HRO Today April 2015 - 30

Talent Acquisition
whereas others emphasize individual performance.
Knowing the difference is crucial to hiring the right
people.
Also critical is telling the truth. All job candidates want
as much information as possible on an employer before
making what is arguably one of the toughest decisions in
their lives, In fact, 76 percent of employees in an October
2014 survey by Glassdoor want details on what makes
a potential employer an attractive place to work. This
information is more important to them than details on
the compensation and benefits package.
For the information to have value, it has to be accurate.
This is not the case, with more than six out of 10 survey
respondents commenting that job realities differ from
the expectations set during the interview process.
" Candidates want honest feedback, " says Valladares.
" The interview process needs to be a period of amnesty,
where the recruiter tells the truth about the company to
set the right expectations. "
Honesty Counts
Telling it like it is means providing frank revelations
about what's great and not so great about working
for an organization. If employees routinely put in the
occasional weekend at work or stay at the office well
into the wee hours, don't gloss over the truth. Rather,
note that the company's onsite fitness center and free
day care take the sting out of the extra efforts for many
current employees.
Gilding the lily will give rise to productivity problems
down the line. For example, if a candidate that works
best alone is told that the company encourages this
behavior, but in fact the employee will work in a lot
of group settings, he or she won't shine. An otherwise
talented individual ends up a bad hire.
Many companies are reaching out to RPO providers
to assist them in developing and promoting their
employment brands. This is the case with Tyco, a
company that suffered a bad reputation following the
conviction in 2005 of its former CEO Dennis Kozlowski
for crimes related to unauthorized bonuses and other
payments. Since then, the company has undergone a
massive transformation, including migrating from a
holding company comprised of several businesses to a
global operating company model.
[30]
HRO TODAY MAGAZINE
| APRIL 2015
Developing One Brand From Two
When Toshiba acquired IBM's retail stores solutions
business in 2012, two great brands now became
one-Toshiba Global Commerce Solutions. The
company specializes in developing, customizing, and
integrating store-level technology and solutions for
different types of retail businesses. The challenge
from an employment standpoint was the message
that would go out to prospective hires.
" We needed to hit pause to have time to develop with
our RPO provider [Seven Step] to develop the profile
of the people we were looking to fill open positions,
where we would find these people and what we
would tell them, " says Jacqueline Waites Moss, vice
president and CHRO at Toshiba Global Commerce
Solutions, which is based in Research Triangle Park, NC.
" And we needed to do this quickly. "
Approximately 37 percent of the company's 2,200
employees in 42 countries are a result of the
recruitment effort since the acquisition closed,
Moss points out. While both IBM and Toshiba each
have very powerful brands and employee value
propositions, the goal was to develop and promote
an employment brand that would stand on its own.
" Our culture is to collaborate on innovations to
the betterment of our customers, " says Moss. " We
wanted to be sure candidates understood exactly
what this culture is and if they don't fit it, that's
okay. Consistency in the interview process was
critical to this objective. "
Greg Karr, executive vice president of Seven Step RPO,
says it took time and research to figure out the core
messages to attract the right hires. " We wanted to be
sure the message was the same, whether it was to an
entry level person or an engineer, not that we didn't
customize it based on the position, " he adds. " We
worked hard to be sure the employment brand was
representative of the culture in place. Recruiting is a
very personal thing. This is a person's career. You can't
just say anything and then hope the new hire aligns. "

HRO Today April 2015

Table of Contents for the Digital Edition of HRO Today April 2015

HRO Today April 2015 - 1
HRO Today April 2015 - 2
HRO Today April 2015 - 3
HRO Today April 2015 - 4
HRO Today April 2015 - 5
HRO Today April 2015 - 6
HRO Today April 2015 - 7
HRO Today April 2015 - 8
HRO Today April 2015 - 9
HRO Today April 2015 - 10
HRO Today April 2015 - 11
HRO Today April 2015 - 12
HRO Today April 2015 - 13
HRO Today April 2015 - 14
HRO Today April 2015 - 15
HRO Today April 2015 - 16
HRO Today April 2015 - 17
HRO Today April 2015 - 18
HRO Today April 2015 - 19
HRO Today April 2015 - 20
HRO Today April 2015 - 21
HRO Today April 2015 - 22
HRO Today April 2015 - 23
HRO Today April 2015 - 24
HRO Today April 2015 - 25
HRO Today April 2015 - 26
HRO Today April 2015 - 27
HRO Today April 2015 - 28
HRO Today April 2015 - 29
HRO Today April 2015 - 30
HRO Today April 2015 - 31
HRO Today April 2015 - 32
HRO Today April 2015 - 33
HRO Today April 2015 - 34
HRO Today April 2015 - 35
HRO Today April 2015 - 36
HRO Today April 2015 - 37
HRO Today April 2015 - 38
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HRO Today April 2015 - 41
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HRO Today April 2015 - 43
HRO Today April 2015 - 44
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