4 NIH Corporate Recruitment Unit (CRU) MissionTo 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 societiesRepresent/coordinate career fairs, conferences, and hiring eventsArrange on-site interviews and facilitate selectionsPresent workshopsDiscover a Career at NIH Federal resume workshopFall in Love with NIHCreate powerful marketing strategies4
6 Trans-NIH Recruitment Integration Goal: Create a forum to share best practices, effective marketing and outreach strategies and successful recruiting sourcesKey Strategies:Promote NIH as “one” organization while preserving the identity and uniqueness of each ICIdentify events where an NIH presence would be more effective and powerful than an IC-specific presenceDetermine how to maximize resources to achieve the greatest return on investment (ROI)Incorporate IC input to enhance marketing efforts66
8 2012 Recruitment Requirements Targeted RecruitmentGoal: Fill recruitment requirements identified by the ICsRequirements collected in annual surveyFocus on critical shortfall occupationsIdentify key professional societies and marketing strategiesDeploy outreach strategies:Conference presentationsPublic lecturesResearch journal articles2012 Recruitment Requirements601 Health Science/HSAs 245401 Biologists602 Medical Officers610 Nurse2210 IT Specialists301 Admin & Program Spec 116343 Program/Mgmt Analyst 9388
9 Non-Competitive Hiring Peace Corps, Schedule A, Students Hiring Options:•Schedule A•Veterans•Peace Corps•StudentsAdvantages:High-caliber candidates for all types of positions – scientific and non-scientificNo vacancy announcement neededCost savingsQuicker hiring timeFlexiblePeace Corps, Schedule A, Students9
10 Entry Level/Student Recruitment (Pathways) Goal: Establish a focused student recruitment plan that targets specific universities to support succession planning effortsForge relationship with key academic personnel at targeted UniversitiesDevelop a talent pipelineInfluence curriculum designDevelop creative venues to attract studentsSeminars, Lectures and NIH campus toursStudent created marketing programsUse STEP/SCEP to secure talent pending Pathways guidance2012 University Targets *Gallaudet UniversityGeorge Washington UniversityGeorge Mason UniversityGeorgetown UniversityHoward UniversityJohns Hopkins UniversityMorehouse CollegeMorgan State UniversityUniversity of Maryland (all campuses)University of Virginia*Example of Targeted Universities- Locales are budget/diversity driven1010
11 Diversity Recruitment Goal: Address NIH recruitment challenges identified in FEORP, MD-715, and other diversity objectives such as 2% Persons with Disabilities goalEstablish relationships with placement organizationsIdentify diversity focused professional societies and marketing venuesIncorporate input from target populations and engage them in recruitment activitiesHold special events to achieve diversity goalsManage and use Diversity Outreach Resource (DOR)1111
12 SCIENTIFIC RECRUITMENT Goal: Attract world-class scientists and medical professionals to drive discovery and innovation at NIHTarget and attract a diverse pool of Fellows/TraineesUse a corporate recruitment approach at multi-disciplinary scientific conferencesCollaborate with NIH scientists to present the Discover a Career at NIH workshopsCollaborate with NIH scientists to establish relationships with department heads at renowned scientific and medical academic institutions with diverse populationsPost 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 NIHKey Strategies for 2012:Establish a corporate approach to IC widely-attended conferencesUtilize 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 eventsRedesign the web pagesCreate IC marketing factsheets using NIH branded template(notes: coordinated approach across multiple platforms to engage the public and advertise positions)13
17 Recruiting with Social Media ∙ 150 million users∙ Post and search jobs∙ 12, 750 NIH Followers∙ 500 million users∙ Tweet Jobs∙ 7,612 NIH Followers∙ 850 million users∙ New HR page for recruiting∙ 18,952 NIH Likes on official NIH pageComing Soon
18 HR Social Media Use at the NIH Presenter: John Grill
19 Social Media at the Office of Human Resources UsesRecruitmentEmployee engagementToolsFacebookLinkedInTwitterWordPressYouTubeOther UtilitiesRecruitment: Advertise jobs, spread the employment brand, answer questions, reach audiences not covered by other media
20 Social Media General Principles Do one or two things well rather than a lot of things poorlyUse free (and cheap) online toolsCollaborate with other social media practitionersMaintain a consistent and high-quality brand across platformsDesign for the user experience
21 Integrated Branding Social Media: Facebook, LinkedIn, Twitter Other Media: Bus ads, recruiting brochures, giant sign, etc.
22 Web-Friendly Video Make content engaging! Uses Video tools Vacancy announcementsRecruiting eventsEmployee engagementVideo toolsContract videographersIn-house production
24 Social Advertising LinkedIn Facebook Ads For hard to fill vacancies Search for candidates who have the exact skills, education, and prior experiencePersonalized “InMails”Facebook AdsFor hard to target demographic groupsCan advertise recruiting visits, special events, and unique job vacanciesAdvertise to people with specific education, employers, etc.
25 Employee Engagement Social media doesn’t stop at the door! Internal uses for social mediaInternal communicationsCollaborationIdea generationInternal social media toolsBlogsVideoSurveysYammerCost effectiveRespond to survey responses
28 Overview: 5-Star Executive Recruitment & Onboarding Programs Recruit the best possible candidates for critical senior level positions at the NIHProvide the highest level of customer service for senior level candidatesDeliver a positive first impression of the NIH to prospective hires and represent the NIH as an employer of choiceHelp facilitate a successful transition for new executives into the NIH cultureStrengthen 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 onboardingDevelops comprehensive recruitment materials, including binder, SharePoint, and Executive Jobs websiteCultivates early relationships with candidates; serves as a point of contact throughout the recruitment and onboarding processHelping new executives hit the ground running!
30 5-Star Executive Recruitment Program 5-Star Executive Recruitment Program ServicesTravel planning and agenda developmentDirect assistance, logistics, and escorting of candidatesMeeting with IC Directors and OD leadership to collect interview feedbackDrafting 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 ServicesIdentify a mentor for the new executiveArrange for a formal swearing in with Director, NIH and framed photoCoordinate personalized, one-on-one HR paperwork and Benefits sessionRecommend and facilitate meetings with NIH leadersCoordinate NIH campus tourDr. Francis Collins, Director, NIH& Andrea Norris, Director, CIT
32 OHR Executive Jobs Website Recruitment InformationOnboarding ComponentsNIH LookbookOffice of the DirectorIC Top 5