Finding Talent: New Initiatives for Sourcing, Vetting and Hiring Employees

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Finding Talent New Initiatives for Sourcing,
Vetting and Hiring Employees Ari Gordon
Corporate Recruiter Tyco Healthcare
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• Fast Facts about Tyco Healthcare
• Who we are
• A large global healthcare company committed to
  sustaining strong margins and cash flows while
  making investments for growth
• One of the largest medical device and disposables
  companies in the world at 9.1 billion with
  industry leading profitability margins
• 40,000 employees in nearly every country
  worldwide with an expanding presence in emerging
  markets around the world including India and
  China.
• RD funding was increased by nearly 40 in 2004
  and this investment should double over the next
  few years
• Over 80 of total sales derive from products in
  either in a 1 or 2 position in their
  respective categories.

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• What we make
• A vital provider of products including advanced
  surgical tools and supplies, sutures and wound
  care, needles and syringes, contrast media for
  diagnostic imaging vascular therapy, respiratory
  care and generic pharmaceuticals.
• Key Brands Kendall, Auto Suture, Syneture,
  Valleylab, Radionics, Mallinckrodt, Nellcor,
  Puritan Bennett.
• Medical, surgical, electrosurgical, respiratory
  therapy and imaging products are supplied to some
  or all of the following
• acute care facilities - nursing homes - rehab
  centers
• ambulatory surgery centers - physician offices
• Retail/Private label products featuring
  incontinence and feminine hygiene are sold to the
  largest retail chains and mass merchandisers
  operating in the U.S.
• High quality products with instant recognizable
  name that provide the basis for improved patient
  outcomes

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• What we excel at
• Market leadership in key product areas provides a
  platform for new technologies and products.
• State-of-the-art manufacturing capabilities and
  highly trained sales force delivering first class
  products worldwide.
• Six Sigma 110 active teams with over 2400
  trained employees who delivered over 272 million
  in operating income benefit net of incremental
  investment. In working capital, this 8 day
  improvement had a 900 million impact and could
  exceed 3 billion by 2006
• A recent integration process in every aspect of
  the business resulted in 151 million in
  operational excellence savings.
• It is more than just about cost cutting its
  about implementing high quality, thoughtful
  products that result in better healthcare
  products - and healthier lives.

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The Benefits of Separation

• Each entity will set their own strategy for
• Acquisitions
• Alliances
• Resource allocation
• Research development spending
• Strategic and day-to-day business decisions will
  be based on specific industry dynamics

Electronics
TFS/TEPS
Healthcare
Greater Potential for Long-Term Value as Three
Independent Companies
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• One of the largest diversified healthcare
  companies
• Strong operations and cost management
  capabilities have produced industry leading
  margins
• As an independent company, better able to
• Attract top healthcare talent
• Negotiate licensing deals
• Compete for strategic acquisitions

Great Long-Term Value Potential as an Independent
Company
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Sourcing Candidates

• Staffing Plan
• Newly Created Functions 200 300 new positions
• Understand what we have, what we need to have
• Recruitment Strategy
• Internal candidates growth from within
• Normal postings via ATS
• College interns/Co-Ops

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Sourcing Candidates

• Internet Resources currently used
• Applicant Tracking Systems main job boards
• Niche Web Sites, Associations
• Internet Resources being explored
• Adwords via Google, search engines
• Web Logs

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Sourcing Candidates

• Agencies
• Contingency/Retained
• Leverage company size
• One central database, able to better partner
• Centralized point of contact
• Job Bundling
• Executive search
• Research Firms
• Name Generation
• Candidate pipeline
• Diversity Recruitment
• National Society of Hispanic MBA Conference
• National Black MBA Conference
• BostonWorks Diversity Career Fair
• Women for Hire
• InRoads Diversity Intern program

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US Exempt Salaried Non-Exempt Hires by Source
for 2005
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Three Year Comparison Hiring PercentagesMansfie
ld Location
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Vetting Candidates

• Behavioral Interviewing
• Provide training for hiring managers and
  interview team
• Interview guide creation via usage of Lominger
  Competency Model Tool with hiring manager
• Results of Interviews intended to provide
• Objective view of all involved on the interview
  team
• Justifiable reasoning of why the candidate was
  the best fit among all candidates
• Maximize each hire

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Hiring Candidates

• Key Aspects
• Are we competitive in the market?
• Have we effectively portrayed the company
  culture?
• Have we communicated our values?
• Metrics
• Quality of the hire
• Turnover Rate
• Diversity

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Hiring Candidates - Metrics
2005 New Hire Performance Ratings Salaried Exempt
Non-Exempt
Performance
Behaviors
908 out of 1,768 hires eligible for the review
process.
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• Questions?