2-1. IBM Recruitment Sep2013( ).ppt) · Experiential-based learning is an integral part of career development at IBM Blue Opportunities: A formal program that provides employees the

© 2013 IBM CorporationIBM Recruitment, Growth Markets

Recruitment Transformation

Sep. 10, 2013HR, IBM Korea

© 2013 IBM Corporation2

Recruitment Landscape TODAY

� Recruitment Industry Trends � Recruitment Technology Trends

Reference Source: Recruiting Headlines, Trends and Next Practices-ERE 2012.

– War on Talent continues in the

midst of mixed hiring projections

and amid economic uncertainty

– Internal and International hiring is

on the rise,

– Emergence of social recruiting

particularly with the use of social

media (LI, FB, TW, YouTube,

Referral (Talent Vine) etc.

– Passive Recruitment is becoming

more and more important

– The mobile platform for recruiting

– LinkedIn becomes #1 in social media

– Online candidate assessment

becomes more common


Recruitment Transformation Journey

RecruitmentRecruitmentTransformationTransformation

University Hiring

Interview the IBM Way

Social Recruiting & Candidate Attraction

IBMer Assignment Agency

Operational Efficiency/ Process and Tools

Transformation On going

Passive Hiring In House Agency &

Candidate Research Centre

Move from “transactional” / volumes approach to a more comprehensive strategy, focusing also in passive hiring, building relationships with potential candidates, leading in social recruitment,

transforming selection, candidate experience and maximizing internal cross/border recruitment.


Overhaul IBM’s approach to graduate selection, hiring and development through innovation and best practices

Represent one IBM view with strong employer brand eminence on campus

Cohesive and standardized approach to University Hiring

Increase vitality hires, decrease voluntary attrition, accelerate career progression with skills development

University Hiring


IBM Korea Recruitment page



Facebook Integration - IBM Korea Jobs



LinkedIn Reach



As recruiters, how are we currently using LinkedIn?

� Add Connections

� Search Profiles using Keywords

� Send InMails

� Post Jobs through Status Messages



IBM LinkedIn Corporate Page



Social Referral Tool



- Globally integrated, high skilled recruitment team dedicated to proactive talent

identification.

- Skilled GEO professionals focused on maintaining high touch relationships with

skills communities.

- Supported by a hub based research organization, providing market intelligence and

insight for future demand planning and reaching new depths of passive resources

Passive Hiring - IHA & CRC

In House Agent & Candidate Research Center

© 2013 IBM Corporation

What NEVER changes

•Principle :

The best predictor of future

performance is a person’s

past related behavior

•IBM competency / Job related

expertise

•Ask behavior based, open-

ended questions

•Use BAR (Background – Action

– Results) for deeper probing

What EVOLVES

•Complete IBMer :

Incorporating IBM Character &

Values

•Ask Situational (hypothetical)

questions

•Huge focus on selling IBM and

setting realistic expectation

•Redesigned interview Portal with

mobile accessibility / Simplified

interview evaluation forms

(mobile version)

•Mandatory Certification Program

Behavioral Based Structured Interview Interview the IBM Way

Interview the IBM Way

12


The right IBMer

Sourcing options

HR Partner

Demand opportunity

= a way to tap the IBM Talent pool

The IBMer Assignment Agency provides hiring managers with access to strong

performing IBMers who intend to build and deploy their expertise across geographies

and business units to drive exceptional client experience and further IBM’s

leadership as the preeminent Globally Integrated Enterprise.

For managers

� Provides a flexible and agile

approach to match client and

business demands with

IBMer expertise

� Gives immediate access to

IBM’s global talent pool

For IBM =

� Provides the right expertise,

aligned to the right

opportunities at the right time

� It integrates IBM’s global

capabilities in support of the

client

IBMer Assignment Agency


IBM HR Learning Introduction

14

Sep. 10, 2013HR, IBM Korea


Bringing the “learning to the work”

IBM’s learning today environment

� is Employee self service driven,

� provides access to both formal and informal learning,

� provides for participation in blended learning programs: instructor led, virtual classroom,

and multiple types of web based training for which IBM has been widely recognized.

SHIFT: from

Bringing the “worker to the learning.”

to

Bringing the “learning to the work.”


Learning Mission

� New Leaders

� Emerging Leaders

� Leadership Development

Modules

� Leading Leaders: Upline

Program Accelerator

� New to Sales

� Sales Teams /

Sales Leaders

� Existing Sales

Professionals

� Financial Selling

� New Employee

� Experienced Emp

� Employee Learning

� Enablement for

Career

Development

16

IST HR Learning’s mission is to deliver innovative enterprise-wide learning programs that add value to the business while also employing innovating delivery techniques to improve overall productivity.

They are aligned to provide learning offerings in areas of Leadership Development, Professional Development, Sales and Technical Learning.

