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?
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