scientific recruitment

Report
NIH Innovations in Recruitment
1. Corporate Recruitment
2. HR Social Media Use at the NIH
3. 5-Star Executive Recruitment & Onboarding
Corporate Recruitment
Presenter: Lori Thompson
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AGENDA
• Corporate Recruitment Overview
• Trans-NIH Recruitment Integration
• Measuring Success
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NIH Corporate Recruitment Unit (CRU)
Mission
To develop continuous talent pipelines of diverse high-caliber talent to meet
the needs of the unique mission of the NIH and to meet the Federallymandated diversity requirements.
Key Recruitment Strategies:
• Develop relationships with key academic institutions, placement organizations,
and professional societies
• Represent/coordinate career fairs, conferences, and hiring events
• Arrange on-site interviews and facilitate selections
• Present workshops
– Discover a Career at NIH Federal resume workshop
– Fall in Love with NIH
• Create powerful marketing strategies
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Corporate Recruitment Components
Diversity Recruitment
Trans-NIH
Recruitment
Integration
Entry level/Student
Recruitment (Pathways)
Scientific Recruitment
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Trans-NIH Recruitment Integration
Goal: Create a forum to share best practices, effective marketing and
outreach strategies and successful recruiting sources
Key Strategies:
• Promote NIH as “one” organization while preserving the identity and
uniqueness of each IC
• Identify events where an NIH presence would be more effective and
powerful than an IC-specific presence
• Determine how to maximize resources to achieve the greatest return
on investment (ROI)
• Incorporate IC input to enhance marketing efforts
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Diversity Recruitment
Scientific & Medical
Recruitment
Diversity
Recruitment
Forum
(DRF)
Scientific &
Medical
Recruitment
Forum
(SMRF)
Marketing/Outreach
Marketing
Recruitment
Forum
(MRF)
Veteran Recruitment
Pathways
Recruitment
Forum
(PRF)
Entry
Level/Students
(Pathways)
Veteran
Recruitment/
Retention Force
(VRF)
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Targeted Recruitment
Goal: Fill recruitment requirements identified by the ICs
•Requirements collected in annual survey
•Focus on critical shortfall occupations
•Identify key professional societies and marketing strategies
•Deploy outreach strategies:
2012 Recruitment Requirements
•Conference presentations
•601 Health Science/HSAs
245
•Public lectures
•401 Biologists
234
•Research journal articles
•602 Medical Officers
176
•610 Nurse
143
•2210 IT Specialists
120
•301 Admin & Program Spec
116
•343 Program/Mgmt Analyst
93
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Non-Competitive Hiring
Hiring Options:
Advantages:
•Schedule A
•High-caliber candidates for all
types of positions – scientific and
non-scientific
•No vacancy announcement
needed
•Cost savings
•Quicker hiring time
•Flexible
•Veterans
•Peace Corps
•Students
Peace Corps, Schedule A, Students
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Entry Level/Student Recruitment (Pathways)
Goal: Establish a focused student recruitment plan that targets
specific universities to support succession planning efforts
• Forge relationship with key academic
personnel at targeted Universities
• Develop a talent pipeline
• Influence curriculum design
• Develop creative venues to attract students
• Seminars, Lectures and NIH campus tours
• Student created marketing programs
• Use STEP/SCEP to secure talent pending
Pathways guidance
2012 University Targets *
•Gallaudet University
•George Washington University
•George Mason University
•Georgetown University
•Howard University
•Johns Hopkins University
•Morehouse College
•Morgan State University
•University of Maryland (all campuses)
•University of Virginia
*Example of Targeted Universities- Locales are budget/diversity driven
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Diversity Recruitment
Goal: Address NIH recruitment challenges identified in FEORP,
MD-715, and other diversity objectives such as 2% Persons with
Disabilities goal
• Establish relationships with placement organizations
• Identify diversity focused professional societies and marketing
venues
• Incorporate input from target populations and engage them in
recruitment activities
• Hold special events to achieve diversity goals
• Manage and use Diversity Outreach Resource (DOR)
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SCIENTIFIC RECRUITMENT
Goal: Attract world-class scientists and medical professionals to drive
discovery and innovation at NIH
• Target and attract a diverse pool of Fellows/Trainees
• Use a corporate recruitment approach at multidisciplinary scientific conferences
• Collaborate with NIH scientists to present the
Discover a Career at NIH workshops
• Collaborate with NIH scientists to establish
relationships with department heads at renowned
scientific and medical academic institutions with
diverse populations
• Post scientific jobs on the LinkedIn NIH Career page
“Your contributions to both the
Training Directors Committee
to Promote the Intramural
Research Program,
unquestionably has built bridges
between HR and intramural. I
think it would be good to
encourage TDs to join on your
school visits as well, Jeremy
Swan gave me a great report on
the UMBC recruitment
event…You are doing all the
right things with your team.”
