Room with a View - Issue 4

TALENTTALENT MANAGEMENT MANAGEMENT UPDATEUPDATE

ISSUE 04 | 2015

What’s new in Talent Development?

Hires for Quarter 3

Welcome!

Welcome to the fourth edition of Room with a view our quarterly newsletter - this edition combines news and updates from both IHG Talent Resourcing and Talent Development teams. We hope you enjoy this edition and the combined news and views!

Table of Contents 02

04

05

What’s New

Talent Development

Recruitment Market

in Talent Resourcing

Updates

Overview and insights

07

08

Hires

Room to Have a Great...

for Quarter 3

& Have Your Say

Room with a View 04/2015

What’s New in Talent Resourcing?

Brand Training

In July both Kat and Jenny visited Holiday Inn Sydney Airport and conducted the “Stay Real” brand training. Anna also attended the InterContinental Brand training in July at Sanctuary Cove. It is the intention that all of our TR consultants attend all 3 of the brand trainings available. The training educates us on what is expected of our colleagues and the guest expereince we wish them to deliver to our guests. It helps us identify and understand the type of colleague that will fit into each of the hotel brands.

It was also a great opportunity for us to meet some of the new faces in the hotel as well as to say hello to some of the new talent we have supported into this very busy hotel.

Quarterly Newsletters to Talent Pools

Following on from our success with the CRM campaign for culinary and front office communities, we sent our second newsletter to potential Front Office leaders. This included Front Office supervisors through to Front Office Managers in our talent pool. This campaign played a big role in us growing our Talent Pool in this space and re-engaging with our passive candidates. To view the full campaign visit please click here.

Duty Manager Video

In September we created a Duty Manager video to be used when we post any duty manager job ads externally. The video represents duty managers from each of our brands and talks about a day in the life of a duty manager as well as reasons for joining IHG and career progression at IHG. The video makes our job ads stand out and allows IHG to showcase our hotels and our brands.

Assessment Day for 2016 Future Leaders Program

Future Leaders Graduate Recruitment

In July of this year the Talent Resourcing team kicked off the recruitment drive for the 2016 Future Leaders Graduate program.

Partnering with Talent Development , the assessment centre was held at Crowne Plaza Coogee Beach in September The assessment centre occurred following 338 Applications being received > Review of 90 Sonru Interviews > Completion of 42 Online SHL Assessments > and shortlisting of candidates to a final number of 28. In the end we had 25 potential Future Leaders attend the on the day!

At the assessment centre the candidates participated in a range of robust individual & group exercises that simulated hotel situations; during the day and throughout activities the candidates are under the observation of our Assessors.

Thanks to the hard work and commitment of everyone involved we were able to identify and confirm 11 Future Leader’s for our 2016 programme. We also identified 2 others that have now joined IHG in other supervisory roles.

Much of this was possible because we were able to use information contained in TDMS to pull together a balanced group of experienced and new Assessors. Our Assessors included a number of our IHG Leaders including General Managers, Operational Leaders, Functional Leaders and Future Leader Alumni.

To view the duty manager video, click here.

Why this is important: Our Future Leaders Programme forms part of the IHG Leadership Development people strategy. The programme is aligned with our Talent Management and Succession Plan Strategies and is fundamental to our ability to attract and mobilise high‐potential talent into our expanding pipeline of hotels.

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Room with a View 04/2015

Updates from Talent Development

Welcoming Rosalie Katsinas to lead Talent Development

• How we embed learning and establishing a strong coaching culture • The evolution of our L&D Forecasts and Budgets and the impact on our AUA calendar and enrolments • Measuring impact and ROI of L&D offerings

With everything we’ve achieved as a team in 2015 we’ve truly set ourselves up for success in 2016…and we’re excited that we have been able to secure the appointment of Rosalie Katsinas, to the role of Manager Learning and Development AuA, to continue to drive our L&D offering forward.

• Partnering with our hotels, Talent Resourcing Team and AuA HR Leadership team on Talent Planning

Rosalie joined our team on September 14, 2015 and will provide leadership and direction to our Learning and Development agenda within AuA over the next 12 months.

With over 15 years’ experience in Learning and Development leadership and consulting positions across a number of industries, Rosalie brings much to the role and will be a critical part of taking our L&D offering to the next level!

