NIH Innovations in Recruitment

1. Corporate Recruitment2. HR Social Media Use at the NIH3. 5-Star Executive Recruitment & Onboarding

2

Corporate Recruitment

Presenter: Lori Thompson

3

AGENDA

• Corporate Recruitment Overview• Trans-NIH Recruitment Integration• Measuring Success

3

4

NIH Corporate Recruitment Unit (CRU)

MissionTo develop continuous talent pipelines of diverse high-caliber talent to meet the needs of the unique mission of the NIH and to meet the Federally-mandated diversity requirements.

Key Recruitment Strategies:• Develop relationships with key academic institutions,

placement organizations, and professional societies• Represent/coordinate career fairs, conferences, and hiring

events• Arrange on-site interviews and facilitate selections• Present workshops

– Discover a Career at NIH Federal resume workshop– Fall in Love with NIH

• Create powerful marketing strategies

4

Diversity Recruitment

Entry level/Student Recruitment (Pathways)

Targeted Recruitment

Corporate Recruitment Components

Scientific Recruitment

5

Trans-NIHRecruitmen

t Integration

Trans-NIH Recruitment Integration

Goal: Create a forum to share best practices, effective marketing and outreach strategies and successful recruiting sources

6

Key Strategies:

• Promote NIH as “one” organization while preserving the identity and uniqueness of each IC

• Identify events where an NIH presence would be more effective and powerful than an IC-specific presence

• Determine how to maximize resources to achieve the greatest return on investment (ROI)

• Incorporate IC input to enhance marketing efforts

Scientific & Medical

Recruitment Forum(SMRF)

Pathways Recruitment

Forum (PRF)

Veteran Recruitment

/Retention

Force (VRF)

Marketing Recruitment

Forum(MRF)

Diversity Recruitment

Forum (DRF)

Trans-NIH Recruitment

Forum

Veteran Recruitment

Marketing/Outreach

Diversity RecruitmentScientific & Medical

Recruitment

Entry Level/Students

(Pathways)

7

Goal: Fill recruitment requirements identified by the ICs

Targeted Recruitment

• Requirements collected in annual survey• Focus on critical shortfall occupations• Identify key professional societies and marketing

strategies• Deploy outreach strategies:• Conference presentations• Public lectures• Research journal articles

8

2012 Recruitment Requirements

• 601 Health Science/HSAs245

• 401 Biologists234

• 602 Medical Officers176

• 610 Nurse143

• 2210 IT Specialists120

• 301 Admin & Program Spec116

• 343 Program/Mgmt Analyst93

99

Peace Corps, Schedule A, Students

Non-Competitive Hiring

Hiring Options:

•Schedule A

•Veterans

•Peace Corps

•Students

Advantages:

• High-caliber candidates for all types of positions – scientific and non-scientific

• No vacancy announcement needed

• Cost savings • Quicker hiring time• Flexible

Entry Level/Student Recruitment (Pathways)

2012 University Targets *• Gallaudet University• George Washington University• George Mason University• Georgetown University• Howard University• Johns Hopkins University• Morehouse College• Morgan State University• University of Maryland (all campuses)• University of Virginia

Goal: Establish a focused student recruitment plan that targets specific universities to support succession planning efforts • Forge relationship with key

academic personnel at targeted Universities• Develop a talent pipeline• Influence curriculum design• Develop creative venues to attract

students• Seminars, Lectures and NIH campus

tours• Student created marketing

programs• Use STEP/SCEP to secure talent

pending Pathways guidance

10

*Example of Targeted Universities- Locales are budget/diversity driven

Diversity RecruitmentGoal: Address NIH recruitment challenges identified in FEORP, MD-715, and other diversity objectives such as 2% Persons with Disabilities goal

• Establish relationships with placement organizations• Identify diversity focused professional societies and marketing venues• Incorporate input from target populations and engage them in recruitment activities• Hold special events to achieve diversity goals•Manage and use Diversity Outreach Resource (DOR)

11

SCIENTIFIC RECRUITMENT

• Target and attract a diverse pool of Fellows/Trainees• Use a corporate recruitment approach at

multi-disciplinary scientific conferences• Collaborate with NIH scientists to present

the Discover a Career at NIH workshops• Collaborate with NIH scientists to

establish relationships with department heads at renowned scientific and medical academic institutions with diverse populations• Post scientific jobs on the LinkedIn NIH

Career page

Goal: Attract world-class scientists and medical professionals to drive discovery and innovation at NIH

