TALENT RESOURCING UPDATE
Issue 02 | 2015
New Zealand Roadshow Exit Interviews or Stay Interviews?
Room with a View........02/2015
Table of Contents 01
02
04
Welcome
What’s New...
Recruitment Market
& The Team
...in Talent Resourcing
Overview & Insights
05
06
07
Exit Interviews...
Hires
Upcoming Initiatives
... or Stay Interviews?
for Quarter 1
& Send Talent our Way
07 Room to Grow & Have Your Say
Room with a View........02/2015
Welcome! Welcome to the second edition of Room with a view, our quarterly newsletter from the talent resourcing team. We have had a cracking start to 2015 and we have seen a lot of internal promotions and some top talent join our hotels across the Australasia region. The talent team have now been established for a full six months and during this time we have continued to learn and immerse ourselves into the culture and how things operate within IHG.
Andrew Morley Director, Talent Resourcing andrew.morley@ihg.com
Jenny Milner
Anna Statham
Manager, Talent Resourcing jenny.milner@ihg.com
Consultant, Talent Resourcing anna.statham@ihg.com
Kat Davidson
Ian Jones
Consultant, Talent Resourcing katherine.davidson@ihg.com
Consultant, Talent Resourcing ian.jones@ihg.com
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Room with a View........02/2015
What Is New in Talent Resourcing? Hot Jobs
Talent Pools
As you all know our colleagues are our greatest asset!
A definition of a talent pool in our eyes is a community
From our employee surveys we have learnt that people
of qualified external candidates who are actively
want to stay in a company that provides a range of
interested in our organisation, our industry and our
professional opportunities and somewhere they can
success and are engaged over time to fill vacancies and
grow their career. The opportunity to promote and hire
refer people they know.
from within IHG will enable us to retain and grow a
We have been very proactive in building our talent
diverse workforce.
pools and this will be our continual focus throughout
In February 2015 we introduced Hot Jobs — a selection
the rest of the year. Building a talent pool will ensure
of roles that are currently available in the AuA region.
that we have a constant flow of candidates available
These jobs were sent out to HRBPs on a weekly basis to
when needed. Three of the key areas which we have
share with appropriate colleagues. Hot Jobs will assist us
established talent pools are
with internal mobility and help our colleagues achieve
›› Chefs (Chef de Partie and Sous Chefs)
their career aspirations through internal promotions and hires.
›› Business Development Managers ›› Duty Managers
New Zealand Roadshow From speaking to our New Zealand hotels, It was identified that their job market, talent and hotels are unique and would need someone to fully understand their requirements. We selected Kat Davidson to become our New Zealand specialist. Kat went on a New Zealand road show in February and visited all five hotels. She met with all the HRBPs, General Managers and key hiring managers of the hotels to understand their unique recruitment requirements and best practices when recruting for New Zealand.
AIME Jenny Milner our dedicated sales & marketing recruiter attended AIME in February to help identify some top sales talent for IHG.
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Room with a View........02/2015
What Is New in Talent Resourcing? Training
Sourcing for Unique Roles
The team have an ongoing commitment to learn and
Chief Concierge InterContinental Sanctury Cove
develop and as such we have attended training to
Ian Jones was tasked with recruiting a new Chief
further enhance our knowledge of how IHG operates.
Concierge for InterContinental Sanctuary Cove.
Training included
InterContinental brand standards require that the hotel
›› Understanding of winning metrics — Delivered by
has to have a Chief Concierge who is a Les Clef d’Or
Sam Swaffield — The training provided us with a
member. With only 44 members in Australia and 22 in
solid understanding of how hotels are measured
New Zealand, the team utilised LinkedIn Recruiter to identify Australia citizens or permanent residents who
›› Talent Development — Delivered by Jade Tamblyn
lived overseas, as we are unable to sponsor people for
— This gave us insight to the types of learning and
this position. Direct approaches where made to these
development opportunties are available to external
individuals and after a challenging process, we managed
candidates
to secure a candidate from the Mira Hotel in Hong Kong, who had previously worked in Melbourne. Kirra
›› Peformance Review Process — Delivered by Lynda
Ugarte — Lynda was able to give us insight into the
Stott (Front Office Manager) commented the team
performance review process and how this ties into
“worked tirelessly to recruit for this role which was a
internal talent development.
very difficult task”.
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Room with a View........02/2015
Recruitment Market Overview & Insights State of Hiring in 2015 The way we hire is changing. In Hudson’s new research, The Hiring Report: The State of Hiring in Australia 2015, we reveal compelling insights into the current trends, challenges and opportunities in recruitment, based on an extensive survey of Australian hiring managers and professionals. Click on the below link to get connected with the state of hiring in 2015. View the report here.
