not another dead end job
TRANSCRIPT
Not another “dead end” job. The Batesville Story
ERE Expo – September 2012
Introduction
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What comes to mind when you think about working for:
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How about Batesville Casket?
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Common Responses
“Did you say gasket?”
“I’ve seen your trucks”
Bad Jokes: “People are dying to get in”
“Recession proof industry” – Realty: not 100% true
– Deaths are down, cremation is up
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0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0%
7.7
7.9
8.1
8.3
8.5
8.7
8.9
9.1
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011
% o
f dea
ths
resu
lting
in c
rem
atio
n
deat
hs /
1,00
0 po
pula
tion
US Deaths and Cremations
Deaths Cremations
Location – Where is Batesville?
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Major Locations: • Batesville, IN • Batesville, MS • Manchester, TN • Vicksburg, MS • Chihuahua, Mexico + approx 80 distribution
What we do
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An Industry Leader for Generations
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Who we are / What we offer
Industry Leader
Innovative
Award-winning
Lean Manufacturer
Vertically integrated
Personal/Professional growth – Intentional Development
Small community
Subsidiary of Hillenbrand, Inc. which is publically traded on the NYSE under ticker “HI”
Growing/Diversifying
Competitive Pay & Excellent benefits – Health & Wellness Center
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You are part of the story! Who am I? Pre-Batesville
– Grew up one town over
– Studied Political Science and Economics at Wabash College
– Worked in hospitality industry
How I heard about Batesville: Word of mouth
How I started: Internship which turned into a Co-Op
Experience so far: – HRIS – launched first ever ATS system at Batesville, then assisted with transition to Taleo
– Labor Relations - from time at Batesville Manufacturing plant and Manchester contract negotiations)
– HR Generalist – supporting Finance, Marketing, and IT
– Talent Development – established a platform for broader and more structured development
– Talent Acquisition – lead team of 4 recruiters
– Compliance – EEO1, Vets100, AAPs, etc.
– Reporting & Budget – responsible for monthly and quarterly reporting, budget forecasting and setting
– Corporate Strategy 10
Keys to Recruiting Success
Know yourself – What do you want?
– Who are you?
– Activity
Establish and follow a process – Our process
– Key Metrics (old and new)
Develop/Acquire tools – Communicating the career brand
Measure success – Our results
– Metrics activity
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Know yourself
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What do you want?
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DIY
Outsourced
What do you want? Cake Analogy
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Outsourced
External
RPO
Activity – Who are you?
What do you think your brand is? What would others say about your
company?
How would your hiring managers describe your brand?
What does your website, LI/FB profile, materials, etc. say about your brand?
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The Process
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Mission Translation – Get the very best people as quickly and as cheaply as possible
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Talent Acquisition Mission: Efficiently acquire top diverse talent with targeted capabilities to execute business strategies.
Talent Acquisition Process:
Talent Acquisition Process
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Discovery Call – Req. Approval – Applicant Review
1st Phone Screen (TA Update Taleo)
2nd Screen (HM Update Taleo)
On-Site Interview (HM Update Taleo)
Background Check
Reference Checks
Offer
HM
TA
KEY
HR & HM
TA & HM
HR
Metrics
Old
Cost per Hire
A-Hiring Effectiveness
Hi-Po Effectiveness
Days to Fill
Agency Spend
New
Cost per Hire
A-Hiring (from LTR)
Hi-Po (from LTR)
% On-Time
Agency usage eliminated
What you measure, and how you measure them help shape your internal brand.
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Food for thought
What is your recruiting process?
Do others know the key steps?
How well is the process followed?
When was the last time you reviewed/updated the process? The metrics?
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Develop/Acquire the tools
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Positive initial interaction
Comprehensive Branding Approach – New Career Site
• Why Batesville? Video
– New Booth and Marketing Material
Expansion of Sourcing Model – More Targeted approach
– New Partners
Taleo
Eliminated Assessment
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New tools
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Trad
ition
al S
ourc
ing
ATS
S
ocia
l Med
ia
Sou
rcin
g
New
Car
eer S
ite
New
han
d-ou
ts
Execute & Measure
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Speak to your impact
78%
32%
82%
40%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
PD A LTR A
A-Hiring Effectiveness
2009 2010
52%
18%
51%
23%
0%
10%
20%
30%
40%
50%
60%
PD HiPo LTR HiPo
HiPo Effectiveness
2009 2010
$4,197
$3,612
$3,086
$1,719 $2,000
$- $500
$1,000 $1,500 $2,000 $2,500 $3,000 $3,500 $4,000 $4,500
2009 2010 2011 2012 (YTD) 2012 est.
Recruiting Cost per Hire
28 48 54 45
40 83 68 55
1 3 13 3
0%
20%
40%
60%
80%
100%
2009 2010 2011 2012 YTD
Candidate Source
Internal External Agency
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Activity – What’s Important?
What metrics are important to you? What metrics are important to the hiring manager?
What metrics are most important to the organization as a whole? What do you measure?
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Summary – the four steps
Know your self – Be a strategic partner – fulfill needs (not what they say they want)
– Know where you’re going / when you arrived
– Know strengths/weaknesses and what you can/can’t change
Standardize the process, develop measures and uncover gaps – Hold both yourself and others to the process
– Constantly look for and implement improvements (Lean Value Streams)
Develop/Acquire tools to get there – Innovate: share best practices, test/implement new tools (i.e. LinkedIn)
– Let technology work for you (i.e. Taleo or other ATS)
Execute – follow the process, check in regularly, adapt – Changing metrics can change results
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Questions & Contact Info
Aaron Abell [email protected]
812-931-3767
http://www.linkedin.com/in/aaronabell
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Backup
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Future Growth
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