The Faculty 500 Catapulting into a Strategic Talent Model Overnight

Transcription

1 The Faculty 500 Catapulting into a Strategic Talent Model Overnight Kathy McKee Melissa Curry UF Human Resources UFHR Strategic Commitment Goal #1: Bring strong talent to UF We will help bring the strongest talent to UF via best practices and strategies in employment branding, sourcing and recruiting, and technology and will improve the overall experience of candidates, new hires, and the hiring authorities Our Vision: Preeminence Through People 1

2 LinkedIn SlideShare. (Producer). (2014). Your Roadmap to Become a Strategic Talent Acquisition Organization [video webinar]. Retrieved from talent solutions/your roadmap to become a strategic talent acquisition organization webcast 2

3 Swerko, Cindy. Money influx means UF to hire 500 new faculty. The Gainesville Sun [Gainesville], June 8, influx means uf to hire 500 new faculty The Challenges Historically operating a more traditional recruiting model No additional administrative resources Fierce competition for top faculty First 200 faculty must start in Fall 2018, remainder in Fall 2019 Decentralized hiring process Shared governance and search committees Communication break downs 3

4 Faculty 500 Hiring Initiative Attract. Identify. Engage. Evaluate. Hire. Attract. 85% of jobs are found via networking Our faculty are the best recruiters How can we best support them and amplify their efforts? 4

5 Attract. Talent Branding Find Yourself Here Recruitment printed piece Produced in partnership with University Relations to assist with search efforts, presents a compelling case to applicants with customizable templates for departments to use for their own postings and brochure insert National profile Invest in employer profiles on appropriate national websites (for example, Chronicle of Higher Education) Central website Design and launch a central recruiting website for information on Faculty 500 initiative, benefits, Gainesville area, etc. Attract. Social Recruiting Social media Establish an active presence using Twitter, Facebook, and LinkedIn (generally and for specific postings) Added social media experience to UFHR 5

6 Identify. Scouting and Sourcing Strategic Talent Group Establish an in house search group within UFHR that will source for specific positions Partner with colleges Ensure UF presence at targeted job fairs, conferences, and academic meetings Talent pipeline Develop database of talent from applicant tracking system, referrals, interest campaigns, conference attendance, job fairs, and research; communicate periodically with top prospects to keep warm Engage. Great Applicant Experience Faculty recruitment process Establish an improved and separate streamlined process for faculty hiring Improve faculty candidate experience with easier search function and streamlined faculty application Identified a new system that will help us improve the faculty candidate experience, search committee member functionality, and reference letter collection process Posting assistance Leverage UF branding by assisting with compelling advertisement language and look and feel recommendations Applicant communications Help ensure communications (with all applicants) support F500 effort (timeliness, tone, etc.) 6

7 Evaluate. Efficient and Effective Processes Compile best practice assistance for administrators and committee members and make accessible through easy online forum Reimagine hiring as an ongoing activity rather than a special occasion. Provide UF community with drumbeats or talking points they can easily share with others Technology options Coordinate and communicate best options, such as video conference use, to improve the recruitment timeline and reduce costs Evaluate. Efficient and Effective Processes Concierge service Make available additional support services to search committees (logistics, pool review, organization of application materials) to assist with large volume searches or other special circumstances (to compensate for system limitations) Candidate vetting Ensure efficient and effective background checks and academic credential verification 7

8 Hire. Close the Deal with the Best Candidates in a timely manner, with minimal hassle, to help lay the foundation for a successful career Total Compensation Provide resources for departments and prospective employees on total value of salary and benefits Launched Alex in August 2017 to more effectively explain benefits, including retirement options Relocation and Moving Guide In partnership with UF Procurement, establish website with policies, guidelines, and other resources (such as real estate agency info) to assist with incoming faculty s transition to Gainesville community Hire. Close the Deal with the Best Candidates Letter of Offer (DocuSign) Improve offer letter templates and implement an electronic process for offer and acceptance Cohorts for New Faculty Encourage formation of professional and personal networks by establishing programming that appeals to incoming faculty Dual Career Task Force Tracking and Reporting Monitor recruitment and hiring activity, provide reports to departments and leadership to help them understand hiring trends at UF and across the higher education market 8

9 The Road Ahead Measuring success Onboarding and induction into the culture as a critical success factor Lobbying for additional resources Avoiding potential hazards Planning beyond the Faculty 500 Ongoing December January February Spring 2018 Fall 2018 Strategic Talent Group UF presence at targeted events Candidate vetting Benefits decision support tool Find Yourself Here campaign Recruitment brochure Social media presence Talent pipeline Employer profiles on national websites F500 recruitment website Streamline faculty process (initiate work on new system), to include concierge service Posting and applicant communication assistance Electronic letter of offer (DocuSign) Best practice guide and information Total compensation information Relocation and moving guide Dual Career Task Force Tracking and reporting New faculty cohort programming 9

10 PREEMINENCE THROUGH PEOPLE pre em i nence prēˈemənəns/ noun 1.the fact of surpassing all others; superiority. UFHR Strategic Talent Group search/ talent@ufl.edu Kathy McKee Manager, Strategic Talent Group kemckee@ufl.edu Melissa Curry Director, Recruitment and Staffing melissa curry@ufl.edu 10