HRO Today September 2019 - 62

Talent Report
A
Strong
DoSe of
StrAtegy
Four key principles guide talent acquisition at Fresenius Medical Care
North America.
By Marta Chmielowicz
When Greg Pardo joined Fresenius Medical Care North America
as its vice president of talent acquisition, the TA function was
unfocused and overworked. Although the department was
rolling out three to five major programs and hiring 17,000
associates a year, there was little focus on impact or alignment
with broader business goals.
And the lack of vision was affecting the organization's hiring
outcomes:
* Ninety-day retention was extremely low.
* Involuntary turnover was high compared to the competition.
* Cost of turnover was conservatively $20,000 per hire.
* TA was perceived to be more focused on speed than fit
and quality.
* Recruitment marketing tactics were not strategic.
* The organization lacked a true employer value proposition.
One thing was clear: Fresenius' talent acquisition function was
in need of transformation. " We knew that if we could improve
the selection process, be more quality-focused, and apply new
strategies, tactics, as well as rigor and discipline with how we
executed, we could give the organization the best possible
chance to retain the talent we were hiring into the company, "
Pardo says.
The new vice president approached the problem by leading
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HRO TODAY MAGAZINE
| SEPTEMBER 2019
a listening tour of the organization. Rather than relying only
on executive leadership, Pardo spoke with talent acquisition
professionals at all levels, high-volume hiring managers, HR
business partners, and key business leaders to understand their
talent pressure points and the overall perception of the TA
function.
The listening tour revealed a need to institute greater rigor
and discipline in the hiring process by developing a consistent
framework that could be applied to each of the company's 23,000
annual hires, as well as adopting tools and techniques to enable
the selection of best-fit candidates.
He supplemented this feedback with data, leveraging metrics
like time to fill, number of hires, hiring manager satisfaction,
candidate satisfaction, and industry benchmarks to identify
opportunities and develop a business case for change.
The result? Pardo developed an entirely new talent acquisition
model based on four basic principles:
1. " Be Strategic "
2. " Be Inclusive "
3. " Be Innovative "
4. " Be Agile "
These four principles form the core of the organization's

HRO Today September 2019

Table of Contents for the Digital Edition of HRO Today September 2019

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