BUILDING RECRUITMENT CAPABILITYRACHEL DALBOTHGLOBAL RESOURCING MANAGER, UNILEVER

A LITTLE BIT ABOUT ME

•Over 15 years recruitment experience, last 9 years of which have been with Unilever

•Mix of operational, management and expertise roles

•Hugely passionate about capability, assessment & candidates as consumers

• Mum of a 2 year old son who keeps me busy when I’m not working!

• A wanna-be pop star who refuses to believe her time has been and gone!

BACKGROUND

• Unilever has a growth ambition to double in size whilst reducing our carbon footprint

• Our new talent acquisition strategy is driving a more proactive and direct sourcing model to support this growth agenda

• Management level recruitment has been brought back in-house to provide us with the flexibility we need to realise the sourcing model.

• New recruiters have been hired across the globe to supplement our existing team of recruiters

THE NEED FOR CAPABILITY BUILDING

• We needed to ensure that everyone with a role in recruitment had a clear understanding of:

- The talent acquisition strategy - The proactive sourcing model - New roles and responsibilities and ways of

working

• We also saw an opportunity to uplift capability generally

• My role was to lead this capability programme

KNOW YOUR AUDIENCE

CONDUCTING THE TRAINING NEEDS ANALYSIS (TNA)

CONSIDER THE BASICS

• Who

• What

• Why

• How

• When

ASK YOURSELF THE RIGHT QUESTIONS

• Business Driver

• Type of change required•  • Learning Need•  • Content of learning

• Nature of content •  • Capability level

• Audience(s) •  

CONSOLIDATE YOUR THINKING –CREATE THE TNA

KEEP IT SIMPLE FOR A WIDER AUDIENCE

Recruiter

VILT

E-learning

New Sharepoint NetworkWeb based Linkedin training

(advanced)

Network calls

Talent Manager

VILT

E-learning

New Sharepoint

Network

Web based Linkedin training

(advanced)

SDM

VILT

E-learning

New Sharepoint Network

Web based Linkedin training

HRBP

Interview Skills Training

E-learning

Amended Sharepoint Guidelines

Web based Linkedin training

Hiring Manager

Interview Skills Training

E-learning

Amended Sharepoint Guidelines

Web based Linkedin training

Longer-term roadmap for capability building

ESTABLISH A LEVEL PLAYING FIELD

USING MANDATORY TRAINING TO CREATE A BASE LEVEL OF CAPABILITY

THE RECRUITER’S MANDATORY LEARNING JOURNEY

VILT

Web based training

VIRTUALLY FACE TO FACE

DELIVERING TRAINING TO THOSE ON THE FRONT LINE

OUR APPROACH

• Delivered to Recruiters, Talent Managers and Service Delivery Managers

• Conducted in 2 parts – split between operational and expertise (strategy and best practice) elements

• 3-4 hours per session

• 95%-100% satisfaction score (100% for recruiters)

• Circa 20 participants per session

POINT OF NEED ENGAGEMENT

DEVELOPING E-LEARNING SOLUTIONS

OUR E-LEARNING AMBITION

• The objectives were to build an e-learning solution that:

• Was Immersive, interactive and engaging

• A virtual “true to life” user experience – based on the role of the user

• Was flexible to meet varying audience needs and support continuous improvement

• Would work cross-geography

• Accommodated business scenarios as well as more detailed guidance

• Was accessible via internal systems such as Sharepoint and LMS

• Could be delivered quickly (within 10-12 weeks, including design!)

THE PRODUCT

THE PRODUCT

THE PRODUCT

THE PRODUCT

THE PRODUCT

THE PRODUCT

HARNESS YOUR EXPERTISE

ESTABLISHING A GLOBAL RECRUITMENT COMMUNITY

OUR GLOBAL RECRUITMENT NETWORK

• A shared vision “Be The Best to Recruit The Best”

• Truly global, attended by recruiters across Unilever

• A monthly meeting, supported by an online forum

• Lead by us AND the recruiters

• 100% satisfaction on each poll so far!

STAYING CONNECTED

LOOK AHEAD CREATING A ROADMAP TO KEEP CAPABILITY ON THE AGENDA

OUR EVOLVING RECRUITER TRAINING MATRIX

WHAT’S NEXT FOR US?

• A full capability roadmap for recruiters and hiring managers (as a

minimum)

• Functional Recruiter Groups

• Reviewing selection and assessment interventions

• Diversity awareness

• And LOTS more!!!

TOP TIPS!

TNA•Its not just about recruiters•Engage comms and learning•Consider scale•Mandatory versus P.O.N solutions

E-learning

•Involve end users in design•Engage IT•Technical versus HR expertise•Test and test again•Modular formatting

VILT•Purchase versus design•Utilise technology

Recruitment Network

•Stay as enthusiastic as you want your members to be!•Enable them to inspire one another•Acknowledge great work•Leverage local excellence

Roadmap

•Stay in tune•Allow evolution

THANK YOU FOR LISTENING!

Questions?