Early Talent Functional Strategy Session: Planning
Description: Early Talent Functional Strategy Session: Planning Execution FinanceAccounting Nina D. Erney, OD Consultant XYZ Company Strategy Planning Roadmap Strategy Session Agenda Welcome Introductions University Relations Manager to summarize
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slide1. Early Talent Functional Strategy Session: Planning & Execution – Finance/Accounting Nina D. Erney, OD Consultant
XYZ Company<br>
slide2. Strategy Planning Roadmap<br>
slide3. Strategy Session Agenda Welcome & Introductions
University Relations Manager to summarize pre-work
Campus Manager and Program Manager to review program themes
Campus Managers to share proposed recruitment plan
Final qualifications review (basic & preferred)
Final forecast established
Review hiring model
Assessment plan (1st and 2nd round approach)
Discuss next steps<br>
slide4. UR Manager Pre-work Summary Share major feedback from campus diversity megatrends
Share I&D special mission information
Share TAC feedback on SB06 & 07 and other XYZ Company megatrends
XYZ Company Talent Scout Network themes and feedback
Highlight recruitment tools beyond campus to be leveraged by the work stream<br>
slide5. Finance/Accounting Program Themes Steering Committee Meeting
Diverse class entering program – continue effort to balanced recruiting from T1 and T2 schools
91% of Finance reps declined/did not answer OCI request
Commitment from Steering Committee to assist in recommending reps for T1 university teams and providing initial communication kick-off to reps
Assignment request process changing, to mirror what other programs use, create, new/different 1st, 2nd & 3rd year rotations
Recommended direct hire approach for difficult to assign rotation geographies
Continue Accounting major focus – 60% hires<br>
slide6. Proposed 2019 Recruitment Plan Remove Miami from T2 status to post only, conduct phone interviews
Combined events - Business and Engineering w/ iERG focus at key schools like OSU, U of Pitt, MSU and NCSU
Leverage local facilities for events – ex: Raleigh w/ NCSU, Experience Center at U of Pitt, Cleveland w/ CWRU, Crouse-Hinds and Syracuse University
Host Fall recruiting event at Indiana University – conduct phone interviews
Continue key partnerships with student/diversity organizations, work to get meeting earlier in Fall with Accounting associations
Build stronger partnerships with international programs, including visits with U of Pitt +3 treks to Dublin, Germany and Vietnam
Continue to sponsor BIG 10 Women’s Leadership Conference – PSU host school in 2019 & U of Pitt Women in Business Conference
Utilize Fin/Accounting Campus Teams – host evening with Eaton events before OCI days at key universities
Begin to build hiring brand at two HBCU – NC A&T, South Carolina State with events like Accounting Colloquium & Meet the Firms (A&T)
Leverage NEO Consortium to attract top talent from non-T1/T2 schools<br>
slide7. Recommended Final School List<br>
slide8. 2018 Program Hires by School<br>
slide9. Finance Early Talent Qualifications<br>
slide10. Final Qualifications - continued<br>
slide11. 2019 Forecast 20 2-3 22<br>
slide12. Continue approach with on campus interview days and second-round events
Internship hiring will be done via on campus interview days and phone interview days
FLDP hiring will be done with combination of on campus interview days and second-round events
Recommend all FLDP second-round events be held at XYZ Company - line of business reps will travel to location to participate
Implement pre-night dinner and/or plant tour for second-round events
Second-round dates must fit schedule and timing of Finance/Accounting line of business – avoid month-end timing
UR Campus Manager and Program Manager will work with Steering Committee to determine best dates and participants Recommended Assessment Plan<br>
slide13. Sample Hiring Model When planning for a campus, diversity conference or special event, assume the “Rule of 4”:
Assume to fill 2 first round interview schedules (8 candidates per schedule) for each position type
Assume 50% of candidates will be recommended after 1st round
Assume 80% of candidates will choose to move forward with Eaton
Assume 75% offered a position after final rounds
Assume 80% of offers accepted
This averages out to be approximately 4 hires per source for each position type (intern/co-op or full-time) What is a hiring model? A hiring model is a formula to help determine the number of early talent interview activities that will be required to achieve your hiring targets. University Relations leverages a hiring model to determine the appropriate number of:
Eaton Target Campuses
National Diversity Conferences
Special Events<br>
slide14. Hiring Model Instructions for use:
