadel Estado de México
Universidad la SalleUniversidad Iberoamericana
UDEM
Universidad Autónomade Baja California
Universidad Autónomade Yucatan
Benemérita Universidad Autónoma de Puebla
Universidad Anahuac UVM
Strategic
Functional
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 sourceAdrian Carrera
With this project México will be taking part of the
Global efforts in regards EVP leveraging Heineken as
a Great Employer
University events not only to recruit talent but
consumers tooIf we create an unforgettable
experience
Positive opinion widespread among family and friends
Lets WOW this new generation…..
Potential Commercial impact on the following brands
University ApproachRecruiter: 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
HRBPFunctional Recruiter
Talent Acquisition
Employer Branding
QualityInnovation
SustainabilityResponsibility
KPI: % Sourcing Effectiveness: Number of hires per source
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
Innovative recruitment
sourcing
Formal Incursion on additional free
job boards
KPI: % Sourcing Effectiveness: Number of hires per source
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
Goal Goal
To improve credibility on the internaljob posting system that favors placingthe right internal candidate in thecorrect position
Goal Job Posting Quick Wins
*GuidelinesException criteria were included into the policy
*Same candidates applying to all positionsMaximum of 2 postings per year per candidate. Two open processes simultaneously
* Gender DiversityA woman should be include on the final list of candidates
*CommunicationWeekly communication where all open positions are deploy trough email and also the posting procedure is reinforcedVozes internal magazine article to clarify JP guidelines and procedure
Goal Weekly notification of vacancies
KPI: % Sourcing Effectiveness: Number of hires per source
Goal Main changes to deploy
POSTING TIME guidelinesThe 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 ordevelopment plans with the purpose of consistency with company PM processIn the case where exists a replacement card “ready now” to take the role andpreviously defined as part of the Succession Planning we may chose not to post theposition .In case of organizational re-structure, the movements should be performed withexisting 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 successfullyperforms the functions of the position.
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
Talent Acquisition
Selecting
Goal Selecting1 Screening
Enhance video interviews:• Time efficiency• Cost Reduction• Candidate experience
2 Assessing• On line evaluations aligned to leadership competencies• On line Integrity evaluationsDecision Making:• Compentency Based Interview• Panel Interviews
KPI: Hiring Manager Satisfaction Index: % of satisfaction related to the recruitment process
Talent Acquisition Hiring Process
KPI follow upWe 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.
On Boarding Improvement
Goal: Standardize and strengthen the process including important information from
Company through an innovative platform
New threadsTPMSHE
Business Unit InformationCorporate trainingNew retirement plan
Improvements:
Payroll card“Orienta OS” ContentSales road outingsFunctional on boarding guideWalcome emailWelcome Kit
KPI: On boarding employee´s certification: % employees that successfully accomplish the on boarding program
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