Outsourced Recruiting Can it REALLY Work Cyd Kilduff

Outsourced Recruiting: Can it REALLY Work? Cyd Kilduff, Director of Staffing, Kellogg Company Global Benchmarking Council’s Spring Quarterly Meeting May 10. 2001

Staffing at Kellogg • Recruiting was fully outsourced in 1999 – Recruitment Enhancement Services - A Division of Bernard Hodes Group • Outsourcing Objectives: – Create structured processes delivered through integrated technology – Staff with recruiting specialists with highly developed technical competencies – Move recruiting from reactive to proactive - create candidate pipelines, maintain candidate pools – Develop the ability to handle staffing “peaks and valleys” – Develop and execute a cohesive diversity recruiting strategy – Deliver against defined metrics, made possible by extensive reporting capability – Implement consistent usage of creative, cost effective sourcing strategies

Keys to Successful Recruitment Outsourcing • Developing a successful corporate/vendor partnership • Managing internal expectations • Automation of the recruiting process

Developing a successful corporate/vendor partnership • Develop a strong vision of what you want to achieve. • Assign a corporate project manager to oversee the design, implementation and day-to-day operations of the relationship. • Insist upon a strong initial startup team from the vendor. • Develop strategies for satisfying key internal customers from the beginning. • Set reasonable, attainable milestones and timetables. • Be a strong advocate for the vendor, but don’t make excuses if problems arise. • Give frequent, honest and clear feedback. • COMMUNICATE, COMMUNICATE

Managing Internal Expectations • Poor understanding of the vision, process and benefits by internal customers is the biggest obstacle to successful outsourcing. • Provide up-to-date information in several forms: – – Intranet Printed materials Just-in-time one-on-one training CBT Award Winning Program for Innovation in Staffing • Shamelessly self-promote what you are doing and your successes. • Solicit candid feedback from users and act upon that feedback immediately. • Look to get your efforts recognized by external sources. • Benchmark your results with other “Best in Class” organizations.

Award Winning Program for Innovation in Staffing

Automating the Recruiting Process at

Vendor Responsibilities • Requisition Management • Candidate screening • Recruitment Advertising • Interview Scheduling/Coordinating • Recruitment Marketing Research • Recruiting Event Coordination • College Recruiting coordination • Candidate Sourcing • Locally • Nationally • Search Firm tracking and coordination • Offer Letters Generation • Reporting

RECRUITMENT PROCESS

Kellogg Talent Team Structure

Automated Applicant Tracking System ROAM

ROAM • At the core of the Kellogg model is ROAM: An automated, web-based recruitment management system that combines, applicant tracking, requisition management, vendor management, reporting and communications.

Search Firms Web site ROAM database RES sourcing Requisition All candidates from all sources available in one place

Our corporate website is used as the main recruitment marketing tool. All outside traffic is driven to this site for the most current listings of openings and for more in depth information about the company.

Kellogg employees can access ROAM, the Internal Mobility System and the Kellogg ERP from one internal portal.

In ROAM, the hiring manager’s main menu gives him/her the ability to review the status of jobs as well as to create new requisitions.

Requisition part 1

Requisition part 2

The ROAM system provides a generous list of reports that allow us to check metrics like: • time to fill • who has not reviewed resumes in 5 days • cost per hire • most effective sources of recruiting candidates

Click here to apply Click here to view job description Kellogg employees create profiles and apply for openings online in our web-based Internal Mobility System. They receive system generated communications at key status change points.

Our Web-based ERP allows Employees to View positions, Access the Referral form, review Bonus & Grand Prize Information And Rules and Regulations

Through ROAM we can track the activity of all our preferred vendors

We track each vendor by the requisitions that they are assigned. They can not submit candidates except through ROAM.

We track rejection reasons Additional information gathered about the candidate is available for the hiring manager to review We also track all candidates submitted by search firms. The system will alert firms immediately if a candidate has been entered previously.

We can analyze the success rate of each search firm

RES sourcing • • • Networking Internet Print advertising Career Fairs Colleges/ Universities

Employment Branding in Recruitment Advertising Great Products! Great People! Great Life!

Steve Chester Intern -Global Finance Morehouse College Leigh Robinson Intern-Human Resources Texas A&M University Zarinah Shaheed Intern - Human Resources Michigan State University Carley Case Intern - Human Resources University of Michigan Jennifer Early Intern - Trade Promotions Western Michigan University Melissa Koehl Intern - Human Resources Western Michigan University