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Room to have a great startIHG Talent Acquisition
In the battle for today’s top talent, victory goes to companies that can move quickly, execute flawlessly, and deliver value propositions that attract, keep, and inspire the best employees. The stakes are high for IHG because we must hire approximately 100,000 employees over the next five years to meet our growth projections. Human Resources has developed a global sourcing strategy that will give us a competitive advantage in meeting that challenge and driving business performance.
Americas Human Resources recently implemented a new approach to talent sourcing and acquisition that leverages leading-edge technology and centralized support to improve the efficiency and effectiveness of the hiring process.
We listened when hotel leadership told us of their desire for better recruiting and staffing support. The time and costs of recruiting locally, coupled with the compelling need to access the best candidates, created an opportunity for Human Resources to deliver more value. Today, our Talent Acquisition Center of Excellence is open for business.
This brochure is designed to introduce you to the new Talent Acquisition process, highlight significant features, and demonstrate that these methods were built with the customers in mind. I believe eCareers is the best system in the industry, in terms of speed, access to candidates, and real dollar savings. Our team of
professional recruiting and sourcing specialists in Talent Acquisition will bring a higher standard of service to The Hotel Management Group and Corporate.
We believe these changes will accelerate business performance and ensure that new employees truly experience a great start with IHG. Our team looks forward to partnering with you to help create Great Hotels Guests Love.
Sincerely,
Jim ManleyVice PresidentTalent Acquisition
Introducing IHG Talent Acquisition
What’s a Center of Excellence?
A Center of Excellence, commonly referred to as a COE, is an area within a department or within a function such as Human Resources, where there are defined activities that support an area of expertise. In Human Resources, Talent Acquisition is a new Center of Excellence. What this means to you, is that you a have a central place to go to receive important information and assistance on attracting, sourcing, and selecting talent. A one-stop-shop designed as a primary resource for your talent acquisition needs.
IHG’s Americas Human Resources adopted the Center of Excellence model to transform the services and delivery of Americas HR. We completed an extensive quantitative and qualitative study, including surveys, focus groups, and benchmarking responses from 500 GMs and HRDs. The research clarified what needs to change and why.
We redesigned HR’s organizational structure and the Talent Acquisition function to:
• Provide dedicated recruiting and sourcing specialist for hotels and corporate• Enable proactive sourcing and standardization• Leverage technology through eCareers• Offer recruiting support for Executive Committee roles• Increase efficiency throughout the staffing process• Identify and deliver top quality candidates• Reduce administrative time associated with staffing
As we begin the final implementation of the eCareers system and ramp up recruiting and staffing services to the organization, it is Talent Acquisition’s goal to improve efficiencies in IHG’s staffing process, identify the best talent in the industry, and position IHG as the preeminent employer of talent in the hospitality industry.
Americas Human Resources has restructured in order to deliver products and services that will drive business results and give IHG a competitive advantage in operating hotels.
The first step in this transformation is the creation of a Talent Acquisition Center of Excellence. Hotels reported that additional support for recruiting and staffing would be valued because it consumes significant staff time and resources. By creating a dedicated center of sourcing expertise, Talent Acquisition will improve the efficiency and effectiveness of the hiring process, offer more sourcing capabilities, and leverage technology to simplify the hiring process.
Americas Talent Acquisition team is tasked with delivering superior staffing services to The Hotel Management Group and IHG Corporate. Prior to this, recruiting was decentralized. Now there is a team focused on using industry best practices to attract the most qualified candidates. Tools and services in use today include:
• eCareers, IHG’s best in class hiring technology platform• Proactive sourcing through contacts and research• Leveraged contract rates• Best in class employment website• Business planning for new hotel openings and M&As• Diversity and disability initiatives• A dedicated Sales recruiter• Access to latest market pay data• Enhanced experience for managerial job candidates• Access to university graduates
Upcoming enhancements from Talent Acquisition include centralized sourcing support for GM and Executive Committee positions at full service hotels, greater functionality of the Taleo eCareers system, and the debut of an internal global talent bank of management resources.
Talent Acquisition’s aspiration is to source and select the best talent for IHG. We are ready to find the leaders that will take your business performance to the next level.
