Matt Metzelaars Manager Talent Acquisition Operations EMSI Conference Coeur dAlene Idaho October 16 2013 Who are we Bridgestone Americas Bridgestone Americas Tire Operations ID: 389703
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Slide1
Workforce Planning
Matt Metzelaars
Manager, Talent Acquisition Operations
EMSI Conference
Coeur d’Alene, Idaho
October
16, 2013Slide2
Who are we?
Bridgestone
Americas
Bridgestone Americas Tire OperationsManufacturingDistributionBridgestone Latin AmericaFirestone Industrial ProductsFirestone Building ProductsFirestone PolymersBridgestone Commercial Operations (300+ stores, Retread Plants)Bridgestone Retail Operations (2,200+ Retail Locations)Firestone Complete Auto CareTires PlusWheel WorksHibdon TireCredit First NationalSlide3
ChallengesUnderstanding Applicants Tendencies
Where do they go to find jobs?
What are our most effective sources of talent?
How are we viewed versus the competition?Locating Candidates for Hard to Fill PositionsAutomotive TechniciansEngineersInformation TechnologyManage the “Retirement Cliff”55% of key management bands are eligible for retirement in 2016Slide4
Internal SolutionsSurvey new/existing employees to find out why they chose us
Perform talent reviews to uncover internal talent throughout our business units
Create/Improve leadership development programs
Establish succession plan models for key business rolesSlide5
GoodSlide6
External SolutionsIntroduced an online Applicant Tracking System (iCIMS)
Identify who our applicants are
Track where they came from
Advanced reporting and analyticsTime-to-FillSource reportingCost per hireSlide7
BetterSlide8
External Solutions
Introduced EMSI tool along with Supply and Demand portal
Targeted recruiting to specific pockets of talent
Understand competitive pay Identify trouble areas and pursue innovative solutionsReduce wasted spend on recruitingImprove time to fill Slide9
BestSlide10
ExamplesChallenge
: Minneapolis needed Automotive Technicians to work in the city yet they were barely getting any applications.
Solution
: Using the EMSI tool we were able to identify counties outside of the metropolitan areas which had a much higher population of experienced technicians.Slide11
ExamplesChallenge
: Entered Las Vegas metro market with 16 new locations over a 3 year period. Needed to fully staff and train with local talent.
Solution
: Using the Supply and Demand portal we created targeted advertising (digital, billboards, hiring events) for recruiting. Using EMSI tool we identified competitive wages in the marketplace.Slide12
ExamplesChallenge
: West Texas competition for talent was so high with the oil industry we needed to get a better understanding of what we had to pay to attract talent.
Solution
: Using the data from EMSI we were able to compare our wages to that being paid in the oil fields and adjust accordingly.Slide13
Future Usage IT and Engineering shortage
Targeted university recruiting and understanding where we can get the best bang for the buck
Competitive compensation strategies to attract talent to the organization
Formulate our workforce management plan to overcome the retirement cliff Slide14
Questions?