• The launch of our AMEA Learning Catalogue

Many of you will already be familiar with Rosalie as she has worked closely with us at IHG over the past 3 years, as a senior consultant with our learning partner Talkforce. With a wealth of experience across all facets of Learning and Development, Rosalie will be a great addition to our team and has already hit the ground running through her participation in our Second Half Year Talent Planning Calls!

As we move into 2016 Rosalie will continue to work closely with our AMEA L&D team to identify ways for us to align our approach to Learning and Development across the region and within AUA will continue to focus on maintaining momentum with…

• Leading Others and IHG Frontline - state of the nation and how we maximise these offerings in 2016

• Consistency with how we deliver L&D solutions for our NHOPs and Conversions • Our Future Leader programme; including a simplified Resource and Tool kit • New programme offerings to meet L&D needs of our Leaders

I feel really fortunate that I’ve had the opportunity to be able hand over the AuA L&D baton to Rosalie and am very happy to know that our great Talent is in good hands.

Wishing you all the best of luck for the remainder of 2015 & 2016…!! And as always hope you enjoy the read…

Jade Bretherton Learning and Development Manager AuA

Australasia Talent Planning & Recruitment Calls

With TDMS up to date with current Talent Review data we were well positioned to host our Second Half Year Talent Planning and Recruitment calls. These calls have continued to provide us with a platform to discuss and calibrate your hotel’s Leadership Pipeline and Strategic Talent and align on ways in which we can continue to best leverage our Talent Resourcing and Development partnerships – they have also provided Rosalie with some great insights into our hotels within her first few weeks!

Why this is important: The data available through TDMS will continue to be used to determine potential candidates for Development Centres, Leadership Programmes and any other Talent related initiatives across the region – including roles identified and discussed during our new Talent Resourcing Forecasted Recruitment calls.

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Room with a View 04/2015

Updates from Talent Development

IHG Frontline powered by Lobsterink Over recent months we have had a number of queries raised in relation to our IHG Frontline powered by Lobsterink specifically: • Simplest way to register colleagues • Assigning programmes to individuals or departments • Reporting • Programme Overview snapshot We were recently able to clarify these queries with the Frontline Support team and encourage you to please reach out to your hotels HRBP and review the email correspondence: Important Updates | IHG Frontline - Registering Colleagues, Assigning Programmes, Reporting and Programme Overviews for updates!

Why this is important: Why is this important: Please work with your hotel Champion to ensure they understand each of these key steps, support them in the delivery of IHG Frontline and continue to leverage the ihgfrontline@ihg.com support email as needed.

Coaching for Success - Leader as a Coach Delivered by our coaching partner Coach in a Box, the Coaching for Success- Leader as Coach Programme provides participants both the skills and experience to be a great coach to their colleagues in the workplace.

With our continued focus on supporting colleagues and leaders to embed their L&D learnings back in the business, this programme equips participants with the skills and knowledge to be able to coach their people more effectively – specifically being powerful and instantly relevant, via coaching direct reports and colleagues in real time. Check out the programme overview for more information!

Why this is important: As an organisation we have recognised the value of not just building a sound approach to L&D activities, but of building a culture of coaching that offers employees at all levels the opportunity to grow their skills.

Coaching our team to reach their professional goals as a way of improving themselves as well as the business is critical to our success….

Leading Others

With many of our hotels having completed their first Leading Others roll out we have been able to celebrate many colleagues successfully completing the programme. We were also able to identify some opportunity areas to further refine our approach. We have shared this feedback with our AMEA and Global Learning Teams & in the coming months Rosalie will work with our hotels to: • Stocktake current programme status • Discuss ways we can support programme managers to deliver outcomes • Consider taking a synchronized approach to launches Why this is important: Leading Others is a great way of introducing new IHG Leaders to our Leadership Competencies and building the capability of existing leaders 5

Updates from Talent Development

Room with a View 04/2015

myLearning

Talent Data Management System (TDMS) As a Leadership team we recognise the importance of maintaining up-to-date talent review data for our leaders and we are really pleased with the progress we’ve made with TDMS in 2015. We’ve been able to leverage this data in Quarter 3 to identify leaders to participate in the Holiday Inn Cairns Harbourside opening team, select Assessors for our 2016 Future Leader Assessment Centre and to ensure we are investing the balance of our L&D spend on our Leadership and Strategic Talent pipeline.

myLearning reporting lines: Historically we had experienced some challenges in relation to the reporting lines and approval paths set up in mylearning. We received some great news recently - this has now been resolved!! As an outcome from this “fix” all hotel colleagues should now be reporting to the hotel General Manager and will be able to be managed through proxy access. As with any change we expect that there may be some anomalies during the first few weeks... Please let us know if you notice any anomalies for your hotel so that we can work to resolve this.

