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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
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
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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
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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
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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
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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
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