Luxembourg Business Journal Interviews Dave Mendoza on his Award Winning Talent Acquisition Strategies

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KEYNOTE SPEAKER
HR organisations have been much too slow in adapting new technologies,
says the US-based recruitment consultant. Will offering more sophisticated yet easier-to-use
tools help bring “talent management” into the digital media age?
Human resources
“ The solution and the challenge
remain human-based”
Aaron Grunwald (interview), Greg Cradick (photo)
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KEYNOTE SPEAKER
The employee’s perspective
A promising career path is more important to jobseekers than salary, training or company
reputation, according to a survey of approximately 1,300 employees in five European countries
including Luxembourg by the recruitment firm Tempo-Team.
40 {
WHEN SEARCHING FOR A NEW JOB, EMPLOYEES SAID THEY LOOKED FOR:
An interesting and stimulating job
58%
Good work/life balance
48%
Good pay
34%
A financially sound company
Source: Tempo-Team research, published May 2011
29%
A company that communicates openly with staff
16%
A company that makes a significant investment in talent
11%
A company with a reputation of being one of the best employers
9%
An innovative company
6%
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KEYNOTE SPEAKER
Employers rate themselves
While employers in the Grand Duchy are confident they are doing a good job in recruiting
overall, they are less sure about their use of technology, according to Deloitte Luxembourg’s
Talent Management survey of 200 executives and operational and HR managers.
HOW WOULD YOU RATE YOUR ORGANISATION’S HOW WOULD YOU RATE YOUR ORGANISATION’S HOW WOULD YOU RATE YOUR ORGANISATION’S
PERFORMANCE IN RECRUITMENT AND ATTRACTION PERFORMANCE IN ALIGNMENT OF TALENT AND PERFORMANCE IN USE OF HR TECHNOLOGY?
OF TALENT? BUSINESS PRIORITIES?
7% 9%
18%
3% 5% 7%
28%
Source: Deloitte Luxembourg research, published May 2011
34% 29%
61%
52%
46%
Excellent
Good
Poor
Don’t know
TALENT ECOSYSTEM
Award-winning project
Dave Mendoza’s “talent ecosystem” proj- The system maps “competitors’ email
ect with client Informatica was honoured nomenclatures and web domains, fol-
last year with one of the industry’s best lowed by a compilation of those competi-
known accolades, the “ERE Recruiting tors’ documented product data,” which
Excellence Award for Most Strategic is then compared to social media, blogs
Use of Technology.” and networking forums such as LinkedIn
“Major corporations that invest in develop- Groups, and industry conference agendas.
ing deep and highly organised competitive “By continuously monitoring our compe-
intelligence libraries focus on product mar- titors’ areas of expertise we identify
keting objectives,” Mendoza explains. learning institutions as well as job title
“Talent acquisition objectives are seldom variations throughout the world,” he says.
afforded such order and precision.” “Our competitive intelligence investment
So Informatica created a “knowledge is also noteworthy as a benchmarking
management system that facilitates novice tool. By charting the social media imprint
recruiters to quickly adapt and produce of our competitors, we enhance our own
output matching the proficiency level strategies to meet and exceed our long
of experienced veterans.” term goals,” notes Mendoza. A. G.
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KEYNOTE SPEAKER
Today’s HR systems
Deloitte research found the vast majority of HR technology
used in Luxembourg today addresses administrative work,
but largely leaves recruitment unaddressed.
43 {
18%
Personnel
administration
12% 13%
Compensation
Performance
management
& talent
assessment 14%
Managing leave
2% Succession
planning
12%
Time 10%
management Learning
management
10%
Recruitment
When asked about the evolution of their “talent technology,”
Luxembourg employers said little would change in the near future.
We have a strategy
for talent technology We have a strategy
that we are currently 20% for talent technology
implementing that we are currently
16% implementing
Source: Deloitte Luxembourg research, published May 2011
14%
We are evaluating
talent technology
solutions
50%
We do not plan to
expand our use of
talent technology
BIOGRAPHY
Social media sourcer
Dave Mendoza, principal of Dave Mendoza clients have included Freescale Semi- delegate and allowing others to share
& Associates, is an award winning blog- conductor, LinkedIn and Microsoft. He parts of the whole. It’s all a process of key
ger (www.sixdegreesfromdave.com), has presented online workshops on moments and actors, never an army of
global speaker and corporate staffing sourcing methodologies as an adjunct one,” he says. Mendoza received both
consultant. In 2010 he was named one faculty member at JobMachine.net, and a bachelor’s degree in Russian and Central
of HRExaminer’s “Top 25 Most Influential been a speaker at recruitment confer- European studies and a master’s degree
Online Recruiters” and “Top 25 Online ences from California to France, the in public administration with a human
Influencers in Talent Management.” Netherlands and Spain. “I have learned resources management emphasis from
In addition to Informatica, Mendoza’s the importance of regulating myself to California State University, Fullerton. A. G.
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