HRO Today November 2016 - 54
HRO Today Forum EMEA
Suzannah Kwok
Head of Executive Search
Cabinet Offi ce
Suzannah Kwok is blazing a new trail in public sector hiring. The U.K. government recently decided
that a talent acquisition expert on board was necessary to ensure quality hires. In 2015, the Cabinet
Offi ce hired Suzannah Kwok as head of executive search, and she became a part of a new crossgovernment
internal executive search team. Before this change in approach, the U.K. government
exclusively outsourced hiring of hard-to-secure candidates to external search fi rms. Kwok was hired for her track record in recruiting
exceptional and quality candidates-previously in the private sector, but with the potential for success at government hiring.
Innovation & Impact: Kwok's work has boosted government efforts to attract and hire a more diverse range of high-quality,
external candidates-with particular successes in the number of senior women being hired. This enhanced capability has become
particularly important post Brexit and other vast changes in the social and political structure of the U.K. today. She successfully set
up an in-house search function which specializes in niche and high-profi le roles, stressing innovation to acquire a higher quality of
talent. She has also provided the opportunity for outside candidates to be more prepared for success in applying for civil service
vacancies-attracting a range of talented individuals to join the government sector.
Mark E. Smith
Head of EMAE
Recruitment
Caterpillar
Mark Smith, head of EMAE recruitment at Caterpillar, has led the company's talent acquisition team since 2012,
and created a new vision of the program-one that is an important part of the business strategy. He helped
with the implementation of a new applicant tracking system that has made the hiring process more effective and
streamlined and focused the team on the essential qualities of customer service.
Innovation & Impact: Smith drove Caterpillar's brand awareness, while focusing on multiple important initiatives. Before Smith's
appointment as head of EMAE recruitment, the company had few metrics and measures of success, or the technology to assess it.
Smith emphasized the importance of data-and not only the need to monitor internal performance, but also to look outwards at
the industry and benchmark results. He ensured the company was constantly keeping up with technology as a medium for quality
talent acquisition and management. Smith used new types of social media to enhance the company's image and create new ways
to provide service to customers as well.
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HRO TODAY MAGAZINE
| NOVEMBER 2016
HRO Today November 2016
Table of Contents for the Digital Edition of HRO Today November 2016
HRO Today November 2016 - 1
HRO Today November 2016 - 2
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