Title: Developing a Successful Recruiter
1Developing a Successful Recruiter
Steve Melfi February 8, 2008
2- Bendix Commercial Vehicle Systems, a member of
the Knorr-Bremse Group, develops and supplies
leading-edge active safety technologies, air
brake charging, and control systems and
components under the Bendix brand name for
medium- and heavy-duty trucks, tractors,
trailers, buses, and other commercial vehicles
throughout North America. - An industry pioneer, employing more than 2,000
people, Bendix is driven to deliver solutions for
improved vehicle performance, safety, and overall
operating cost. Bendix Commercial Vehicle Systems
is headquartered in Elyria, Ohio, with
manufacturing plants in Acuña, Mexico Bowling
Green Ky. and Huntington, Ind.
3Commercial Vehicles Systems Group
Employees 6,288
4Commercial Vehicle Systems Group North South
America
- Employees 2561
- Major locations
- Bendix Commercial Vehicle Systems LLC
- Elyria (OH), USA
- Bowling (KY), USA
- Huntington (IN), USA
- Acuna, Mexico
- Bendix Spicer Foundation Brake LLC
- Elyria (OH), USA
- Kalamazoo (MI), USA
- Glasgow (KY), USA
- Knorr-Bremse Sistemas para Veiculos Comerciais
Brasil Ltda. - San Palo, Brazil
North American Headquarters Joint Venture
between Bendix and Dana Corporation
5Bendix keys to developing successful recruiter
- Success Attributes
- Engage the Organization
- Transition to Project Management
- Develop Subject Matter Expertise
- Develop Interpersonal skills
6 Bendix Success attributes of a recruiter
Creativity and Ingenuity - solution
provider Communication and Team Skills -
includes respect for others Leadership -
influence/persuasion skills, bias for action,
ownership of projects, ability to
coordinate and manage group activities Business
Acumen - understand the Goals and Objectives of
the business Balance business strategic goals
with actionable tasks - project manager with a
vision for success
- A recruiter must create a clear vision and
purpose, empower and involve people, managing
expectations, create an open communication.
7Engage the Organization
- Position recruiters as a strategic partner to the
organization
- Assign recruiters to business functions
- - position as process owners
- - build upon account management skills
- - approach as a consulting partner - NOT
CUSTOMER SERVICE FUCNTION - Recruiters attend monthly business meeting with
each assigned function - - develops key relationships in the
organization - - provides recruiter visibility
- - understanding the impact of department
strategies - - develops communication channels with
customers - - allows for update on activity
- - solution provider
8Engage the Organization
- Organizational Linkage to the Business
- Criteria that will bring about success at the
job - Attitudes essential to the position and business
- Cultural fit, both with the organization and
with its customers - Key Deliverables of the position 1st six
months, 1st year - Key Competencies currently in the department
and currently missing - Quality impacts / ties into the key
deliverables and continuous improvements in the
function. - Behavioral requirements linked to success
attributes of the company.
Outcomes produce or have the intended impact on
the business strategy?