“Your contributions to both the Training Directors Committee to Promote the

Intramural Research Program, unquestionably has built bridges between HR and intramural. I think

it would be good to encourage TDs to join on your school visits as well, Jeremy Swan gave me a

great report on the UMBC recruitment event…You are doing all the right

things with your team.”Brenda Hanning, Deputy Director,

Liaison & Training, NICHD

13

Marketing and OutreachGoals: Identify and utilize creative marketing strategies to target specific applicant communities and attract high-caliber talent to NIH

13

Key Strategies for 2012:

• Establish a corporate approach to IC widely-attended

conferences

• Utilize economies of scale with IC advertising (negotiate

group rates)

• Use Social Media to share jobs and to engage the public on

NIH career opportunities Maintain calendar of recruiting

events

• Redesign the Jobs@NIH web pages

• Create IC marketing factsheets using NIH branded template

14

IC Marketing Factsheet

14

15

Standard Approach to Exhibiting

15

16

Corporate Approach to Exhibiting

16

Recruiting with Social Media •Recruiting with

∙ 150 million users

∙ Post and search jobs

∙ 12, 750 NIH Followers

•Recruiting with

∙ 500 million users

∙ Tweet Jobs

∙ 7,612 NIH Followers

•Recruiting with

∙ 850 million users

∙ New HR page for recruiting

∙ 18,952 NIH Likes on official NIH page

Coming Soon

17

HR Social Media Use at the NIH

Presenter: John Grill

Social Media at the Office of Human Resources

• Uses– Recruitment– Employee engagement

• Tools– Facebook– LinkedIn– Twitter– WordPress– YouTube– Other Utilities

Social Media General Principles

• Do one or two things well rather than a lot of things poorly

• Use free (and cheap) online tools

• Collaborate with other social media practitioners

• Maintain a consistent and high-quality brand across platforms

• Design for the user experience

Integrated Branding

Web-Friendly Video

• Make content engaging!• Uses

– Vacancy announcements– Recruiting events– Employee engagement

• Video tools– Contract videographers– In-house production

Web-Friendly Video: An Example

Social Advertising

• LinkedIn– For hard to fill vacancies– Search for candidates who have the exact skills,

education, and prior experience– Personalized “InMails”

• Facebook Ads– For hard to target demographic groups– Can advertise recruiting visits, special events, and

unique job vacancies– Advertise to people with specific education, employers,

etc.

Employee Engagement

• Social media doesn’t stop at the door!• Internal uses for social media

– Internal communications– Collaboration– Idea generation

• Internal social media tools– Blogs– Video– Surveys– Yammer

Employee Engagement: OHR Blog

27

5-Star Executive Recruitment & OnboardingPresenter: Allison Kruszewski

Overview: 5-Star Executive Recruitment

& Onboarding Programs• Recruit the best possible

candidates for critical senior level positions at the NIH

• Provide the highest level of customer service for senior level candidates

• Deliver a positive first impression of the NIH to prospective hires and represent the NIH as an employer of choice

• Help facilitate a successful transition for new executives into the NIH culture

• Strengthen relationships between OHR and the Institutes and Centers (ICs)

28

OHR’s Role in 5-Star Executive Recruitment

& Onboarding • Provides leadership and

oversight for executive recruitment and onboarding

• Develops comprehensive recruitment materials, including binder, SharePoint, and Executive Jobs website

• Cultivates early relationships with candidates; serves as a point of contact throughout the recruitment and onboarding process

29

Helping new executives hit the ground running!

• Travel planning and agenda development

• Direct assistance, logistics, and escorting of candidates

• Meeting with IC Directors and OD leadership to collect interview feedback

• Drafting offer letters and correspondence, coordinate lab MOU development, etc.

5-Star Executive Recruitment Program

Dr. Robert Kaplan, Director, OBSSR & Dr. James Anderson, Director, DPCPSI

5-Star Executive Recruitment Program

Services

• Identify a mentor for the new executive

• Arrange for a formal swearing in with Director, NIH and framed photo

• Coordinate personalized, one-on-one HR paperwork and Benefits session

• Recommend and facilitate meetings with NIH leaders

• Coordinate NIH campus tour

5-Star Executive Onboarding Program

5-Star Executive Onboarding Program

Services

Dr. Francis Collins, Director, NIH & Andrea Norris, Director, CIT

OHR Executive Jobs Website

• Recruitment Information

• Onboarding Components

• NIH Lookbook

– Office of the Director

– IC Top 5

http://hr.od.nih.gov/workingatnih/executive/

33

Questions