ATTRACTING BEST-IN-CLASS TALENT. Joerg Ziegler VP, Executive Search

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2 ATTRACTING BEST-IN-CLASS TALENT Joerg Ziegler VP, Executive Search

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4 Agenda Overview Action Plan Benefits & Impact The Research Function Tools for Identifying and Sourcing Talent Other Key Ingredients for Talent Sourcing Success Results Questions

5 Overview NBCU s internal Executive Search team conducts enterprise wide full life-cycle search execution for VP+ level assignments. We focus on proactive identification and assessment of diverse and mission critical talent pools and establish robust internal and external executive pipelines and talent maps. Partnering closely with corporate and business line leadership and our HR colleagues, we support NBCU s annual talent review process and leverage our combined market expertise and reach to enhance the company s succession planning process. As a result of having a robust executive search capability in-house, we eliminate the need to engage costly executive search firms and greatly enhance NBCU s overall competitive positioning.

6 Action Plan Evaluate business needs and establish fullservice capabilities Create and Implement Executive Search Group Infrastructure Identify and attract top notch executive search talent Establish process roadmap and maximize efficiencies Build relationships with Business Heads and HR Partners Earn the trust, win the business, deliver results

7 Benefits & Impact Benefits Deep knowledge of NBCU s business drivers and competitive environment Enhancement of the overall talent strategy, including internal talent mobility Intimate knowledge of highly competitive talent pools Best-in-class executive search execution at no cost Rapid and seamless search execution Business Impact Full service in-house executive search expertise Reduction of executive search expenditure across the company Ability to attract top-tier talent and diverse candidates Leverage robust database with real-time executive intelligence Enhance succession planning and talent review processes Strengthen our employment brand

8 The Research Function Build team of researchers capable of identifying hard-to-find candidates by leveraging online and offline resources Implement and utilize a robust CMS designed with executive search in mind (Encore, Filefinder, Bullhorn) for capturing and retrieving information onsenior level executives Focus on pipelining executives for hard-to-fill positions and highly mission critical assignments Develop both broad based and functional specific market maps for key competitors Curate market for general industry and talent specific news and developments Proactively track executive moves across relevant industries and functional categories

9 Tools for Identifying and Sourcing Talent Online resources LinkedIn, Hoovers, Leadership Directories Google, Yahoo, Bing, Metasearch engines (Boolean Searches) Industry Specific Databases: TV Tracker, Studio Systems Offline resources Cold calling, Referrals, Networking Events Publications: Black Enterprise, Variety, CableFax, Hollywood Reporter, AdAge, TV Technology, Diversity Inc. etc. Conferences and Associations: NAMIC, Hispanic TV Summit, Realscreen, NATPE Database Within legal framework, capture everything that Is relevant Establish and enforce high Quality Control Standards Get everyone from the team on board and enforce data integrity

10 Other Key Ingredients for Talent Sourcing Success Business Insight / Knowledge Management: Know your business and understand your talent needs; act as an advisor and a consultant; win your client s trust Identify and leverage Internal and External Champions: Run it like a campaign and get your execs involved; reach for CEO buy-in and support Establish Scorecards and Metrics: It s all about measurement and accountability; hold yourself to the highest of standards Build Strong Alliances: Establish strong ties to internal and external constituencies in all relevant markets, especially with organizations who support workforce diversity Digital Strategy: Establish your digital presence and leverage social media channels to maximize your reach and talent engagement Tell the Story: Create the narrative and own the message Networking, Networking, Networking

11 Results (Placements VP+) 2013 Quarter-Over-Quarter Q Q Q Total Total Placements Ethnically Diverse Placements 2 (8%) 10 (43%) 8 (47%) 20 (31%) Female Placements 9 (36%) 8 (35%) 10 (59%) 27 (42%) Cost Savings $3,515,987 $3,942,646 $2,843,882 $10,302,515 Year-Over-Year 2012 Total 2013 Total Total Total Placements Ethnically Diverse Placements 25 (40%) 20 (31%) 45 (35%) Female Placements 32 (52%) 27 (42%) 59 (46%) Cost Savings $10,395,607 $10,302,515 $20,698,122

12 QUESTIONS?

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