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WEBINAR

Make a Winning Business Case

Scott L. MitchellChair, OCEG & Project: Risk Leader

Karl KimballExecutive Advisor, TEKsystems

Former SVP, Bank of America

WEBINAR

5 Simple Steps to Get Better People On Your

TeamScott L. Mitchell

Chair, OCEG & Project: Risk Leader

Karl KimballExecutive Advisor, TEKsystems

Former SVP, Bank of America

Objectives

• Understand how to plan for your talent needs.

• Understand several effective channels for attracting / hiring talent.

• Understand how to select good partners.

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Are you currently looking for talent?

1. Yes

2. No

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For which roles?

1. Risk managers

2. Compliance managers

3. Internal audit

4. IT security

5. Other

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Introduction

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You may ask a question at any time by clicking “Ask a Question”

We will either answer during the live stream or after the session (we look at every single one of these).

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If slides (or any other documents) are available, you may get them by clicking “Download slides”

LET’S BEGINSTART

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TALENT

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“Standard” Talent Management Model

Plan Acquire Develop Retain Transition

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“Standard” Talent Management Model

Plan Acquire Develop Retain Transition

Our focus for today…

PLAN

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WHAT ISYOUR NEED?

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TEMPORARY

PERMANENT

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TEMPORARY

PERMANENT

Capacity Need Operational NeedChange Need

WHAT DOYOU KNOW?

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HIGH level of existing knowledge

LOW level of existing

knowledge

“We know what we are doing, but just need some more heads and hands to get work done!”

“We know enough to know that we need help in this area!”

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HIGH level of existing knowledge

LOW level of existing

knowledge

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LET’S TALKSKILLS

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GRACE-ITSKILLS

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…but that’s for an individual

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…a team can be much, much more!

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Highest Levels in ALL Disciplines is only possible via a Well-Designed Team

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DOMAIN SKILLS

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Highest Levels in ALL Disciplines is only possible via a Well-Designed Team

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DOMAIN SKILLS (Financial Crimes, Cybersecurity, Third-Party)

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Do you have a the right mix of skills?

A. YesB. NoC. Not sure!

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AQUIRE

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PUTTING IT TOGETHER

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TacticalServices

StrategicServices

TacticalSourcing

StrategicSourcing

TEMPORARYNEED

PERMANENTNEED

HIGH EXISTINGKNOWLEDGE

LOW EXISTINGKNOWLEDGE

TacticalServices

StrategicServices

TacticalSourcing

StrategicSourcing

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Hire consultant to define strategy

TEMPORARYNEED

PERMANENTNEED

HIGH EXISTINGKNOWLEDGE

LOW EXISTINGKNOWLEDGE

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TacticalServices

StrategicServices

TacticalSourcing

StrategicSourcing

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Hire consultant to implement

strategy

TEMPORARYNEED

PERMANENTNEED

HIGH EXISTINGKNOWLEDGE

LOW EXISTINGKNOWLEDGE

TacticalServices

StrategicServices

TacticalSourcing

StrategicSourcing

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Hire FTE to do work

TEMPORARYNEED

PERMANENTNEED

HIGH EXISTINGKNOWLEDGE

LOW EXISTINGKNOWLEDGE

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TacticalServices

StrategicServices

TacticalSourcing

StrategicSourcing

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Hire FTE to lead work

TEMPORARYNEED

PERMANENTNEED

HIGH EXISTINGKNOWLEDGE

LOW EXISTINGKNOWLEDGE

Our5 Simple Steps

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Staffing Quality Process

Treat Talent Like “Customers”

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Staffing Quality Process

Market Analytics Market insight can identify who the top performers are, where you can find them and what it takes to attract them.

Customer Knowledge Understanding the unique context that drives success in your organization—culture, initiatives and business—enables you to build an employee value proposition (EVP) that top talent find relevant and compelling.

Sourcing StrategyA referral-based sourcing strategy increases selectivity, speed and effectiveness in finding top talent to meet your specific needs.

Screening and SelectionA thorough screening process filters out unqualified candidates by evaluating candidates for domain skills, technical skills and cultural fit.

Relationship Management Treat your talent like customers! Drive retention, enhance performance and plan for upcoming workforce needs through consistent development.

Market AnalyticsMarket insight can identify who the top performers are,where you can find them and what it takes to attract them.

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“Customer” KnowledgeYou need more than a job title and a rate to stand out.

Customer Knowledge: Importance of an EVP

What does an effective EVP include?

professionals are more likely to return messages when there are details about the job.

▪An accurate account of what makes your company unique

▪Career details beyond technical tasks

▪Candidate success traits

▪Opportunities for career growth

▪Benefits

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Sourcing Strategy

You can’t rely

on job boards

alone.

Top talent may not be actively searching, publicly visible or available now.

Screening and SelectionBad hires are a waste of time! A thorough screening process filters out unqualified candidates.

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Relationship ManagementTreat talent like customers! Consistent development, communication and career advancement helps drive performance and retention.

FINDING A GOOD PARTNER

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Tips to finding a good consulting partner

• Broad range of skills & experience from industry you are focused in

• Offers good value for projects and outcomes

• Ability to hire resources after the engagement

• You play a part in picking the team members

• Consultants remain throughout the life of the work

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Tips to finding a good hiring partner

• Understands the industry landscape

• Ability to understand your challenges, roadmap & culture

• Familiarity with the talent & rates in a local market

• Referral based network

• Quality program designed to properly match talent to your needs

• Provides good value

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WEBINAR

Make a Winning Business Case

Scott L. MitchellChair, OCEG & Project: Risk Leader

Karl KimballExecutive Advisor, TEKsystems

Former SVP, Bank of America

WEBINAR

5 Simple Steps to Get Better People On Your

TeamScott L. Mitchell

Chair, OCEG & Project: Risk Leader

Karl KimballExecutive Advisor, TEKsystems

Former SVP, Bank of America