Building An In-House Search Firm. Maggie Rubey Lynch Senior Vice President Worldwide Recruitment & Executive Search

Transcription

1 Building An In-House Search Firm Maggie Rubey Lynch Senior Vice President Worldwide Recruitment & Executive Search

2 Worldwide Recruitment & Executive Search Time Warner: The Big Picture Business & Recruitment Feedback Recruitment Business Plan 7 Key Enterprise-Wide Functions The Model: How it Works Senior Search Strategic Sourcing Research & Market Intelligence Recruitment Operations Regional Team (Mid-Management Recruitment) International Dedicated Corporate Recruitment (All Levels)

3 Time Warner: The Big Picture Time Warner is a leading media and entertainment company whose strategy is to use its industry-leading operating scale to create, package and deliver high quality branded content globally through multiple distribution platforms, with consistent, attractive financial results and improving returns on capital. Business Units Include: AOL, HBO, Time Inc, Time Warner Corporate, Turner Broadcasting Systems and Warner Bros Each Business Unit has its own HR management team that is responsible for managing the division s initiatives

4 Business & Recruitment Feedback TW Divisional Feedback re: Recruitment needs Knowledge of our Businesses Quality Candidates Fast Fills Superior Service Ease of Process Client Group Ownership Strategic and Proactive vs. Reactive Cost Savings Ability to Identify / Move Internal Talent Ability to Identify Top-Tier Diverse Talent

5 Recruitment Business Plan: The Mission To create a holistic recruitment team designed to generate strategic benefits across Time Warner by driving consistency, efficiency and results in our recruitment activities through consulting and collaborating across all divisions. The mission is to leverage in-house expertise to create an enterprise-wide recruitment team that provides Time Warner with the most talented and diverse top-tier candidates, internally and externally, in the shortest time frames, while reducing expenses and providing superior customer service.

6 Recruitment Business Plan: Deeper Dive *Analysis of Existing Recruitment Activity / Infrastructure Key Business Drivers/Growth Businesses by Division Attrition by Division Types of Positions by Division Volume of Recruitment Efforts Structure of Recruitment Teams Expenses Internally / Externally Recruitment Systems Process Flow *Initial analysis completed for US team rollout in January 2003 *Initial analysis completed for Int l team rollout in June 2004 *Annual analysis ongoing to ensure model evolving with business needs

7 Recruitment Business Plan: Action Steps Design and build a scalable infrastructure to support business objectives Identify top Recruitment Professionals to move the recruitment objectives forward with a particular eye on Executive Search Streamline processes and create efficiencies to reduce redundancies Understand where investments are producing a return and get out of the under-performing investment / expenditures Know our business and identify growth areas to anticipate recruitment needs Be true business partners

8 Worldwide Recruitment & Executive Search Team 7 Functional Areas: Senior Level Search (VP & Above) Strategic Sourcing Research + Market Intelligence Recruitment Operations Regional Team (Mid-Management Recruitment) International Corporate Recruitment (All Levels)

9 The Model: Senior Search How it Works Senior Search Executive Search encompasses the full range of the Worldwide Recruitment & Executive Search group s capabilities. Each search assignment is conducted by a team of specialists selected for their particular expertise relating to the search. Dually aligned by functional area and career discipline, the teams provide a range of services including: Developing search strategies Identifying internal and external diverse candidates Providing market intelligence Screening and evaluating candidates Preparing background profiles Facilitating interviews Executive Search business unit partnership: AOL, HBO, Time Inc., Turner Broadcasting, Warner Bros. and Time Warner Corporate

10 The Model: Strategic Sourcing How it Works Strategic Sourcing Strategic Sourcing s goal is to identify, attract and introduce to Time Warner the best and most diverse talent in the marketplace. Partnering with each recruitment team as an overlay to traditional search methodology. Strategic Sourcing provides the supplemental recruitment efforts necessary to assure a top-tier, diverse slate of candidates for each open position. In addition, Strategic Sourcing organizes networking events designed to bring Time Warner s business leaders together with a broad range of first-rate executives from various industries or disciplines.

11 The Model: Research How it Works Research & Market Intelligence Research supports both project-specific and proactive research efforts designed to complement a wide variety of recruitment assignments. The team also provides comprehensive market intelligence as well as senior-level biographical reporting services. Proactive research creates a constant flow of executive level talent for mission critical and tough-to-fill positions Areas of expertise across all disciplines within Time Warner to include: Accounting & Finance Human Resources Marketing / Promotions Sales / Digital Ad Sales Technology / New Media Mission Critical Pipelines Creative C-Level / Board Projects Market Intel

12 The Model: Recruitment Operations How it Works Recruitment Operations Recruitment Operations plays a critical role in the overall success of the Worldwide Recruitment team and the recruitment model, both in the U.S. and overseas, as this team is responsible for design, implementation and ongoing operation of the tools and processes supporting all aspects of Time Warner s recruitment practice. Areas of recruitment support include: Common processes and procedures important in creating efficiencies among recruiters across all divisions Shared recruitment technology across the global enterprise Company participation in key recruitment programs and events around the world Producing, compiling and analyzing enterprise recruitment metrics Design, creation and marketing of Enterprise Wide initiatives to include Time Warner s internal / external career site, Employees First: Focus on Careers (global internal mobility initiative) and the People Directory (new global social networking tool)

13 The Model: Regional Team How it Works Regional Team (Mid-Management Recruitment) The Regional Mid-Mgmt team supports the organization by leveraging developed pipelines / shared pools of talent in high turn / tough to fill disciplines (Accounting & Finance, Technology and Sales & Marketing) The centralized regional model allows for: Reduced redundancies caused by separate divisions sourcing for the same positions Decreased time to fill by creating a pipeline and standardized process Increased candidate quality and hiring manager satisfaction Reduced agency spend

14 The Model: International How it Works International June 2004, launched a satellite office based in London to support Time Warner s overseas operations Key responsibilities of the team include: Senior Search Pipeline development of mission critical, tough-to-fill, highturn positions Expansion of enterprise-wide initiatives including globalization of recruitment systems & programs in local languages Workforce Diversity Market Intelligence

15 The Model: Corporate How it works TW Corporate In conjunction with the enterprise-wide recruitment support WWR is designed to provide, we also have an infrastructure to support employees located at headquarters. Key responsibilities of the team include: Senior Search Mid-Management / Professional Recruitment Non-Exempt Recruiting Temp / Supplemental Recruitment Recruitment Policies / Procedures Pro Bono Work Senior search for Time Warner Investments / Joint Ventures