A Startup Called HP

© Copyright 2012 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice.

A Start Up Called HP ERE Conference Mitch Schwartz, Nan Weitzman Thursday, September 6, 2012

© Copyright 2012 Hewlett-Packard Development Company, L.P. The information contained herein is subject to change without notice. 2

Introduction A Little Bit About Mitch


Introduction A Little Bit About Nan


What Do You Think?

•  Do you know what these numbers have in common? •  70 •  75,000 •  325,000

(Here are three hints): •  There was a garage •  Two guys were named Bill and Dave •  A great adventure was about to happen


Executive

Professional

Individual Contributor

Graduate

Intern

Transforming HP’s Workforce Model

•  Key focus on driving internal talent movement increases at higher levels – “build vs. buy”

•  Hiring the highest quality person for the role, with preference toward current HP employees

•  Hiring externally only when there is nobody available internally with the required skill-set

•  Delivering graduate hires as the primary source for external hiring, feeding high quality early-career talent into HP; intern talent becomes primary source for hiring

Organic internal talent growth

External talent

pipeline

Pan HP roles

Business specific/

niche roles


Keeping Pace – HP’s Staffing Journey

•  Leverage Internal Talent •  Focus on Pan-HP University Program •  Development of skill-based sourcing and

candidate pipelining

•  Recruiter talent calibration •  Increased hiring volumes •  Implemented strategic sourcing team

•  Focus on staffing infrastructure •  Build next generation Strategic Sourcing and University Programs •  Established formal Talent Channels structure

FY10 Foundation

FY11/12 Calibration

FY13 and Beyond Delivering Excellence


Executing our Channel Strategy

Key Talent

Channels Internal Talent

Employee Referral

Intern/University

Strategic Sourcing

Digital Media

Employer Branding Diversity and Inclusion


Translating our Brand to Attract Top Talent


Driving more Disruption in the Marketplace Strategic Sourcing Approach: •  Improved ability to source passive

candidates

•  Improved sourcing techniques via specialization

•  Reduced agency spend

•  Increased revenue by faster attraction

•  Improved time-to-fill

•  Pro-active approach driving qualified talent

•  Improved Hiring Manager satisfaction

Mar

ket I

ntel

ligen

ce

Businesses to provide battle plans, highlighting hiring focus and strategic initiatives

Develop global market intelligence repository

Source on critical positions where businesses need pipeline in advance of demand

Engage and drive

employees to provide

leads

Pipe

linin

g

Target key competitors

in local markets

HP’s employer

brand position

strengthens

Tale

nt A

ttrac

tion


LOCALIZING TALENT ATTRACTION

Increasing HP Presence at Target Universities

•  Branding: branded SEO-friendly university content pages, built on a standard template with university-specific content and responsive web design to optimize the mobile experience

•  Personalization: use personalization to develop a sense of community with students and enablers, and begin to nurture relationships. Each school has dedicated executive sponsor, recruiting lead, hiring managers and student ambassadors to provide a high touch experience to each university

•  Content: includes school colors and images, list of specific events, featured hub jobs for that university, data capture for future marketing efforts, social widgets and sharing buttons

•  Updates: monthly updates provided by student ambassadors in order to keep the content fresh and relevant for each university


Make it Matter

•  It’s a journey

•  Think like a start-up

•  Focus on key channels

•  Measure ROI

•  Drive positive candidate experiences

And Remember…Make it Matter!


Contact Us

Mitch Schwartz 609-678-8418

[email protected]

Nan Weitzman 847-607-8762

[email protected]

A Startup Called HP

Business

Transcript of A Startup Called HP