Room with a view

TALENT RESOURCING UPDATE

Issue 02 | 2015

New Zealand Roadshow Exit Interviews or Stay Interviews?

Room with a View........02/2015

Table of Contents 01

02

04

Welcome

What’s New...

Recruitment Market

& The Team

...in Talent Resourcing

Overview & Insights

05

06

07

Exit Interviews...

Hires

Upcoming Initiatives

... or Stay Interviews?

for Quarter 1

& Send Talent our Way

07 Room to Grow & Have Your Say

Room with a View........02/2015

Welcome!

Welcome to the second edition of Room with a view, our quarterly newsletter from the talent resourcing team. We have had a cracking start to 2015 and we have seen a lot of internal promotions and some top talent join our hotels across the Australasia region.

The talent team have now been established for a full six months and during this time we have continued to learn and immerse ourselves into the culture and how things operate within IHG.

Andrew Morley Director, Talent Resourcing andrew.morley@ihg.com

Jenny Milner

Anna Statham

Manager, Talent Resourcing jenny.milner@ihg.com

Consultant, Talent Resourcing anna.statham@ihg.com

Kat Davidson

Ian Jones

Consultant, Talent Resourcing katherine.davidson@ihg.com

Consultant, Talent Resourcing ian.jones@ihg.com

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Room with a View........02/2015

What Is New in Talent Resourcing?

Hot Jobs

Talent Pools

As you all know our colleagues are our greatest asset!

A definition of a talent pool in our eyes is a community

From our employee surveys we have learnt that people

of qualified external candidates who are actively

want to stay in a company that provides a range of

interested in our organisation, our industry and our

professional opportunities and somewhere they can

success and are engaged over time to fill vacancies and

grow their career. The opportunity to promote and hire

refer people they know.

from within IHG will enable us to retain and grow a

We have been very proactive in building our talent

diverse workforce.

pools and this will be our continual focus throughout

In February 2015 we introduced Hot Jobs — a selection

the rest of the year. Building a talent pool will ensure

of roles that are currently available in the AuA region.

that we have a constant flow of candidates available

These jobs were sent out to HRBPs on a weekly basis to

when needed. Three of the key areas which we have

share with appropriate colleagues. Hot Jobs will assist us

established talent pools are

with internal mobility and help our colleagues achieve

›› Chefs (Chef de Partie and Sous Chefs)

their career aspirations through internal promotions and hires.

›› Business Development Managers ›› Duty Managers

New Zealand Roadshow From speaking to our New Zealand hotels, It was identified that their job market, talent and hotels are unique and would need someone to fully understand their requirements. We selected Kat Davidson to become our New Zealand specialist. Kat went on a New Zealand road show in February and visited all five hotels. She met with all the HRBPs, General Managers and key hiring managers of the hotels to understand their unique recruitment requirements and best practices when recruting for New Zealand.

AIME Jenny Milner our dedicated sales & marketing recruiter attended AIME in February to help identify some top sales talent for IHG.

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Room with a View........02/2015

What Is New in Talent Resourcing?

Training

Sourcing for Unique Roles

The team have an ongoing commitment to learn and

Chief Concierge InterContinental Sanctury Cove

develop and as such we have attended training to

Ian Jones was tasked with recruiting a new Chief

further enhance our knowledge of how IHG operates.

Concierge for InterContinental Sanctuary Cove.

Training included

InterContinental brand standards require that the hotel

›› Understanding of winning metrics — Delivered by

has to have a Chief Concierge who is a Les Clef d’Or

Sam Swaffield — The training provided us with a

member. With only 44 members in Australia and 22 in

solid understanding of how hotels are measured

New Zealand, the team utilised LinkedIn Recruiter to identify Australia citizens or permanent residents who

›› Talent Development — Delivered by Jade Tamblyn

lived overseas, as we are unable to sponsor people for

— This gave us insight to the types of learning and

this position. Direct approaches where made to these

development opportunties are available to external

individuals and after a challenging process, we managed

candidates

to secure a candidate from the Mira Hotel in Hong Kong, who had previously worked in Melbourne. Kirra

›› Peformance Review Process — Delivered by Lynda

Ugarte — Lynda was able to give us insight into the

Stott (Front Office Manager) commented the team

performance review process and how this ties into

“worked tirelessly to recruit for this role which was a

internal talent development.

very difficult task”.

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Room with a View........02/2015

Recruitment Market Overview & Insights State of Hiring in 2015 The way we hire is changing. In Hudson’s new research, The Hiring Report: The State of Hiring in Australia 2015, we reveal compelling insights into the current trends, challenges and opportunities in recruitment, based on an extensive survey of Australian hiring managers and professionals. Click on the below link to get connected with the state of hiring in 2015.

View the report here.

THE HIRING REPORT the state of hiring in australia 2015

THE TOP 9 What Australians really want in a new role in 2015 THE NEW KING Why cultural fit is now the No 1 priority of senior executives A CHANGING WORLD How smart businesses are changing the way they hire — and winning

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Room with a View........02/2015

Exit Interviews or Stay Interviews?