� Project Mgmt

� IT Architecture

� IT Specialist

� Consultant

� Technical

Leadership

Sales

Learning

Sales

LearningLeadership

Development

Leadership

DevelopmentTechnical

Learning

Technical

LearningProfessional

Development

Professional

Development


Leadership Development

� The Leadership Development pillar educates, develops, and inspires IBMers so

that they have the attributes required to successfully assume increasing

leadership responsibilities.

� IBM’s top priority is the development of our people and investing in our future

leaders – so we have programs that span our entire leadership population, from

our newest managers to our most senior leaders.

17


Professional Development

� Professional Development Learning pillar delivers learning programs and

activities that build organizational capability and enterprise knowledgeEand of

course enables IBMers to better support our clients as well as developing their

own careers. Some examples include:

– Helping to assimilate new hires into the IBM organization through our comprehensive induction and

integration curriculum called Succeeding@IBM

– Developing the IBM Competencies, which are the attributes that have been identified as critical to

every IBMer’s success

– Assisting IBMers in their personal career growth through the development and implementation of

programs like CareerSmart

18


1. Embrace challenge

2. Partner for client’s success

3. Collaborate globally

4. Act with a systemic perspective

5. Build mutual trust

6. Influence through expertise

7. Continuously transform

8. Communicate for impact

9. Help IBMers succeed

IBMers at Our Best : Our Competencies


Technical Learning

� Technical Learning pillar delivers learning programs and activities to build

strong technical skills, including Consulting, Project Management and IT skills

to better support clients across the globe.

� Accelerating Business Acumen & Technical Leadership capability,

including future pipeline of technical leaders.

� Establish a vibrant technical community, across all technical roles and

business units.

20


Sales Learning

� Sales Learning focuses on developing the expertise of IBM sellers, to close skills

gaps, accelerate productivity and enable sellers to grow profitable revenue.

� Our programs are designed to support sales leaders, sales teams and sellers

across all lines of business and all experience levels to be eminent by delivering

client value and driving business results.

21


IBMers enjoy personalized targeted learning

Career Development Suite: We deliver targeted recommendations based on the

employee’s job role, business unit, country, interests, language, industry, work

tasks and other demographic data

Expertise Assessments: We deliver targeted recommendations to close

identified skill gaps based on the employee’s skills assessments

Career development framework: We deliver targeted recommendations based

on capability assessments that promote client-valued capability development over

the course of one’s career

Key learning designs and programs: We personalize program experiences to

improve learner engagement. Examples include:

• Leading@IBM for executives, managers and other leaders

• Succeeding@IBM orientation for new employees

• Global Sales School for new sellers


IBMers can find essential ingredients for growing their careers, and building and sustaining a company of experts, in three career tiers.

Job Role Expertise:

Develop deep skills and expertise specific to a particular job

Employees use a tool to assess their skills and close gaps between current skill levels and their targets

Career Capabilities:

Build a broad set of capabilities to advance a career

Employees develop client-valued capabilities, document their progress, and apply for progression in the framework

IBM Competencies:

Demonstrate the leadership that distinguishes IBM

Employees grow and document their progress in unique leadership competencies that are differentiators for IBM

++Expertise Capabilities Leadership

23


Experiential-based learning is an integral part of career development at IBM

Blue Opportunities:

� A formal program that provides employees the opportunity to explore, create and participate – on a part-time basis – in experiential, work-based learning assignments

� May include short term learning activities such as stretch assignments requiring a few hours a week for a short period of time, job shadowing, cross-unit projects, mentoring, or job rotations

� Provides structure and guidance on how to create and participate in unique learning opportunities

� Provides a way to:

•development skills, build competencies and capabilities

•broaden knowledge in a particular area

•gain exposure to a potential career or job choice

24


� All employees are encouraged to have a mentor

� Emerging leaders in the pipeline are assigned a mentor

� All executives have a mentor and are encouraged to be mentors

� Provide technology-enabled mentoring through social media

Global Mentoring is an important career development element and key in developing tomorrow’s leaders

25


The Corporate Service Corps provides another avenue for personal growth to employees

� A global training ground to develop leaders in strategic emerging markets

� Offers short-term assignments that engage IBMers with communities, governments and non-governmental organizations

� Work at the intersection of business, technology and society

Enable IBMers to enhance their expertise and careers within a globally integrating economy

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20 hrs

20 hrs

6 hrs

Formal Learning

in Talent@IBM

2 business books

1business article per month

12 hrs

2 ILX browse sessions

4 hrs

webcasts

12 hrs

1 mentoring session

or manager

development

per month

27


감사합니다 !

Documents

2-1. IBM Recruitment Sep2013( ).ppt) · Experiential-based learning is an integral part of career development at IBM Blue Opportunities: A formal program that provides employees the