Proactive recruitment and sourcing at Roche
April 2014
Wiebke Bräuer
Basic facts at a glance
• Founded 1896 in Basel, Switzerland
• Founding families still hold majority stake
• Employing 85,000 people
• Currently active in 150 countries on all continents
• Sales 2013: 46.8 billion Swiss Francs
• Clear focus on healthcare
• Leadership in pharmaceuticals (#4)*
• World’s largest biotech company (position #1)* with
truly differentiated medicines in oncology, virology,
inflammation, metabolism and CNS
• Leadership in in vitro diagnostics (#1) and pioneer in
diabetes management
• Unique innovation model
* Source: Decision Resources, Q3/2013
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Recruitment organisational set up
Basel/Kaiseraugst
Attraction, Sourcing & Hiring
Recruitment
Talent Scouting
Employer Marketing & Branding
Local Talent Scout
Regional Talent Scout
Recruitment Excellence
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Talent Relationship Management (TRM)
Rationale
Situation
Goal
War for Talent
- Increase quality of hire
- Reduce cost per hire
- Reduce time-to-hire
- Give expert consultant
advice to Line Managers and
HRBPs
How to achieve it
Ready-now pipelines of
candidates with
- Assessed skill set
- Confirmed availability
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TRM as integral part of the recruitment strategy
Quality of
Hire
Build talent pipelines of
qualified,
interested prospects for
future recruitment
needs that are
critical to the business
and
hard to source on the
labour market.
Structure &
Technology
TRM
HR Annual
Planning
Building
Pipelines of
diverse,
critical talent
Recruiter
Capabilities
Employer
Branding
KPIs and
Reporting
Minimum
Standards
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TRM approach
• Global process for proactive sourcing (pipelines) and for ad-hoc
sourcing (for currently open requisitions).
• Keep process simple with few minimum standards.
• Clear accountabilities:
Internal
employees
HRBPs
Applicants
(internal or
external)
External
candidates
Recruiters
Talent Scouts
Line Managers
Global/local L&D
teams
6
Talent Scouts co-located with business & HR
Europe
Welwyn
Paris
Penzberg
Basel Grenzach
Rotkreuz
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Focus, focus, focus!
Be clear on which pipelines are needed
• Critical Target Groups
– are critical for the business
– have a recruitment need
– are difficult to fill
• Critical Target Groups are defined by an ongoing alignment process with
the line managers, HRBPs, recruiters
8
Focus, focus, focus!
Be clear on where to source
• Professional networks, e.g. LinkedIn,
Xing, Viadeo
• Referrals
• Regretted losses
• Business events
• Silver medalists
• Facebook
• Twitter
• University career centers
• Unemployment agencies
• Outplacement agencies
• …
• Restructuring companies
• CV databases
• Alumni
• …
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Focus, focus, focus!
Be clear with whom to stay in touch with
Prospect Satisfaction
Prospect Obligations
Current Role
• Type of work
responsibilities
• Work-life balance
Community
Activities
Company
• Future strategy
• Competitive landscape
• Level of commitment or
leadership
• Availability of similar
activities elsewhere
Mortgage
Manager &
team
• Manager quality
• Work culture
• Local housing market
• Current equity built
Spouse
Career
progression
• Availability of compelling
career paths
• Speed of promotion
• Spouse’s job
• Spouse’s location
preference
Children
• Children’s school
• Timing for children to
relocate
Location &
residence
• Fit with community
• Proximity to family
10
Attraction drivers
France
Germany
United Kingdom
Compensation
Compensation
Work-Life Balance
Work-Life Balance
Collegial Work Environment
Future Career Opportunities
Future Career Opportunities
Location
Compensation
Respect
Organizational Stability
Location
Organizational Stability
Development Opportunities
Organizational Stability
Recognition
Future Career Opportunities
Development Opportunities
Product Quality
Work-Life Balance
Job-Interests Alignment
Camaraderie
Job-Interests Alignment
Respect
Development Opportunities
Respect
Recognition
Coworker Quality
Recognition
Empowerment
Source: Corporate Executive Board, Audit Director Roundtable, 2011
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Talent Relationship Management tool
• Global TRM tool to store candidate data
– Knowledge management
– Share information with other Talent Scouts
– Keep track of activities & data privacy requirements
– Reporting
• Important to set minimum standards
– Candidate owner
– Minimum information
• Interface to Applicant Tracking System
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Thank you for your
attention.
Questions?
13
Doing now what patients need next
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