Challenge & Selection

I’m working in the HR department of a multinational company and we are redesigning the talent  management approach. We had to manage some inconsistencies in the past, mainly in the core of the  process, which is supporting internal talents to make the next career step and place them in the right  positions. That’s the reason why our team decided to adopt a different approach that will enhance the  customer experience and help to place talent in an Internal job market, flexible, international and dynamic.

For pitching the new proposal, we need a strong story to get the buy-in of the main stakeholders (hiring  managers, talent brokers, recruiters) as we need their commitment and willingness to embark in this new  journey. Barriers and tensions between the different departments involved are behind the corner. For this  purpose I would like to use the storytelling tool, to create a vision on how a mindset change will be  important to do things in a different way; storytelling ,as a tool,  should help me to create strong  connection with my audience ( different stakeholders) and create a clear narrative that will engage people  to achieve our common goal : placement!

Application.

I would like to present the placement story as an engine, in which every gear takes a crucial role: people, tools,  process and experience.

Everything spins around talents: we need people that will think in a different way the career journey, not only  vertical but also horizonal move; open to reskilling and making a step back for having a fast and meaningful  career shift later.

We need to create a strong network of hiring manager talent brokers recruiters who will be willing to hire  for potential not for “experience”, because competencies and skills are relevant, but less impactful  compared to energy, learning agility and growth mindset.

We will take care and define different customer journeys to meet different expectations, with a unique  goal: place the right talent in critical roles

We will use tool & platform to increase visibility and facilitate the matching of skilled people to job offers.

And finally, HR product will support the organization to drive performance and measure the success of the  new implementation, in terms of decreased hiring cost, easier onboarding/ faster effectiveness of new  hires

We are aware of the barriers and the constraints that this process will encounter in a big organization. But  we will not stop until everyone is onboarded on this new journey. Step by step, slowly but firmly we will  make this engine working smoothly!

Insight

Some stakeholders are still skeptical: changing the mindset of an entire organization in terms of hiring  culture it requires a broaden communication campaign / real stakeholder commitment and a storytelling  able to reach an extended audience heart and mind.

Getting the attention of senior leaders when it comes to mobilize their hearts and emotions it’s hard job,  mainly if they consider the topic a collateral, not something they need to be strongly engaged in. Hiring the  right candidate is a crucial topic nowadays, but people tend to still consider it an HR topic, not a business  topic.

Including some fact & figures would maybe attract more Senior leaders’ attention, but the goal we want to  achieve is more on mindset shift than a cost savvy process (even if we do not underestimate the impact of  this topic).

