NIH Innovations in Recruitment - PowerPoint PPT Presentation

nih innovations in recruitment n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
NIH Innovations in Recruitment PowerPoint Presentation
Download Presentation
NIH Innovations in Recruitment

play fullscreen
1 / 33
NIH Innovations in Recruitment
330 Views
Download Presentation
chaman
Download Presentation

NIH Innovations in Recruitment

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. NIH Innovations in Recruitment Corporate Recruitment HR Social Media Use at the NIH 5-Star Executive Recruitment & Onboarding

  2. Corporate Recruitment Presenter: Lori Thompson

  3. AGENDA Corporate Recruitment Overview Trans-NIH Recruitment Integration Measuring Success 3

  4. NIH Corporate Recruitment Unit (CRU) Mission To develop continuous talent pipelines of diverse high-caliber talent to meet the needs of the unique mission of the NIH and to meet the Federally-mandated diversity requirements. Key Recruitment Strategies: • Develop relationships with key academic institutions, placement organizations, and professional societies • Represent/coordinate career fairs, conferences, and hiring events • Arrange on-site interviews and facilitate selections • Present workshops • Discover a Career at NIH Federal resume workshop • Fall in Love with NIH • Create powerful marketing strategies 4

  5. Corporate Recruitment Components Diversity Recruitment Targeted Recruitment Trans-NIH Recruitment Integration Scientific Recruitment Entry level/Student Recruitment (Pathways)

  6. Trans-NIH Recruitment Integration Goal: Create a forum to share best practices, effective marketing and outreach strategies and successful recruiting sources • Key Strategies: • Promote NIH as “one” organization while preserving the identity and uniqueness of each IC • Identify events where an NIH presence would be more effective and powerful than an IC-specific presence • Determine how to maximize resources to achieve the greatest return on investment (ROI) • Incorporate IC input to enhance marketing efforts

  7. Diversity Recruitment Scientific & Medical Recruitment Trans-NIH Recruitment Forum Marketing/Outreach • Entry Level/Students (Pathways) Veteran Recruitment

  8. Targeted Recruitment Goal: Fill recruitment requirements identified by the ICs • Requirements collected in annual survey • Focus on critical shortfall occupations • Identify key professional societies and marketing strategies • Deploy outreach strategies: • Conference presentations • Public lectures • Research journal articles • 2012Recruitment Requirements • 601 Health Science/HSAs 245 • 401 Biologists 234 • 602 Medical Officers 176 • 610 Nurse 143 • 2210 IT Specialists 120 • 301 Admin & Program Spec 116 • 343 Program/Mgmt Analyst 93

  9. Non-Competitive Hiring Hiring Options: •Schedule A •Veterans •Peace Corps •Students • Advantages: • High-caliber candidates for all types of positions – scientific and non-scientific • No vacancy announcement needed • Cost savings • Quicker hiring time • Flexible Peace Corps, Schedule A, Students 9

  10. Entry Level/Student Recruitment (Pathways) Goal: Establish a focused student recruitment plan that targets specific universities to support succession planning efforts • Forge relationship with key academic personnel at targeted Universities • Develop a talent pipeline • Influence curriculum design • Develop creative venues to attract students • Seminars, Lectures and NIH campus tours • Student created marketing programs • Use STEP/SCEP to secure talent pending Pathways guidance • 2012 University Targets * • Gallaudet University • George Washington University • George Mason University • Georgetown University • Howard University • Johns Hopkins University • Morehouse College • Morgan State University • University of Maryland (all campuses) • University of Virginia *Example of Targeted Universities- Locales are budget/diversity driven

  11. Diversity Recruitment Goal: Address NIH recruitment challenges identified in FEORP, MD-715, and other diversity objectives such as 2% Persons with Disabilities goal • Establish relationships with placement organizations • Identify diversity focused professional societies and marketing venues • Incorporate input from target populations and engage them in recruitment activities • Hold special events to achieve diversity goals • Manage and use Diversity Outreach Resource (DOR)

  12. SCIENTIFIC RECRUITMENT Goal: Attract world-class scientists and medical professionals to drive discovery and innovation at NIH • Target and attract a diverse pool of Fellows/Trainees • Use a corporate recruitment approach at multi-disciplinary scientific conferences • Collaborate with NIH scientists to present the Discover a Career at NIH workshops • Collaborate with NIH scientists to establish relationships with department heads at renowned scientific and medical academic institutions with diverse populations • Post scientific jobs on the LinkedIn NIH Career page “Your contributions to both the Training Directors Committee to Promote the Intramural Research Program, unquestionably has built bridges between HR and intramural. I think it would be good to encourage TDs to join on your school visits as well, Jeremy Swan gave me a great report on the UMBC recruitment event…You are doing all the right things with your team.” Brenda Hanning, Deputy Director, Liaison & Training, NICHD