Input whole numbers into the boxes in yellow
Boxes in blue, red and green will self-calculate; do not edit
Green boxes will give an estimated number of required target campuses to help inform overall recruitment strategy<br>
XYZ Company<br>
slide2. Strategy Planning Roadmap<br>
slide3. Strategy Session Agenda Welcome & Introductions
University Relations Manager to summarize pre-work
Campus Manager and Program Manager to review program themes
Campus Managers to share proposed recruitment plan
Final qualifications review (basic & preferred)
Final forecast established
Review hiring model
Assessment plan (1st and 2nd round approach)
Discuss next steps<br>
slide4. UR Manager Pre-work Summary Share major feedback from campus diversity megatrends
Share I&D special mission information
Share TAC feedback on SB06 & 07 and other XYZ Company megatrends
XYZ Company Talent Scout Network themes and feedback
Highlight recruitment tools beyond campus to be leveraged by the work stream<br>
slide5. Finance/Accounting Program Themes Steering Committee Meeting
Diverse class entering program – continue effort to balanced recruiting from T1 and T2 schools
91% of Finance reps declined/did not answer OCI request
Commitment from Steering Committee to assist in recommending reps for T1 university teams and providing initial communication kick-off to reps
Assignment request process changing, to mirror what other programs use, create, new/different 1st, 2nd & 3rd year rotations
Recommended direct hire approach for difficult to assign rotation geographies
Continue Accounting major focus – 60% hires<br>
slide6. Proposed 2019 Recruitment Plan Remove Miami from T2 status to post only, conduct phone interviews
Combined events - Business and Engineering w/ iERG focus at key schools like OSU, U of Pitt, MSU and NCSU
Leverage local facilities for events – ex: Raleigh w/ NCSU, Experience Center at U of Pitt, Cleveland w/ CWRU, Crouse-Hinds and Syracuse University
Host Fall recruiting event at Indiana University – conduct phone interviews
Continue key partnerships with student/diversity organizations, work to get meeting earlier in Fall with Accounting associations
Build stronger partnerships with international programs, including visits with U of Pitt +3 treks to Dublin, Germany and Vietnam
Continue to sponsor BIG 10 Women’s Leadership Conference – PSU host school in 2019 & U of Pitt Women in Business Conference
Utilize Fin/Accounting Campus Teams – host evening with Eaton events before OCI days at key universities
Begin to build hiring brand at two HBCU – NC A&T, South Carolina State with events like Accounting Colloquium & Meet the Firms (A&T)
Leverage NEO Consortium to attract top talent from non-T1/T2 schools<br>
slide7. Recommended Final School List<br>
slide8. 2018 Program Hires by School<br>
slide9. Finance Early Talent Qualifications<br>
slide10. Final Qualifications - continued<br>
slide11. 2019 Forecast 20 2-3 22<br>
slide12. Continue approach with on campus interview days and second-round events
Internship hiring will be done via on campus interview days and phone interview days
FLDP hiring will be done with combination of on campus interview days and second-round events
Recommend all FLDP second-round events be held at XYZ Company - line of business reps will travel to location to participate
Implement pre-night dinner and/or plant tour for second-round events
Second-round dates must fit schedule and timing of Finance/Accounting line of business – avoid month-end timing
UR Campus Manager and Program Manager will work with Steering Committee to determine best dates and participants Recommended Assessment Plan<br>
slide13. Sample Hiring Model When planning for a campus, diversity conference or special event, assume the “Rule of 4”:
Assume to fill 2 first round interview schedules (8 candidates per schedule) for each position type
Assume 50% of candidates will be recommended after 1st round
Assume 80% of candidates will choose to move forward with Eaton
Assume 75% offered a position after final rounds
Assume 80% of offers accepted
This averages out to be approximately 4 hires per source for each position type (intern/co-op or full-time) What is a hiring model? A hiring model is a formula to help determine the number of early talent interview activities that will be required to achieve your hiring targets. University Relations leverages a hiring model to determine the appropriate number of:
Eaton Target Campuses
National Diversity Conferences
Special Events<br>
slide14. Hiring Model Instructions for use:
Input whole numbers into the boxes in yellow
Boxes in blue, red and green will self-calculate; do not edit
Green boxes will give an estimated number of required target campuses to help inform overall recruitment strategy<br>