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Finding Talent: New Initiatives for Sourcing, Vetting and Hiring Employees Ari Gordon

Finding Talent: New Initiatives for Sourcing, Vetting and Hiring Employees Ari Gordon Corporate Recruiter Tyco Healthcare. Fast Facts about Tyco Healthcare Who we are…

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Finding Talent: New Initiatives for Sourcing, Vetting and Hiring Employees Ari Gordon

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  1. Finding Talent: New Initiatives for Sourcing, Vetting and Hiring Employees Ari Gordon Corporate Recruiter Tyco Healthcare

  2. Fast Facts about Tyco Healthcare Who we are… • A large global healthcare company committed to sustaining strong margins and cash flows while making investments for growth • One of the largest medical device and disposables companies in the world at $9.1 billion with industry leading profitability margins • 40,000 employees in nearly every country worldwide with an expanding presence in emerging markets around the world including India and China. • R&D funding was increased by nearly 40% in 2004 and this investment should double over the next few years • Over 80% of total sales derive from products in either in a # 1 or # 2 position in their respective categories.

  3. What we make… • A vital provider of products including advanced surgical tools and supplies, sutures and wound care, needles and syringes, contrast media for diagnostic imaging vascular therapy, respiratory care and generic pharmaceuticals. • Key Brands: Kendall, Auto Suture, Syneture, Valleylab, Radionics, Mallinckrodt, Nellcor, Puritan Bennett. • Medical, surgical, electrosurgical, respiratory therapy and imaging products are supplied to some or all of the following: acute care facilities - nursinghomes - rehab centers ambulatory surgery centers - physician offices • Retail/Private label products featuring incontinence and feminine hygiene are sold to the largest retail chains and mass merchandisers operating in the U.S. • High quality products with instant recognizable name that provide the basis for improved patient outcomes

  4. What we excel at… • Market leadership in key product areas provides a platform for new technologies and products. • State-of-the-art manufacturing capabilities and highly trained sales force delivering first class products worldwide. • Six Sigma – 110 active teams with over 2400 trained employees who delivered over $272 million in operating income benefit – net of incremental investment. In working capital, this 8 day improvement had a $900 million impact and could exceed $3 billion by 2006 • A recent integration process in every aspect of the business resulted in $151 million in operational excellence savings. • It is more than just about cost cutting – it’s about implementing high quality, thoughtful products that result in better healthcare products - and healthier lives.

  5. The Benefits of Separation • Each entity will set their own strategy for: • Acquisitions • Alliances • Resource allocation • Research & development spending • Strategic and day-to-day business decisions will be based on specific industry dynamics Electronics TFS/TEPS Healthcare Greater Potential for Long-Term Value as Three Independent Companies

  6. One of the largest diversified healthcare companies • Strong operations and cost management capabilities have produced industry leading margins • As an independent company, better able to: • Attract top healthcare talent • Negotiate licensing deals • Compete for strategic acquisitions Great Long-Term Value Potential as an Independent Company

  7. Sourcing Candidates • Staffing Plan • Newly Created Functions 200 – 300 new positions • Understand what we have, what we need to have • Recruitment Strategy • Internal candidates; growth from within • Normal postings via ATS • College interns/Co-Ops

  8. Sourcing Candidates • Internet Resources currently used: • Applicant Tracking Systems; main job boards • Niche Web Sites, Associations • Internet Resources being explored: • Adwords via Google, search engines • Web Logs

  9. Sourcing Candidates • Agencies: • Contingency/Retained: • Leverage company size • One central database, able to better partner • Centralized point of contact • Job Bundling • Executive search • Research Firms: • Name Generation • Candidate pipeline • Diversity Recruitment: • National Society of Hispanic MBA Conference • National Black MBA Conference • BostonWorks Diversity Career Fair • Women for Hire • InRoads: Diversity Intern program

  10. US Exempt & Salaried Non-Exempt Hires by Source for 2005

  11. Three Year Comparison – Hiring PercentagesMansfield Location

  12. Vetting Candidates • Behavioral Interviewing • Provide training for hiring managers and interview team • Interview guide creation via usage of Lominger Competency Model Tool with hiring manager • Results of Interviews intended to provide: • Objective view of all involved on the interview team • Justifiable reasoning of why the candidate was the best fit among all candidates • Maximize each hire

  13. Hiring Candidates • Key Aspects • Are we competitive in the market? • Have we effectively portrayed the company culture? • Have we communicated our values? • Metrics • Quality of the hire • Turnover Rate • Diversity

  14. Hiring Candidates - Metrics 2005 New Hire Performance Ratings Salaried Exempt & Non-Exempt Performance Behaviors 908 out of 1,768 hires eligible for the review process.

  15. Questions?

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