Verint At a Glance Vision – Actionable Intelligence for an Optimized Enterprise and a Safer World. Over 20 years old
Management Bench
Over 4300 people world wide
New Business Units Growth Engines
1200~ people in Israel
More than 500 R&D in Israel Deployed in over 150 countries 18k SQM office space
Global Recruiting New profiles Competition Intensive & Dynamic Environment
Growth – What does it means?
The Beginning It is all begun when we built the forecast… Cooperation With Special Tech-Units
Creativity - to reinvent the wheel again & again
Social Media
Better cooperation with the hiring managers
Need More CV’s
Where are we and where are we not ????
Branding: Verint as Employer of Choice
Workforce Planning – Looking Outside היצע השוק
Branding
Competition
Non Compete agreements Universities Special Tech Units
* Lower supply of good candidates and higher demand in our expertise 5
Looking Inside – Being a BP - Strategy
Organization/ Business Strategy
Expected growth & Attrition (Volume)
Growth Engines (Technology & BU’s) Matrix Organization Management Bench Successors Internal transfers Innovation & Research Global Challenges Recruiting Process
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Looking Inside – Being a BP - Strategy
Recruitment Strategy
Bottlenecks
Organization (Recruiting) Structure
Internal Talent Pipeline
Innovation
Sourcing
Recruiting Process Cooperation
Engage Stockholders
New Skills Targets & Measurements 7
Strategy – Check your bottlenecks
• • • •
Placement Partners 2 additional Coordinators Active search …
• • •
Scheduling interviews Concentrated Days with One time Screening …
• •
Another recruiter …
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Recruiting Team Talent Acquisition Manager
Sourcing
Recruiting Center Manager
Talent Sourcer
Process
TAS1
TAS2
TAS3
BU1
BU2
BU3
Talent Acquisition Specialist
Recruiting Cordinatoor1
Recruiting Cordinatoor2
Recruiting Cordinatoor3
BU1
BU2
BU3
Matrix with the TAS
But… HRBP’s and other HR functions
Hiring Managers
Employees
Managements
Placement Partners
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Active Search – New function: Talent Sourcer Since April: •
Reached to more than 1000 passive candidates
•
37% accept rate
•
More than 250 candidates in process
•
16 signed contract (direct from TS)
This tool is aiming for Strategic & Executive positions What kind of positions were recruited? •
Executive & Managerial
•
Cyber positions
•
Network security positions
•
Communications expert
•
Pre-sale
•
PHD & Data Scientist 10
Training + Recruiting Cooperation What?
High Potential Candidate
Training Program for New Employee
Fit Employee
(Perfect – X)
(X)
= Perfect !!!!
Why?
Great branding – “We teach technologies !!!”
Short CT
The ability to “design” our candidates/ New hires
A chance for internal candidates who want to evolve (Potential to talent)
How?
Due date for recruiting a “Training group”, Month~ of training and ready to go !!!!
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Hiring Manager’s Workshop Talking the same language !!! + New Hiring Managers •
3 workshops in the last year
•
Two days workshop (half days)
•
More than 50 Hiring Managers participated
•
3 Simulations were included
Topics: 1st Day
2nd Day
KOM
Professional interviews
CV Screening
Basic assumptions
Candidate experience
Biases
Phone interview
References
Professional tests
Closing process & Salary Offer
Recruitment System
This wasn’t only an interview workshop !!!12
Employee Referral Internal Fair •
Internal web campaign regarding ER
•
ER “booth” in the morning and before lunch
•
Exposure to all our new positions (on a big screen)
•
Trainings on the way employees can use LinkedIn and FB in order to get more CV’s for ER
•
Giveaways – to remember the campaign and more…
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LinkedIn Parties What is it? A cooperation with Employees & Managers which give them recruiting knowledge and tools regarding LinkedIn. For who?