A Proactive Approach to Sourcing Superior Talent
IHG has selected a powerful, best-in-class recruitment management system
to support effective, efficient sourcing. IHG calls it eCareers, and it will
reduce the time to hire, improve access to qualified job candidates, and
simplify the tracking, administration, and compliance associated with staffing.
Hotels can search for candidates applying for jobs at other IHG hotels in
the area or around the world. eCareers is in place for the InterContinental,
Crowne Plaza, and Holiday Inn brands in the U.S. and the corporate office.
Implementation in extended stay and Hotel Indigo brands is scheduled for
late 2007.
Postcards from the Field
With [eCareers], we can access a database of candidates who have registered for the positions that they would like to apply for. The difference of a few days is there right from the start as we no longer have to wait for candidates to apply; they are already in the system. We can post a requisition and start calling candidates the same day, which is much more efficient than posting and waiting a few days for the first candidates to find it. Time from requisition posting to first interview has dropped to 1-2 days versus almost a week with the old-fashioned system.
InterContinental, Chicago
With most companies going to on-line systems I see this as benefit for IHG and applicants. This is a good system that outlines the job and the duties that are required for a position. All information about the job is right in front of the applicant. This system also saves time when applicants come in to inquire about a position; you simply direct them to the web site. I have to say this system is just great and easy to use.
Candlewood Tech Center, Denver
From the administrative side of employee requisition management to outreach, contact with applicants and placement services, Taleo has enhanced almost every aspect of our recruiting process. There was never a day when we were not able to refer all the qualified applicants received to the hiring manager within that 24 hour period. Ultimately this reduced our administrative labor to fill a position by approximately 80%. We have experienced the same conditions when recruiting for every position from room cleaner to Executive Chef.”
InterContinental, San Francisco
Leveraging Technology to Speed Business Performance
Q. How does it work?A. Using eCareers, you post positions either internally only or internally and externally to our website – with just one click! Candidates apply directly
online for positions. eCareers automatically screens applicants and identifies the best candidates for you. Further, eCareers tracks every action associated with a job, keeping relevant information a click away. When you hire a candidate, you’ll find that much of the data entry is complete because eCareers is integrated with ADP.
Q. Do candidates still have to fill out paper applications?A. No. eCareers eliminates the need for paper applications. There will be a one-page document to sign, attesting that all information input into
eCareers is true and accurate.
Frequently Asked Questions
Q. What are the key benefits of the system?A. There are many benefits, and as implementation
continues, we will roll out additional functionality. However, right now the system allows us to:• Build a database of talent• Streamline data entry• Pre-screen candidates against job criteria• Automate and standardize administrative functions
such as letter generation and compliance• Track advertising effectiveness in order to target
advertising• Fill positions more quickly• Improve access to qualified candidates
Q. Can I search for candidates on the system?A. Yes. We currently have nearly125,000 candidates
in this global database, and the search process is one of the things that makes it most valuable. You can use the Advanced Search to search on skill set, geographic location, etc., or use the Quick Search to easily find a candidate.
Q. What are the anticipated savings?A. We estimate that print advertising will be reduced by
33% and other significant recruiting expenses will be reduced by 25%. Productivity labor savings across the Americas based enterprise will reach $1 million due to the reduced administrative and compliance time spent on the recruiting process. That leaves more time for the hiring managers to concentrate on creating Great Hotels Guests Love.
Here’s How the Talent Acquisition System Works
Hotel creates a job requisition
and sends it to TA
TA searches databases and posts
opening on eCareers
Job is listed on
IHG Careers
website and
external job
boards
TA delivers qualified
resumes to hotel
Hotel selects a short list of
candidates
TA screens short list
candidates
Hotel schedules interview
appointments
Hotel shares feedback with TA and makes
selection
TA makes an offer on
behalf of hotel
Hotel selects candidates to
interview
Hotel interviews candidates
Hotel makes a job offer
Hotel begins onboarding
process
TA closes the job posting
Hotel provides applicant
tracking to TA
Salaried positions
Hourly Positions
For Extended Stay Hotels and Hotel Indigo
New hire joins IHG
Hotel creates a job requisition in
Taleo
eCareers posts job to IHG and external job
boards
Candidates apply online
Hotel searches database
for qualified candidates
Hotel conducts interviews
Hotel moves candidate
through the process on Taleo
Hotel selects candidate and makes offer
Hotel changes
status of
successful
candidate to
“Hired” in
eCareers
eCareers automatically changes the
status of other applicants
eCareers removes the job posting from the
website
eCareers
integrates with
ADP, transferring
data to MyTeam,
streamlining the
payroll process
Hotel notifies candidates not
selected that the job is filled
New hire joins IHG
For Full Service Hotels*
* In 2008, Talent Acquisition will offer enhanced staffing and recruitment services for Executive Committee positions at full service hotels.
