Facing the Future

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Recruiting@Swisscom:

Facing the Future

Michaela Trelle

Head of Strategic & Management Recruiting, Swisscom AG

RIDE, Personal Swiss

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Recruiting@Swisscom – Agenda for Today

I. Insights in our current Recruiting Practice



_{Unique Candidate Experience: professional & appreciative}



_{Recruiting Academy: making the right Selection Choices}



_{Our HR marketing: in tune with the times}

II. Strategic Recruiting



Proactive & Innovative Recruiting: internal & external



_{Talent Scouting, Strategic Internal Recruitment &}

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3

Strategic

Recruiting

HR

_Marketing

Operative

Recruiting

_Projects

Recruiting@Swisscom:

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4

Head of Recruiting

Alexander Senn

Recruiting

Team 3

Michaela Trelle

Recruiting

Team 2

René Gasser

Recruiting

Team 1

Jörn Aeschlimann

Strategic

Recruiting

Michaela Trelle

HR-Marketing

Judith Oldekop

MSU/Projekt Mgmt

Karin / Caterina

Recruiting Assistants

Recruiting@Swisscom:

Organizational Set-up

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Recruiting@Swisscom – Agenda for Today

I. Insights in our current Recruiting Practice



_{Unique Candidate Experience: professional & appreciative}



_{Recruiting Academy: making the right Selection Choices}



_{Our HR marketing: in tune with the times}

II. Strategic Recruiting



Proactive & Innovative Recruiting: internal & external



_{Talent Scouting, Strategic Internal Recruitment &}

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Our Vision, Mission and Mindset:

Candidate Recruiting as its Best !

Our ideal: candidates experience the recruiting process as

appreciative, professional and proactive

We aim to be THE benchmark

in Candidate Recruiting



_{appreciative and transparent}

thanks to the Recruiting Charter and candidate journey



_{professional, attractive and proactive}

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The Focus is on our Candidates:

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

We are interested in our internal and external candidates, their

potential and the challenges of our business.



_{We woo and inspire our internal and external candidates and aim to}

earn their favour.



We support our internal and external candidates and our line in the

recruiting process.



_{Our feedback to internal and external candidates and the line is}

direct, understandable and appreciative.



_{In our internal cooperation we cultivate an open feedback culture,}

provide mutual support and communicate clearly and appreciatively.

Recruiting Charter & Mindset:

appreciative, attentive & inspiring

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Swisscom Recruiting Academy

Module

Recruiting Routine

Recruiting tools Interview techniques Phone interviews Sales channels Legal aspects etc.

Module

Train-the-Trainer

Support for recruiters who groom hiring managers for their recruiting tasks

Module

Business Appreciation

Know and appreciate the business strategy of the supported sectors Learn about and use new Swisscom products and services personally

Module

Recruiting Tactics

Development, structuring and deployment of recruiting tactics (for a vacancy or team/sector)

"Excellence in Recruiting" – knowledge transfer by Swisscom (Senior) Recruiter

- Briefing: procedure, interview strategies etc.

- Personal presentation as recruiter (impact in groups, at presentations and events and on a person-to-person basis) - Discussion and reflection on critical/challenging situations with hiring managers and candidates

- "Junior Recruiter" knowledge exchange groups

Recruiting Academy:

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.

Swisscom HR Marketing:

In Tune with the Times

We are on first names' terms

We enter into a dialogue with target groups

over the channels they use

to communicate

We show ourselves to be

dynamic and interactive

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Recruiting@Swisscom – Agenda for Today

I. Insights in our current Recruiting Practice



_{Unique Candidate Experience: professional & appreciative}



_{Recruiting Academy: making the right Selection Choices}



_{Our HR marketing: in tune with the times}

II. Strategic Recruiting



Proactive & Innovative Recruiting: internal & external



_{Talent Scouting, Strategic Internal Recruitment &}

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Talent Scouting

Active scouting and

addressing external

candidates

Strategic Internal

Recruitment

Active identifying &

pushing internal

candidates

People

Relation-ship Mgmt.

