Defoe Pintoff

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Craig Pintoff and Christopher DeFoe's Spring 2008 ERE Expo presentation

TRANSCRIPT

  • 1. E-Recruitment Transforms United Rentals ERExpo Spring 2008 San Diego, CA

2. Introductions

  • Craig Pintoff
    • Vice President Human Resources, United Rentals
    • Prior to joining United Rentals, Craig was the Chief Benefits and Employment Counsel for Crompton Corporation in Middlebury, Connecticut.Previously, he was an attorney for White & Case LLP in Manhattan, specializing in executive compensation, employee benefits, employment law, and mergers and acquisitions.
  • Christopher DeFoe,
    • President, DeFoe & Associates, LLC
    • Talent Management Technology Consultancy focused on assisting clients in the selection, implementation and optimization of Talent Management Technology with a defined focus on Talent Acquisition
    • 13 years of comprehensive Recruitment Technology Experience with a variety of products and Companies

3. Presentation Overview 4. Presentation Overview

  • Who we are
  • Where we were
  • What we found
  • What we did
  • Where we went
  • Where we are going

5. Who we are 6. Who we are

  • Founded in 1997
  • Became the Worlds Largest Equipment Rental Company by
    • Entrepreneurial Spirit
    • Prudent Acquisitions
    • Organic Growth
  • Approximately 10,000 Employees
  • 3.7 Billion in Revenue
  • 700 Branches across US, Canada & Mexico
  • Corporate headquarters in Greenwich, CT
  • 11 Regions
    • Managed by Regional VP
    • Multiple lines of business

7. The Branch

  • The Heart of United Rentals is the Branch
    • 10 to 50 employees
  • Branch Manager (BM)
    • Leader, sales and operations manager
    • Responsible for the P&L of the Branch
    • Entrepreneurial business people
    • Hiring responsibility for Branch staff (exempt and nonexempt titles)
  • Fleet
    • 20,000 classes of Rental Equipment
      • Aerial
      • Trench, Pump & Power
      • General Rental
    • Rentals, Sales & Service
    • Contractor Supplies
  • Customers
    • Construction & Industry
    • Utilities, Municipalities, Federal Government
    • Homeowners & others

8.

  • Who we hire
  • The Branch
  • The Region
  • Corporate

9. Who we hire (10% of UR hiring)

  • Corporate
    • Executive Management
    • Finance, Marketing, IT & HR
    • Credit
  • Regional Staff
    • Management & HR
    • Controllers, Finance Managers
    • Management
      • Branch Manager
      • Operations Manager
    • Sales (Inside and Outside)
      • Inside & Outside
    • Customer Service & Administration
    • Customer Service Reps
    • Branch Administrator
    • Service
      • Service Managers
      • Service Technicians
      • (multiple levels)
      • Drivers

In Corporate In the Region In the Branch (90% of UR hiring) 10. Where we were - 2004 11. Where we were - 2004

  • 1 2 HR staff per region
  • Approximately 4,000 hires per year
  • Better recruitment processes needed in the field
  • Organization Assessment
      • Meetings conducted with:
        • Company Leadership
        • Corporate & Regional HR Staff
        • Branch Managers
        • RPO Partner (Recruitment Process Outsourcer)
  • Process Review
  • Technology Review
        • ATS & HRIS
        • Career Site

12. What we found - 2005 13. What we found - 2005

  • HR Challenges
    • HR staff busy with non-recruiting activities
    • Limited capacity to help with cold starts & specialized positions
    • Employee Referral Program - modest at best
  • Disparate processes
    • Unqualified candidates being interviewed by multiple branches
    • Qualified candidates not being seen by multiple branches where there may be a need
    • Unable to leverage sourcing efforts & inability to create a talent pool
  • RPO strategy not working as expected
    • Pre-qualified candidates were not a good fit
    • Branch Managers lost confidence & were doing their own local hiring

14. What we found - 2005

  • College Hiring Challenges
    • Increase bench-strength when hiring into key positions
    • Brand Recognition
    • Competition with other Fortune 1000
  • Administrative burden on the Branch
    • Legal compliance
    • New hire checklist detailed and time consuming
    • Extremely paper intensive
    • Multiple data entry points
      • Paper application
      • Background check
      • Offer letter
  • On-boarding challenges
    • Too long to get new hire IT access, cell phone, truck, etc

15. What we found

  • Technology Infrastructure
    • 2 Career Sites with weak recruitment branding
      • Corporate Positions
        • Run & managed by webmaster
      • Branch Positions
        • Run & Managed by RPO
    • Field hiring partially managed by RPO
      • RPO managed ATS
      • No access by UR staff into RPO ATS
      • Limited reporting from RPO (request basis)
      • Manual applicant flow logs at the Branch
    • Corporate Hiring
      • Web-postings
      • Shared email inbox
    • Limited staffing controls from Corporate; No requisition process

16.

  • What we did - 2005

17. What we did

  • Regional Recruiter
    • 1 dedicated recruiter per region
    • Direct reporting to Regional Human Resource Manager
    • Cross functional reporting to Corporate
    • Partnered with Branch Managers
    • Established more formal college recruiting program
  • Technology Infrastructure
    • ATS
      • Requirements defined
      • Vendor evaluation team
        • Regional & Corp HR
        • IT & Risk Management
        • Branch Managers