Meet the Talent Acquisition Team The Talent Acquisition group delivers high quality professional, managerial, and executive level candidates to the business while
advancing the IHG employment brand across numerous markets and professional communities. Meet our team.
Jim Manley
Title: Vice President, Talent Acquisition
Responsibilities: I’m responsible for establishing and maintaining strategic talent acquisition strategies to source, attract and select personnel needed to direct and operate all brands of IHG’s hotel operations and corporate staff in the Americas.
Experience: Twenty-six years with the company, starting with Human Resources for InterContinental Hotels
moving to responsibility for Human Resources for hotel operations across all brands within the Americas region, to now establishing the Center of Excellence for Talent Acquisition.
First job: Dishwasher at a local country club, an auspicious introduction to the hospitality industry
Talent I’d most like to have: I’d like to sail in the Americas Cup and cycle the Tour de France.
Dream vacation destination: Bare boat sailing the South Pacific Islands: crystal blue water, wind at my back and my family as crew!
Contact me: (770) 604-5039; [email protected]
Cathy Bertrand
Title: Senior Talent Recruiter
Responsibilities: I’m responsible for providing the highest level of staffing services to IHG leaders and associates. I’m focused on delivering high quality professional, managerial and executive-level candidates and advancing the IHG brand across numerous markets and professional communities, while guiding hiring managers and candidates through the IHG selection process.
Experience: Joined IHG in 2007. Prior to IHG, I was employed by Hudson Financial Solutions as an accounting and finance search permanent employment recruiter and manager supervising a team of seven account executives. I changed careers, having previously spent 11 years with the Georgia Insurance Department in a variety of financial and analytical positions.
First job: Delivering the Star Ledger newspaper in my hometown in New Jersey when I was 10 years old.
Talent I’d most like to have: I’d love to be able to dance like a professional.
Person I’d most like to meet: Oprah Winfrey
Contact me: (770) 604-2300; [email protected]
Pam Crawford
Title: Talent Sourcing Developer
Responsibilities: I’m responsible for sourcing talent for hotel-based positions in HMG properties. I work closely with senior recruiters and property management to identify talent and develop recruiting sources.
Experience: Joined IHG in 2007. I spent more than 10 years working in the staffing industry with ProStaff, sourcing contract and direct hire candidates.
First job: It was making gourmet gift baskets.
Talent I’d most like to have: I would love to be able to speak fluent French.
What’s on your iPod?: Brand New Day by Sting
Contact me: (770) 604-2484; [email protected]
Allison Durant
Title: Talent Sourcing Developer
Responsibilities: I am responsible for initial consultation with hiring officials for corporate positions based in Atlanta or for remote offices throughout the U.S. I source, screen, and prequalify applicants across all functions related to Americas’ region operations.
Experience: Joined IHG in 1998 as a contractor and was hired full time three months later. My previous experience
includes recruiting and talent sourcing for CPS, Inc., Sears and Rich’s.
First job: Selling shoes part time in high school for Thom McAn at the local mall.
Talent I’d most like to have: It would be the ability to sing professionally.
Dream vacation destination: Anywhere that has a beach, lounge chair, pool, and a “cabana person” waiting on me!
Contact me: (770) 604-5731; [email protected]
Meet the Talent Acquisition Team
Tammi Everett
Title: Talent Acquisition Coordinator
Responsibilities: Responsible for the daily coordination and on boarding of contract labor staffing, IHG temporary employees and partnering with staffing agencies to facilitate temporary to permanent sourcing needs. In my function I’m also responsible for managing the pre-employment process of all corporate hires to support and meet the employment needs and expectation of the talent acquisition team.