9Transition to Project Management
Driving a Successful Project
- Task Orientation - Positing the Recruiting
Function - - have a plan to drive the recruiting
project to ensure the deliverables are achieved - - project plan that outlines the timing and
accountability of the recruiting project - - demonstrate utilization of Recruiting
Tools and Strategies - - implement Controls in process
- - develop metrics that hold the function
accountable to the organizational goals and
objective -
Vision for Success
10China / US Recruiting
Key Accomplishments Actions/Milestones
Activities
- Positions posted externally internally on 2/20
- Positions posted at 4 MBA Programs for
International Pool of Talent - Thunderbird, Univ., of South Carolina, Case
Western and Warthon School of Business - Positions posted at 5 Undergrad Programs for
International Pool of Talent - Univ., of Cincinnati, Rochester Institute of
Technology, Kettering Univ., Cleveland State
Univ., Univ., of Michigan - Aligned (2) Search Firms specializing in Asia
India sourcing to support the recruiting process
Manager, Finance Controlling Director Sales
Marketing General Manager Operations Human
Resources Manager Manager Sourcing Managing
Director Production Segment Manager Quality
Manager
Critical / Issues Decision items (issue
resolution log)
Next Steps
Deliverable
Date Due/ Status Post positions on Career
builder Yahoo/ Hot jobs 3/3/207 Present
candidates that applied through Open hire
3/10/07 Review candidate pool system process
proposal with 3/13/07 Dr. Witzemann
Screen candidates upon candidate feedback
process TBD agreement
- Obtain guidelines on compensation structure in
order to effectively screen candidates as well as
attract talent. (Lirk) -
11Transition to Project Management
Driving a Successful Project
-
- People-Orientation - Relationship Building
- - follow through on commitments to build
trust - - deliver on what you outline of the process
- - provide customer with proactive feedback,
recommendations and barriers during the process
- - demonstrate your function, provide
solutions. - - communicate each phase of the plan
assigned accountability and timing
Leadership
12Develop Subject Matter Expertise
- Expand recruiter attributes and skills
- Position recruiter in the organization - approach
to search is consultative - - build relationships with all levels of the
organization both domestic and international - - continuous process improvement to demonstrate
knowledge of recruiting - - ability to manage projects
- - give recruiters authority and autonomy to take
action as project leaders - - opportunity to develop and demonstrate
their skills through real-life, project-oriented
assignments. - - create projects with cross-functional
experience to align - Involvement in International Talent Acquisition
- - rotational development programs
- - exchange programs
13- Understanding Business Connectivity
VP GM
Human Resources
Operating Officers
Financial
Recruiters Customers
Sales Marketing
Engineering
Operations
Supply Chain Logistics
Legal
Technology
14Develop Subject Matter Expertise
KPIVs -Sourcing -
Offer Approval -Hiring Mgr -Bendix
Recruiter -Recruiter
-Interview Team -Hiring Mgr
-Selected Candidate -Candidates
-Hiring Manager -Job
Posting -Candidates
-Recruiter -Offer Letter
-Interview Teams -HR Generalist
-Strategy
-Pre-Interview Meeting -Selected
Candidate -IT Forms -ATS Systems
- Outline of SkillSets
-ATS System -Time
-Market/Salary Data -Benefits Adm
-Recruiter -AOP
-Internet -Interview Schedule
-Offer Approval -Bkgd
Check -Job Description
-Companies
-Offer Letter -Drug Screen
-Success Attributes -MRR Process
-HR Generalist
-Start Date -Market / Salary Data
-Pre-Screening
Contracting
Sourcing
Interviewing
Offer Accepted
Talent Acquisition
Offer Extended
- KPOVs
- -Candidates -Job Description
-Candidates -Post Interview Meeting
-Offer Approved -Quality - -Interviews -Business Strategy
-Pre-Interview Meeting -Selected
Candidate -Cost - -Cost -Success Attributes
-Interviews
-Time - -Time -Technical Competencies
-Position
Filled - -Position Filled -Market/Salary
Data - -Increased Productivity -Band Analysis
- -Goal Tree -Interview Teams
- -Job Posting
15- Develop Interpersonal skills
External visibility outside the organization
- Attending events that impact the Business
- - networking
- - trade shows
- - professional associations
- Training
- - green belt, SHRM, etc., standardized the
process to make it more effective efficient - - sales or negotiating skills Case
Weatherhead School of Management - - HR generalist responsibilities EEO/AAP,
Visa, Vendor Management - - HR Management conferences a exposition
- - employment law seminars - ensure compliance
16Career Path
Recruiter
HR Generalist Plants or Corporate
Recruiting Manager
Generalist Compensation / Benefits
HR Manager Plants or Corporate
Director, Recruiting
Organizational Development