• Hiring managers • Teams • Tech Communities • others
We are covering the following subjects: • How to post a position in your profile • Posting positions in groups • Recommending profiles to staffing • Boolean search for candidates in LinkedIn It seems that the hiring managers enjoyed it and thought it was useful The results of the satisfaction survey were: 4.67 14
Just Little Help From My Friends Placement Partners •
Changing the concept of placement companies to placement partners
•
Decrease the number of partners we work with (creating “win-win”)
•
Weeklies with our focal points
•
Our sourcing methodology take our partners to the right positions (strategic).
Special Tech Units •
Cooperation with the units (Product ,business & tech trainings and more…)
•
1/3 of our organization: •
Round tables with employees
•
LinkedIn Parties
•
Advertising in “private” groups
Joe Cocker (1944-2014)
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Recruiting Processes Specific recruitment Strategy and Sources.
Recruiting Center – Sourcing, Screening & Invitations
• • • •
Professional Interviews HR Interview References check Decision
• • • • •
Executives & Strategic
Recruiting days Loop of Interviews References check Decision
Seniors & Unique
Graduates, Juniors & Experienced
• • • •
Screening Interview Professional Interviews HR Interview References check Decision
Prepare and extend Job Offer Prepare for Hiring , and on boarding
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Recruiting Days - What is it ?
CV Screening
Inviting
Recruiting Day
Introduction
A week after
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Recruiting Days Recruiting days •
32 recruiting days were organized
•
More than 450 candidates arrived to the recruiting days (conference room 001), we present them Verint, CIS & the position. There were giveaways on the table.
•
168 passed the professional tests. after the tests the candidates had a brunch and continued to the interviews.
•
More Than 50 new employees were recruited (Candidates got offers not more than 1.5 weeks after).
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Strategic Positions
Identification – What is considered as an “strategic position”
Specific targets
Sourcing – what is the right way to approach
Inside and outside Stakeholders
Specific & adjusted processes
1) Identification: – RBP (Recruiting Business Partner) – every recruiter is responsible for a specific BU, have to know it and understand the needs. – Direct approach towards macro information and management (quarterly status) – Better flow of information with hiring manager and indirect managers – Prioritization (working on impartment and not urgent) -----------------------------------
2) Specific Targets:
Special measurements and targets for strategic positions: • Project approach – not only to recruit, but who and when • Short-time targets • Defined , Reasonable and Agreed CT • High % of elite tech units candidates 19
Strategic Positions
Identification – What is considered as an “strategic position”
Specific targets
Sourcing – what is the right way to approach
Inside and outside Stakeholders
Specific & adjusted processes
3) Sourcing: – Depth sourcing and BU’s understanding – Sourcing methodology – act fast where it needed – More proactive approach in the employee referral channel (monthly mails)
– Proactive search for passive candidates – New specializing placement companies and head hunting – Collaborations – LinkedIn parties with HM and specific knowledge experts – Out of box sourcing - (Conventions, Collaborations with other organizations, Re-hires…)
4) Stakeholders: – Weekly/bi-weekly status updates for strategic positions to all relevant stakeholders – Weekly with relevant HRBP – Placement companies & head hunters to meet the business
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Strategic Positions
Identification – What is considered as an “strategic position”
Specific targets
Sourcing – what is the right way to approach
Inside and outside Stakeholders
Specific & adjusted processes
5) Specific & adjusted processes: – Adding marketing aspects to the process (by all participant and stake holders in the recruitment process) – Weekly's with HM - AI tracking and short-term updated – Candidate = Customer approach - Better attention to the candidates and their satisfaction from the process – The Salary offers as en event - adjusted process and ranges
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Summary – What we achieved?
In the last year: Today, we can talk about Verint as a “recruiting organization” Recruited more than 300 new employees Reduce 30 days from our Cycle Time Increase in the % of new hires from internal recruiting source of hires A significant reduction in recruiting costs
Got recognition from the business (as a team) and several members of the team got “excellence awards”