Have you had a resignation from someone in your

Delivering an exit interview will allow us to

team who you least expected to leave — you may have

understand why our colleagues leave to go

thought they were truly engaged, only to find they

elsewhere. While it is truly frustrating when it is

have accepted a role elsewhere? Have you ever

someone you value — we must also ensure they are

thought about a ‘stay interview’? What would this

leaving for the right reasons and explore ways of

achieve? Think about the impact of discussing their

keeping them in the business if we value them highly.

potential future on a more regular basis with those

The cost of replacing our top talent is significant. If

essential team members or leaders you value most.

nothing else we need to keep track of them to ensure

Not just at PDR time.

they return at some stage.

The war for talent is hotting up and we are seeing our competitors come after our best people.

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Room with a View........02/2015

Hires for Quarter 1 In the first quarter, the talent resourcing team filled 60 roles. Majority of the roles were filled in both NSW and Victoria.

Where are our 2015 hires coming from?

Q1 Source Mix — All Hires 25% 22% 20% 11% 10% 3% 2% 2% 2% 2% 1%

Internal — moved to property Online Advertising — SEEK Internal — promotion within property Referral LinkedIn Recruiter Recruiter Referral Online Advertising — IHG Careers Database Proactive Indeed Database Talent Pool Online Advertising — Gumtree

Q1 Source Mix — External Hires 40% 21% 18% 6% 3% 3% 3% 3% 3%

Online Advertising — SEEK Referral LinkedIn Recruiter Recruiter Referral Online Advertising — Gumtree Online Advertising — IHG Careers Database Proactive Indeed Database Talent Pool

››

60 placements were made in Q1, 33 of which were external

››

Online advertising remains the highest source of hires, with 46% of external hires from this medium

››

27% of external hires in the quarter were proactively sourced via LinkedIn, Talent Pools, the Taleo Database and recruiter referrals

››

As we continue to grow our Talent Pools we expect to see this increase as a valuable source of high quality hires

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Room with a View........02/2015

Upcoming Initiatives Send talent our way

As we continue to recruit for you we will look at ways to add value to your business. Some of the initiatives we

As we grow our talent pools for all the areas of your

are currently undertaking include:

business, the best candidates are always referrals from you!!! We ask you to keep your eyes and ears open for

›› The chef referral program

talent and send them all our way.

——This is a structured referral programme targeted

at Chef De Partie and up. We will look to our

Should you wish to refer anyone please send an email to

Chefs to access their already established

talentresourcing.australiasia@ihg.com with

professional networks.

›› Name

——Referral candidates are highly engaged, are

›› Contact details

a great source of hires and stay longer in the business because they have a personal connection

›› Location and department or role they will be

within the organisation.

suitable for

›› Quarterly Newsletters to Talent Pools ——The first edition of the chef talent pool newsletter

was a success and we aim to have newsletter to our duty manager and business development talent pools in Q2. Please find below a link to the newsletter we shared with our chefs in the talent pool last year. http://eepurl.com/baLHwX ›› Continual Training for team — we hope to receive

ongoing training with the IHG business. Specifically in the following areas: ——IHG way of sales ——Complete brand training for all three brands ——Attend a town hall meeting.

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Room with a View........02/2015

Room to Grow With 60 roles being filled between January 1 and the

“We are delighted that Brenden will be joining our

end of March there are many Room-to-Grow stories,

winning team here at Holiday Inn Old Sydney as

as well as the great new talent that has joined IHG.

Operations Manager”, says Rob Stewart. Brenden’s

Eleven of these were chef roles, 17 were Duty Manager/

enthusiasm, positive nature and determination will

Guest Experience Manager roles, we also saw the first

serve him well in his new role.

appointments for the 2014 I-Grad cohort as well as the

Amanda McSpadden joined

2015 I-Grad’s commence their 18-month program.

InterContinental Sydney as

You can see all these great stories at the Talent

Human Resources Manager

Resourcing @IHG – Australasia Linkedin Group and

from the retail industry where

clicking on the Promotions tab. Make sure you are a

she has developed her career

member of this group.

in Human Resources with the Nuance Group in Perth and

Brenden van Blerk joined IHG in 2013 as Rooms

Sydney. Amanda has completed a Bachelor of Arts,

Division Manager at Holiday Inn

Double Major in Psychology and Criminology and a

Sydney Airport where he

Graduate Certificate in Human Resources at Edith

achieved some great results.

Cowan University, whilst currently studying her Masters

Previous to this Brenden spent

of Labour Law at University of Sydney. With a strong

several years in the U.S.

passion for Human Resources Amanda is keen to apply

working for Hilton hotels in

her expertise and experience to the hospitality industry,

various operational roles.

InterContinental Sydney and IHG.

Brenden also holds a degree from the Blue Mountains Hotel School.

Have Your Say

Please feel free to send us any feedback you have on this newsletter. Our key aim is to keep you up to date with recruitment activities and share initiatives and wins with you.

If you have other information that you would you like to hear about when it comes to recruitment, then just email us at talentresourcing.australiasia@ihg.com

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