Experience: Fourteen years Human Resources experience in the hospitality industry, starting with InterContinental. I relocated to Atlanta from New York, after the acquisition by Six Continents, to support InterContinental and Crowne Plaza hotels. I am completing a degree in business management this spring and plan to pursue an MBA.
First job: My first job was working in a dance group that would perform at summer camps and within our local community center during the summer vacation. I still cannot believe I actually got paid good money to do this!
Talent I’d most like to have: I would love to be a professional gospel singer.
Person I’d most like to meet: I would have loved to meet Coretta Scott King, but I would also like to meet Denzel Washington.
Contact me: (770) 604-5475; [email protected]
Annie Kwan
Title: Senior Talent Recruiter
Responsibilities: I am responsible for the recruiting function of the HMG Hotels. The HMG recruiting team provides central recruiting function for extended stay hotels with no human resources support onsite, and the recruiting support for the pre-opening hotels and Executive Committee positions of full-service hotels.
Experience: Prior to joining IHG in 2007, I was a Human Resource Director with Hyatt Hotels for 15 years. During my tenure with Hyatt, I received the award of “Human Resource Director of the Year.” I am certified as a Senior Professional in Human Resources with the Society for Human Resource Management (SHRM).
First job: I worked as a cashier at Hilton College in University of Houston.
Talent I’d most like to have: I’d like to be a psychic.
What’s on your iPod?: The soundtrack from the Broadway musical Wicked.
Contact me: (770) 604-2908; [email protected]
Susan Major
Title: Senior Talent Recruiter
Responsibilities: I am responsible for recruiting in the following departments: Legal, Information Technology, (sharing Brand Performance and Global Sales & Marketing with Cathy) and all of the Sales Managers and Director of Sales at the extended stay brand hotels.
Experience: Joined IHG in 2006. Prior to a brief stint as a stay-at-home mom, I worked at The Hartford for six
years as a corporate recruiter, handling IT, Accounting, Claims, and Customer Service. I also worked as an HR Generalist at Burnham, Emery Worldwide, and Wang Laboratories.
First job: I worked at Six Flags over Georgia running the MindBender roller coaster when I was 16.
Talent I’d most like to have: To be able to ice skate well enough to compete in the Olympics.
Person I’d most like to meet: Laura Bush
Contact me: (770) 604-2682; [email protected]
Francene Taylor
Title: Talent Support Specialist
Responsibilities: I am responsible for management of Talent Acquisition infrastructure for corporate and hotels, including: HRMS, online recruiting strategies, immigration/sponsorship practices, pre-employment screening services, and employee referral program. I also manage temporary and contract labor services.
Experience: Twenty years Human Resources experience, 14 with IHG supporting staffing, temporary labor, immigration, and the HRMS implementation. I implemented the first database resume program for the Americas region, created the online recruiting strategy for Americas and partnered with EMEA to bring about the first hcareers employment page. Prior to joining IHG, I worked as a headhunter and manager of a temporary agency office.
First job: Selling tickets and concessions at a local movie theatre. I was promoted to manager by the end of the summer.
Talent I’d like to have: Painting – putting life on canvas.
Person I’d most like to meet: It’s a toss up between Albert Einstein and Albert Schweitzer.
Contact me: (770) 604-2728; [email protected]
The IHG Commitment articulates the standards that employees can expect and the actions managers need to perform to deliver our commitment and promises. The standards are written from the employees’ perspective and define what’s important to them. The IHG Commitment differentiates IHG from our competition and is a valuable weapon in the battle for the best talent.
Often the first contact a potential job candidate has with IHG is through the staffing process. Talent Acquisition was formed to skillfully execute the first promise of the IHG Commitment:
Room to have a great startYou will be treated with respect and we will make sure you have everything you need to have a great start.
The Talent Acquisition technology and established processes enable hotels and corporate customers to:
• Provide genuine and timely feedback to all candidates• Welcome new colleagues before the start of their first day• Ensure colleagues are set up from day one to get started in the right way• Explain how their role contributes to the team’s success
The IHG Commitment demonstrates best in class employment branding. With the new tools and resources available through Talent Acquisition, IHG is positioned to experience more proactive sourcing and candidate management, ultimately improving business performance.
Room to have a great start
©2007 InterContinental Hotel Group www.ihg.com