Relationship

management

with prospective

candidates

Strategic Recruiting

1

2

3

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Strategic Recruiting:

Point of Departure



_{We depend on candidates who are not actively seeking}

employment



_{We aim to offer an attractive unique candidate journey}



We aim to increase our internal placement quota



We aim to use special tools, not in a broad-based approach,

but for defined critical target groups



We want to better make use of social and private networking

– the "social networks" – of the Swisscom line, HR and

employees

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Strategic Recruiting:

Our Goals

Difficult to woo

High impact



_proactive:

access to candidates who are not

actively seeking employment



_{faster placement in better quality:}

for

posts otherwise virtually impossible to fill



fast and economical:

shorter vacancy periods

and low scouting costs, especially reduction of

external recruitment costs



_{uniquely positive:}

stand out from

competitors; distinctive candidate journey



_supportive:

keep up with interesting candidates

who were not willing to change when initially

approached



_{internal & external:}

rise in internal

placement quota

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Strategic Recruiting

Three Building Blocks for Success:

Talent Scout, SIR and PRM as new Roles

 Scouting of suitable external candidates

 Use of social media and employees' professional and private network

 Active approaching by Swisscom

 Integration into the standard process from the interview

 Joint activity of talent scout, recruiter and line manager

 For critical target groups, even without current vacancy

 Maintaining personal relationship with candidates who are not willing to change at the time

 Maintain contact over professional sphere

 Maintain contact over private sphere (e.g. events) and over electronic media

 Active (target persons are

approached) and passive pools (no visibility for target person)

 Identifying of suitable internal candidates

 Aim: increase internal placement quota

 Focus on potentials, high performers as well as top candidates from restructuring pools

 Integration into the standard process from interview

 Moderation and management of internal moves

Talent Scouting

Active scouting and approaching external candidates

People Relationship Mgmt

Relationship management with prospective candidates

Strategic Internal Recruitment

Active identifiying and pushing internal candidates

1

2

3 Edda Rettinger

Talent Scout

Since 05/2013

Mania Hodler

Strategic Internal

Recruitment Manager

Since 09/2013

David Luyet

People Relationship

Manager

Since 02/2014

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Talent scouting:

Recruiting Candidates not actively seeking Employment

Recruiting passive candidates

– access to candidates who are not actively seeking employment swifter placement of better quality for posts otherwise virtually impossible to fill

Talent scout as mentor

– scout as key platform for actively recruiting candidates and supporting candidates and managers

Pace and cost reduction

–

shorter vacancy periods and

lower recruitment costs

overall and through reduction of external recruiting costs

Standing out from competitors

and distinctive candidate experience through active approach with the Swisscom footprint

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Strategic Internal Recruitment:

Tapping Swisscom's internal Potential

Implementation of strategic goal to

increase internal

placement quota

Tapping potential from the for Swisscom and its employees

Swisscom restructuring pool

Retaining top talent

by demonstrating advancement

possibilities

Moderation of process

between the HR Recruiting, Development and HR Business for internal moves: active liaison Partner sectors

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People Relationship Management:

Tap Candidate Potential & absorb Market Fluctuations

Stay in touch with

"second-bests"

– well qualified but initially unsuccessful job contenders are not lost

Absorb market fluctuations

– keep relations with interested persons warm in times of low demand, tap candidate pool in times of high demand

Best in Class

– in its implementation of talent scouting and PRM of this style, Swisscom is Best in Class in personnel recruiting.

Deferred willingness to move

– actively approached candidates with no current desire to move stay in touch

Building trust

– PRM allows a long-term trust relationship to be built with candidates

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Traditional Recruiting

Strategic Recruiting

Strategic Recruiting Activities:

Integrated into the traditional Recruiting Process

Vacancy Jop posting Application and

shortlisting Selection

Appoint-ment

Second-best

if willing to move, directly into the selection phase for critical vacancies Target group profile Active approach externally Internal placement Relationship management until willingness to move Relationship management

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What do we work with in Strategic Recruiting?

Tools for attracting and retaining Candidates

Social media & business

networks

Professional events in

target groups

Personal network

Employee and manager

network

Research partners

Internal talent pools,

development programmes

and restructuring pools

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Thank you!

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