THE HIRING REPORT the state of hiring in australia 2015
THE TOP 9 What Australians really want in a new role in 2015 THE NEW KING Why cultural fit is now the No 1 priority of senior executives A CHANGING WORLD How smart businesses are changing the way they hire — and winning
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Room with a View........02/2015
Exit Interviews or Stay Interviews? Have you had a resignation from someone in your
Delivering an exit interview will allow us to
team who you least expected to leave — you may have
understand why our colleagues leave to go
thought they were truly engaged, only to find they
elsewhere. While it is truly frustrating when it is
have accepted a role elsewhere? Have you ever
someone you value — we must also ensure they are
thought about a ‘stay interview’? What would this
leaving for the right reasons and explore ways of
achieve? Think about the impact of discussing their
keeping them in the business if we value them highly.
potential future on a more regular basis with those
The cost of replacing our top talent is significant. If
essential team members or leaders you value most.
nothing else we need to keep track of them to ensure
Not just at PDR time.
they return at some stage.
The war for talent is hotting up and we are seeing our competitors come after our best people.
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Room with a View........02/2015
Hires for Quarter 1 In the first quarter, the talent resourcing team filled 60 roles. Majority of the roles were filled in both NSW and Victoria.
Where are our 2015 hires coming from? Q1 Source Mix — All Hires 25% 22% 20% 11% 10% 3% 2% 2% 2% 2% 1%
Internal — moved to property Online Advertising — SEEK Internal — promotion within property Referral LinkedIn Recruiter Recruiter Referral Online Advertising — IHG Careers Database Proactive Indeed Database Talent Pool Online Advertising — Gumtree
Q1 Source Mix — External Hires 40% 21% 18% 6% 3% 3% 3% 3% 3%
Online Advertising — SEEK Referral LinkedIn Recruiter Recruiter Referral Online Advertising — Gumtree Online Advertising — IHG Careers Database Proactive Indeed Database Talent Pool
››
60 placements were made in Q1, 33 of which were external
››
Online advertising remains the highest source of hires, with 46% of external hires from this medium
››
27% of external hires in the quarter were proactively sourced via LinkedIn, Talent Pools, the Taleo Database and recruiter referrals
››
As we continue to grow our Talent Pools we expect to see this increase as a valuable source of high quality hires
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Room with a View........02/2015
Upcoming Initiatives Send talent our way
As we continue to recruit for you we will look at ways to add value to your business. Some of the initiatives we
As we grow our talent pools for all the areas of your
are currently undertaking include:
business, the best candidates are always referrals from you!!! We ask you to keep your eyes and ears open for
›› The chef referral program
talent and send them all our way.
——This is a structured referral programme targeted
at Chef De Partie and up. We will look to our
Should you wish to refer anyone please send an email to
Chefs to access their already established
talentresourcing.australiasia@ihg.com with
professional networks.
›› Name
——Referral candidates are highly engaged, are
›› Contact details
a great source of hires and stay longer in the business because they have a personal connection
›› Location and department or role they will be
within the organisation.
suitable for
›› Quarterly Newsletters to Talent Pools ——The first edition of the chef talent pool newsletter
was a success and we aim to have newsletter to our duty manager and business development talent pools in Q2. Please find below a link to the newsletter we shared with our chefs in the talent pool last year. http://eepurl.com/baLHwX ›› Continual Training for team — we hope to receive
ongoing training with the IHG business. Specifically in the following areas: ——IHG way of sales ——Complete brand training for all three brands ——Attend a town hall meeting.
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Room with a View........02/2015
Room to Grow With 60 roles being filled between January 1 and the
“We are delighted that Brenden will be joining our
end of March there are many Room-to-Grow stories,
winning team here at Holiday Inn Old Sydney as
as well as the great new talent that has joined IHG.
Operations Manager”, says Rob Stewart. Brenden’s
Eleven of these were chef roles, 17 were Duty Manager/
enthusiasm, positive nature and determination will
Guest Experience Manager roles, we also saw the first
serve him well in his new role.
appointments for the 2014 I-Grad cohort as well as the
Amanda McSpadden joined
2015 I-Grad’s commence their 18-month program.
InterContinental Sydney as
You can see all these great stories at the Talent
Human Resources Manager
Resourcing @IHG – Australasia Linkedin Group and
from the retail industry where
clicking on the Promotions tab. Make sure you are a
she has developed her career
member of this group.
in Human Resources with the Nuance Group in Perth and
Brenden van Blerk joined IHG in 2013 as Rooms
Sydney. Amanda has completed a Bachelor of Arts,
Division Manager at Holiday Inn
Double Major in Psychology and Criminology and a
Sydney Airport where he
Graduate Certificate in Human Resources at Edith
achieved some great results.
Cowan University, whilst currently studying her Masters
Previous to this Brenden spent
of Labour Law at University of Sydney. With a strong
several years in the U.S.
passion for Human Resources Amanda is keen to apply
working for Hilton hotels in
her expertise and experience to the hospitality industry,
various operational roles.
InterContinental Sydney and IHG.
Brenden also holds a degree from the Blue Mountains Hotel School.
Have Your Say
Please feel free to send us any feedback you have on this newsletter. Our key aim is to keep you up to date with recruitment activities and share initiatives and wins with you. 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
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