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Building manageing a_european_recruitment_team

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Organisations who will need to grow their internal recruitment teams for expansion hiring projects across Europe. It will highlight how the Internal Recruiter role and responsibilities have changed over the last 15 years and what are the skills you would expect an Internal Recruiter to know or learn when you hire them. It will give you the opportunity to learn from the mistakes of others who have tried and not been as successful in growing an internal recruitment team - as they had hoped. Real insight from a real European TA Leader "Eoin Hanley". The Team at Resource Central hope your hiring projects are successful and if you need any support or have any questions, please contact martin@weareresourcecentral.com and he will be glad to help.

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1 Building and Managing a European Recruitment Team
Over 20 years in developing and implementing HR business strategies Fellow of the Chartered Institute of Personnel & Development (CIPD) European Mentoring & Coaching Council (EMCC) Practitioner Experience covering Africa, Australia, Central Eastern Europe, Middle East, Western Europe, South America Eoin Hanley 2
3 Negotiation skills Executive coaching Talent development Advanced sales Team based coaching Recruitment strategies Influencing skills Career coaching Testing solutions Communication & presentation skills Project design & management (HR) Action based learning Onboarding programs Management foundation Competency frameworks Recruiter & hiring manager interviewing skills Employee value propositions Advanced recruiter & recruitment mgt. skills Reduction of staff attrition CIPD certification Recruitment gamification Coaching practitioner certification Strategic workforce planning
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ERH@PathwaysHR.com 5
6 Uzbekistan Estonia Latvia Lithuania Moldova Romania Bulgaria Hungary Czech Republic Slovenia Kyrgyzstan Azerbaijan Croatia Bosnia Macedonia Poland Georgia Albania Montenegro Armenia Turkmenistan Mongolia Kosovo Belarus Russia Ukraine Kazakhstan Slovakia Serbia Tajikistan
Building manageing a_european_recruitment_team
Building manageing a_european_recruitment_team
Building manageing a_european_recruitment_team
Building manageing a_european_recruitment_team
Building manageing a_european_recruitment_team
ERH@PathwaysHR.com 12
13 1998 1996-01 2004-08 2014-.. (2001-02) 2012-13(2009-11) 2020 Development of HR in the CEE Region
14 1998 1996 2004 2014 2001 20122009 2020 Personnel Personnel /HR Agency Growth Concept of HR New HR Development of HR in the CEE Region
15 1998 1996 2004 2014 2001 20122009 2020 Personnel Personnel /HR Agency Growth Concept of HR New HR Development of HR in the CEE Region CEE Personnel 1990s to 2011 Focus on technical criteria Formal Structures (formal language/tenure) Task focused selection (bums on seats) Contract & Pay enforcement Drop in the ocean HR attempts Sounds like: No, Not possible, We dont do that here, We already do that, do as I say,
16 1998 1996 2004 2014 2001 20122009 2020 Personnel Personnel /HR Agency Growth Concept of HR New HR Development of HR in the CEE Region Concept of HR 2004 to 2009 Focus on recruitment More drops in the ocean More expressive than Personnel war for talent, CEE still a growth region Sounds like: I think..., I know someone..., We believe..., Best in class...,not important, do as I say.
17 1998 1996 2004 2014 2001 20122009 2020 Personnel Personnel /HR Agency Growth Concept of HR New HR Development of HR in the CEE Region New HR 2015 to today Personnel dept. relegated to a sub dept. More specialists roles, senior peer group that are paid more Even more drops in the ocean War for talent linked to Key Talent and Brand Sounds like: How can we? who can show us? Thats interesting? how do we rate?
ERH@PathwaysHR.com 18
19 Specialist roles still not visible and where they exist they are often without budget accountability Lack of system use and understanding around KPIs Recruitment still often embedded in HR (Personnel) Recruitment seen as the place to start your career before moving into HR Poor training around new tools (social media) A lack of understanding that information is power Dots are still not being connected (recruitment, onboarding, induction, training, talent development) Development plans still not equating to new JDs Discrimination and lack of diversity is a major issue Areas still to be Tackled in CEE
20 CEE countries not fixed on one industry sector Education still linked to technical skills (+ -) Gen development means culture is changing fast and naysayers are gradually being called out (internally & externally) Unemployment decreasing, competition increasing Salaries remain competitive for savings to be made Middle market continues to grow Cost of doing business is low, stable with good returns Mobility/travel/Gen. helping fuel a culture shift Starting to see social causes appear in resumes Growth Factors contributing to Success in CEE
21 Understand that they are still young democracies Many countries resisted not though violence or confrontation (culture/sport/friendship/family) Find as many dots as you can in the work they do Understand they dont know what they dont know Change the word But for And Monitor detail/KPIs and explain reasons why, empowering them Share your knowledge openly and unpretentiously Appreciate that as an outsider, real openness needs to be earned and can easily be lost Personal tips for success in CEE
ERH@PathwaysHR.com 22 Questions?

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