  13. Marketing and Outreach Goals: Identify and utilize creative marketing strategies to target specific applicant communities and attract high-caliber talent to NIH • Key Strategies for 2012: • Establish a corporate approach to IC widely-attended conferences • Utilize economies of scale with IC advertising (negotiate group rates) • Use Social Media to share jobs and to engage the public on NIH career opportunities Maintain calendar of recruiting events • Redesign the Jobs@NIH web pages • Create IC marketing factsheets using NIH branded template 13

  14. IC Marketing Factsheet 14

  15. Standard Approach to Exhibiting 15

  16. Corporate Approach to Exhibiting 16

  17. Recruiting with Social Media • Recruiting with • ∙ 150 million users • ∙ Post and search jobs • ∙ 12, 750 NIH Followers • Recruiting with • ∙ 500 million users • ∙ Tweet Jobs • ∙ 7,612 NIH Followers • Recruiting with • ∙ 850 million users • ∙ New HR page for recruiting • ∙ 18,952 NIH Likes on official NIH page Coming Soon

  18. HR Social Media Use at the NIH Presenter: John Grill

  19. Social Media at the Office of Human Resources • Uses • Recruitment • Employee engagement • Tools • Facebook • LinkedIn • Twitter • WordPress • YouTube • Other Utilities

  20. Social Media General Principles • Do one or two things well rather than a lot of things poorly • Use free (and cheap) online tools • Collaborate with other social media practitioners • Maintain a consistent and high-quality brand across platforms • Design for the user experience

  21. Integrated Branding

  22. Web-Friendly Video • Make content engaging! • Uses • Vacancy announcements • Recruiting events • Employee engagement • Video tools • Contract videographers • In-house production

  23. Web-Friendly Video: An Example

  24. Social Advertising • LinkedIn • For hard to fill vacancies • Search for candidates who have the exact skills, education, and prior experience • Personalized “InMails” • Facebook Ads • For hard to target demographic groups • Can advertise recruiting visits, special events, and unique job vacancies • Advertise to people with specific education, employers, etc.

  25. Employee Engagement • Social media doesn’t stop at the door! • Internal uses for social media • Internal communications • Collaboration • Idea generation • Internal social media tools • Blogs • Video • Surveys • Yammer

  26. Employee Engagement: OHR Blog

  27. 5-Star Executive Recruitment & Onboarding Presenter: Allison Kruszewski

  28. Overview: 5-Star Executive Recruitment & Onboarding Programs • Recruit the best possible candidates for critical senior level positions at the NIH • Provide the highest level of customer service for senior level candidates • Deliver a positive first impression of the NIH to prospective hires and represent the NIH as an employer of choice • Help facilitate a successful transition for new executives into the NIH culture • Strengthen relationships between OHR and the Institutes and Centers (ICs)

  29. OHR’s Role in 5-Star Executive Recruitment & Onboarding • Provides leadership and oversight for executive recruitment and onboarding • Develops comprehensive recruitment materials, including binder, SharePoint, and Executive Jobs website • Cultivates early relationships with candidates; serves as a point of contact throughout the recruitment and onboarding process Helping new executives hit the ground running!

  30. 5-Star Executive Recruitment Program 5-Star Executive Recruitment Program Services • Travel planning and agenda development • Direct assistance, logistics, and escorting of candidates • Meeting with IC Directors and OD leadership to collect interview feedback • Drafting offer letters and correspondence, coordinate lab MOU development, etc. Dr. Robert Kaplan, Director, OBSSR & Dr. James Anderson, Director, DPCPSI

  31. 5-Star Executive Onboarding Program 5-Star Executive Onboarding Program Services • Identify a mentor for the new executive • Arrange for a formal swearing in with Director, NIH and framed photo • Coordinate personalized, one-on-one HR paperwork and Benefits session • Recommend and facilitate meetings with NIH leaders • Coordinate NIH campus tour Dr. Francis Collins, Director, NIH & Andrea Norris, Director, CIT

  32. OHR Executive Jobs Website • Recruitment Information • Onboarding Components • NIH Lookbook • Office of the Director • IC Top 5 http://hr.od.nih.gov/workingatnih/executive/

  33. Questions