Helpful Report: If you haven’t already heard… we identified a great reporting function available in mylearning. The report is called: Hotel Credit Transcript (Current)-Custom. When you populate the search criteria it will provide you with the following information: Colleague Name, Programmes Completed, Date, Status (i.e Successful or Unsuccessful) as well as status credits achieved from completion (this is not relevant for our AuA managed hotels

Recruitment Market Overview & Insights The Top 10 Most Impactful Trends That May Surprise You

The shift in power to the candidate means current approaches will stop working — 83 percent of recruiters report that the power has shifted away from where it has been for years, the employer, and toward the candidate.

In a candidate-driven marketplace, “active-recruiting approaches” simply stop working. See the top 10 here.

Glassdoor style Candidate Reviews on Seek!

In the coming weeks Seek will be adding a Glassdoor style candidate review platform to the Seek site. This will add a new dimension to the way candidates can see which companies are the best to work for, but also who they feel suits their own work style and career expectations.

Companies will be exposed to open comment around the recruitment experience (did they get a timely response to their application!) and also if they experienced the Room to have a great start, we commit to each and everyone that joins IHG.

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Room with a View 04/2015

Hires for Quarter 3 For quarter 3 the talent resourcing team filled 31 roles. Majority of the roles were filled in both NSW and Victoria. With Sales, Marketing and Revenue with the largest amount of recruitment.

Culinary – 4 roles Engineering – 1 role Food & Beverage – 8 roles Finance – 1 role

Q3 Source Mix – External Hires

Human Resources – 1 Roles Rooms Division – 6 Roles Sales, Marketing & Revenue – 10 roles

Q3 Source Mix – All Hires

5%

3%

Database

Database

10%

16%

Talent Pool

Talent Pool

13%

26%

Referral

26%

Internal – move property

LinkedIn Recruiter

6%

21%

Proactive Seek Database

Referral

10%

11%

Proactive Seek Database

16%

Online Advertising Seek

13%

Online Advertising Seek

5%

Online Advertising IHG Careers

Internal – promotion within property

16%

3%

LinkedIn Recruiter

Online Advertising IHG Careers

Where are our hires coming from?

Upcoming initiatives

• 31 placements were made in Q2, 24 of which were external

As we continue to recruit for your business’s we will look at ways to add value to your business. Some of the initiatives we are currently undertaking include:

• This quarter Linkedin Recruiter was our highest source of hire with 21% of our external hires sourced from this medium. Seek which has traditionally been our highest source of external hire was only 16% for this quarter.

• 48% of external hires in the quarter were proactively sourced via Linked In, Talent Pools, the Taleo Database and recruiter referrals • We have seen an increase in both referrals and talent pools as a source as we develop stronger referral relationships both within IHG and the hotel industry

• Duty Manager Referral •

This is a structured referral programme targeted at duty managers and up we will look to our current front office staff to access their already established professional networks.

•

We find that referral candidates are highly engaged, are a great source of hires and stay longer in the business because they have a personal connection within the organisation.

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Room with a View 04/2015

Room to have a great...

Skye Robertson

Welcome back Skye Robertson to the IHG family. Skye previously had worked for IHG in NSW and earlier this year moved to Adelaide and was able to come back to us as a Business Development Manager at InteContinental Adelaide.

Send talent our way As we grow our talent pools for all the areas of your business, the best candidates are always referrals from you!!! We ask you to keep your eyes and ears open for talent and send them all our way.

Should you wish to refer anyone please send an email to talentresourcing.australiasia@ihg.com with • Name • Contact details

Alex Handley

• Location and department or role they will be suitable for

Another great welcome back story is Alex Handley. Alex had previously worked for IHG at InterContinental Adelaide as Marketing & Communications Executive and has recently joined Crowne Plaza Hunter Valley and Newcastle as their Marketing Manager.

Have your say Please feel free to send us any feedback you have on this newsletter.

If you have other information that you would you like to hear about when it comes to recruitment, then just email us at talentresourcing.australiasia@ihg.com Or any feedback or questions on Learning and Development – please contact Rosalie via Rosalie.katsinas@ihg.com 8