Brenda Hanning,
Deputy Director, Liaison &
Training, NICHD
Marketing and Outreach
Goals: Identify and utilize creative marketing strategies to target specific
applicant communities and attract high-caliber talent to NIH
Key Strategies for 2012:
• Establish a corporate approach to IC widely-attended conferences
• Utilize economies of scale with IC advertising (negotiate group rates)
• Use Social Media to share jobs and to engage the public on NIH career
opportunities Maintain calendar of recruiting events
• Redesign the [email protected] web pages
• Create IC marketing factsheets using NIH branded template
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IC Marketing Factsheet
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Standard Approach to Exhibiting
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Corporate Approach to Exhibiting
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Recruiting with Social Media
•
Recruiting with
∙ 150 million users
∙ Post and search jobs
∙ 12, 750 NIH Followers
•
Coming Soon
Recruiting with
∙ 500 million users
∙ Tweet Jobs
∙ 7,612 NIH Followers
•
Recruiting with
∙ 850 million users
∙ New HR page for recruiting
∙ 18,952 NIH Likes on official NIH page
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HR Social Media Use at the NIH
Presenter: John Grill
Social Media at the Office of Human Resources
• Uses
– Recruitment
– Employee engagement
• Tools
–
–
–
–
–
–
Facebook
LinkedIn
Twitter
WordPress
YouTube
Other Utilities
Social Media General Principles
• Do one or two things well rather than a lot of things poorly
• Use free (and cheap) online tools
• Collaborate with other social media practitioners
• Maintain a consistent and high-quality brand across platforms
• Design for the user experience
Integrated Branding
Web-Friendly Video
• Make content engaging!
• Uses
– Vacancy announcements
– Recruiting events
– Employee engagement
• Video tools
– Contract videographers
– In-house production
Web-Friendly Video: An Example
Social Advertising
• LinkedIn
– For hard to fill vacancies
– Search for candidates who have the exact skills, education, and prior
experience
– Personalized “InMails”
• Facebook Ads
– For hard to target demographic groups
– Can advertise recruiting visits, special events, and unique job vacancies
– Advertise to people with specific education, employers, etc.
Employee Engagement
• Social media doesn’t stop at the door!
• Internal uses for social media
– Internal communications
– Collaboration
– Idea generation
• Internal social media tools
–
–
–
–
Blogs
Video
Surveys
Yammer
Employee Engagement: OHR Blog
5-Star Executive Recruitment & Onboarding
Presenter: Allison Kruszewski
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Overview: 5-Star Executive Recruitment
& Onboarding Programs
• Recruit the best possible candidates for
critical senior level positions at the NIH
• Provide the highest level of customer
service for senior level candidates
• Deliver a positive first impression of the
NIH to prospective hires and represent
the NIH as an employer of choice
• Help facilitate a successful transition for
new executives into the NIH culture
• Strengthen relationships between OHR
and the Institutes and Centers (ICs)
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OHR’s Role in 5-Star Executive Recruitment
& Onboarding
• Provides leadership and oversight
for executive recruitment and
onboarding
• Develops comprehensive
recruitment materials, including
binder, SharePoint, and Executive
Jobs website
• Cultivates early relationships with
candidates; serves as a point of
contact throughout the
recruitment and onboarding
process
Helping new executives hit
the ground running!
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5-Star Executive Recruitment Program
5-Star Executive
Recruitment Program
Services
•
•
•
•
Travel planning and agenda
development
Direct assistance, logistics, and
escorting of candidates
Meeting with IC Directors
and OD leadership to collect
interview feedback
Drafting offer letters and
correspondence, coordinate
lab MOU development, etc.
Dr. Robert Kaplan, Director, OBSSR
& Dr. James Anderson, Director, DPCPSI
5-Star Executive Onboarding Program
5-Star Executive
Onboarding Program
Services
•
•
•
•
•
Identify a mentor for the new
executive
Arrange for a formal swearing
in with Director, NIH and
framed photo
Coordinate personalized, oneon-one HR paperwork and
Benefits session
Recommend and facilitate
meetings with NIH leaders
Coordinate NIH campus tour
Dr. Francis Collins, Director, NIH
& Andrea Norris, Director, CIT
OHR Executive Jobs Website
• Recruitment
Information
• Onboarding
Components
• NIH Lookbook
– Office of the
Director
– IC Top 5
http://hr.od.nih.gov/workingatnih/executive/
Questions
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