icwes15 - how to get the best for less - engineering your recruitment. presented by allyson m...
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Presentation from ICWES 15 Conference - July 2011, AustraliaTRANSCRIPT
![Page 1: ICWES15 - How to Get the Best for Less - Engineering Your Recruitment. Presented by Allyson M (Woodford) Black, Production Superintendent Lytton Refinery, Caltex Australia, Australia](https://reader035.vdocuments.us/reader035/viewer/2022062704/555d959cd8b42a45788b475f/html5/thumbnails/1.jpg)
How to get the best for less
Engineered for engineers by engineers
Allyson Black, Caltex Lytton Refinery
15th International Conference for Women Scientists and Engineers
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Diverse Engineering Challenges
• Do you speak Gen Y?• “Employer of Choice”• Breaking the stereotype
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Is there anybody out there?
![Page 4: ICWES15 - How to Get the Best for Less - Engineering Your Recruitment. Presented by Allyson M (Woodford) Black, Production Superintendent Lytton Refinery, Caltex Australia, Australia](https://reader035.vdocuments.us/reader035/viewer/2022062704/555d959cd8b42a45788b475f/html5/thumbnails/4.jpg)
Lost in the cyberspace crowd?
![Page 5: ICWES15 - How to Get the Best for Less - Engineering Your Recruitment. Presented by Allyson M (Woodford) Black, Production Superintendent Lytton Refinery, Caltex Australia, Australia](https://reader035.vdocuments.us/reader035/viewer/2022062704/555d959cd8b42a45788b475f/html5/thumbnails/5.jpg)
The case for change
• Previous recruiting hap-hazard– Irregular and reactive– Direct recruitment or internet advertising (no careers page)– No ownership of process
• Always too late– The early bird gets the worm– Had to interstate to widen the web
• Invisible brand – “Are you hiring accountants? What do engineers do at Caltex?”
• Poor retention– Recruits from interstate moving home or moving on
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Myth-busting
We don’t have enough money for a flashy ad
campaign
We only need one or two
graduates, that won’t be difficult Internet
advertising will be good enough
We’ll have to do something special
to hire female graduates
We’ll leave it to later in the year to see who gets the
best marks
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Integrated Approach
• Ownership• Vision• Reputation• Relationships• Agility• Retention
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Ownership
• Recent (~5yrs) graduate• HR Assistance• Clear expectations• Timelines• Allocated small budget
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Vision
• “Engineers ain’t engineers”
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Reputation
• Know your audience– Get young graduates involved– Be visible and approachable
• Build a profile with your audience– University guest lecturing– Mentoring events, plant tours & careers expos– Institution involvement
• Vacation/Intern placement– Living advertisements
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Relationships
• Target your audience• Find your “Boundary Agent”
Org
UniSuccess
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Agility
• Be prepared• Be quick• Be decisive• Be willing to go that extra step
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Retention
• Do – Treat them as an individual• Do – Focus on training and development• Do – Give them responsibility early• Do – Encourage professional development• Do – Help them build a network• Don’t – Make promises you can’t keep
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The Result
Applications0
20
40
60
80
100
120
140
160
180
200820092010
Male Female Ratio 50:50
Retention100%
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The Breakdown
• Know what you need• Know where to find it• Know what it looks like• Know what it wants• Be visible and make contact often• Be prepared to strike quickly• Go that extra step to hook your catch• Continue the development