Exploring new frontiers in Talent Management:

A conversation about
Talent Acquisition
Sept 30, 2010
11:00 AM – 12:00 PM PDT
 Introducing Ranu Gupta

Ranu Gupta is a seasoned HR and Talent Management Consultant with 15

years’ experience working across Hi-tech, IT Services and Consumer Goods
organizations with GE, P&G and Applied Materials in North America and Asia.
Ranu has a reputation for designing and delivering high-quality strategic HR
Moderator
& Producer of and Learning initiatives to a geographically dispersed multi-cultural audience,
this leveraging a variety of web 2.0 collaboration and learning tools.
Webinar Series

His specialties include Talent & Performance Management, Training Design

and Delivery and Global Cross Cultural competence. Ranu recently produced
and moderated a well received Global Leadership Webinar Series viewed by
over 500 participants from across the world, featuring five authors and
thought leaders developed around Marshall Goldsmith's best-selling book.
Ranu is an MBA in HR and OD, a Six Sigma Black Belt and is a Bachelor of
Science.
 Purpose of the Webinar Series
• To promote new and innovative thinking
around Talent Management

• To explore new ideas and trends in this field

• To learn from real life practical examples of

some of the best and brightest in the field
Three Stages of Talent Management

Talent Talent Talent

Acquisition Development Retention
HIRE DEVELOP RETAIN
 5 phases of the
Talent Acquisition process
Workforce Planning
•What are our most important business challenges?
•What are the key skills and competencies needed to achieve our business goals?
•How can we systemically ensure there is the required talent to deliver on our business strategy?

Employer Brand and Outreach

•What is our compelling story, our Unique Sell Proposition?
•Why should People come to work for us and stay with us?
•How do we get our Story out there with impact to the right Target Audience?

Search
•Where does our Talent pool reside?
•What skills can we build, and what skills we have to buy?
•How do we build ongoing access to the right Talent pool?

Selection
•How do we determine the right fit for us?
•How do we ensure we are assessing the right fit?
•Can we predict the long term success of our hiring decisions?

Closing the Deal

•How do we determine whats the 3 most important reasons a candidate will want to work for us?
•How do we communicate this and make a compelling offer?
•Should one negotiate and how much?
 Agenda
Overview, Agenda and Introductions by Ranu Gupta

Section 1: WORKFORCE PLANNING Discussion lead by Dart Lindsley of Cisco

Section 2: EMPLOYER BRAND AND OUTREACH Discussion lead by Chris Galy

of Intuit

Section 3: SEARCH Discussion lead by Robert Lopresto of Duran HCP –

Retained Executive Search

Section 4 : SELECTION Discussion lead by Amelia Merrill of RMS (Risk

Management Software)

Section 5: CLOSING THE DEAL Discussion lead by Paul Vagadori of Zoosk

Wrap up by Ranu Gupta

QUESTION 1: WORKFORCE PLANNING
Discussion lead by Dart Lindsley of Cisco

How do you balance the need to plan and

manage your bench strength with the agility
needed to adapt to the uncertainty,
especially of the last 2 years?
 Introducing Dart Lindsley
BACK

Dart Lindsley is Senior Manager of HR Business Architecture and Six Sigma at

Cisco Systems. Dart's previous roles at Cisco include consulting in the areas of
process improvement, change management, IT Analysis, and large group
facilitation.
Senior Manager
of HR Business
Architecture and Prior to joining Cisco, Dart spent many years as a Technical Recruiter, Sourcing
Six Sigma Team Lead and Staffing Research Specialist. Dart earned his Master’s Degree
Cisco Systems
in Literature and Writing from the University of Colorado, Boulder. Dart writes
and speaks about talent management, collaborative leadership techniques,
and evidence-based decision making.
 Workforce Planning
Key Messages
• Purpose of Workforce Planning is Pre-sourcing
and Capacity Planning

• Fails to work most times, because history is not

always a good predictor of the future and
strategic direction is too high level

• Our best bet - Develop the agility to respond to

unpredictable demand
QUESTION 2: EMPLOYER BRAND AND
OUTREACH
Discussion lead by Chris Galy of Intuit
With the economic uncertainty
waning, what are you doing to attract
the best and brightest?
 Introducing Chris Galy
BACK

Chris Galy is Director, Talent Acquisition at Intuit, Inc. Chris and his all-star
team provide talent consulting, solutions, and delivery for all of Intuit's
product and functional divisions including QuickBooks, Quicken, and Turbo
Tax. His global human resources leadership experience spans 13 years in the
Director Talent
Acquisition software, networking, and semiconductor industries.
Intuit
Prior to Intuit, Chris served in Human Resources and/or Talent Acquisition
roles at Xilinx, Harmonic, and Integrated Device Technology in addition to 4
years as an active duty Army Aviation Officer and 9 years as a reserve Army
Human Resources Officer. In 1999, Chris also dabbled in the dot-com boom as
a co-founder of QuikView, an online, video based recruitment platform that
was poised to revolutionize the industry until the dot-com bust happened a
few months later! Chris is a graduate of the United States Military Academy
at West Point and received a Masters in Organizational Development from the
University of San Francisco in 2002.
 Employer Brand and Outreach
Key Messages
• Brand is an emotional, physical, and for some,
a spiritual EXPERIENCE

• Mi brand es Su brand y Su brand es Mi brand

• It already exists
QUESTION 3: SEARCH
Discussion lead by Robert (Bob) Lopresto of Duran HCP

How do you look for talent that is hard

to spot, not visible on job boards and in
many cases not even interested?
 Introducing Robert Lopresto
BACK

Robert (Bob) LoPresto is Managing Partner of the Retained Executive Search

Practice at Duran Human Capital Partners. He has participated in placing over
1,000 senior executives in his many years in executive search and corporate
human resources management. Bob was formerly founder and President of
Managing Partner –
Retained Executive the High Technology Practice at Rusher, Loscavio & LoPresto.
Search
Duran Human Capital Previously, Bob was Founding Managing Director of the Worldwide High
Partners
Technology Practice and Vice President/ Managing Partner of the Palo Alto
office at Korn/Ferry International. He has several years of human resources
senior management experience with Levi Strauss, Syntex, American
Microsystems, Fairchild and McGraw-Hill. Bob was a member of the Board of
Directors and past President of the Northern California Human Resources
Association (NCHRA). Bob received his B.A. in Business from Rutgers
University and his M.A. in Psychology from Seton Hall University
 Search
Key Messages
• Network for referrals

• Review existing database

• Research with Internet tools

QUESTION 4: SELECTION
Discussion lead by Amelia Merrill of RMS

How do you make sure the people you are

hiring are the right fit and increase the long
term success rate of your hiring?
 Introducing Amelia Merrill
BACK

Amelia Merrill is the Head of Talent Acquisition at RMS and a staffing advisor
to an entirely virtual start up - TipMarks. At RMS, Amelia is developing a new
employment branding strategy that will include a strong focus on social media
and out of the box ways to engage the RMS employee base to be an extension
Senior Director
Recruitment of the talent acquisition team.
RMS
Prior to RMS, Amelia was the Head of Talent Management at Juniper
Networks, WebMethods and VeriSign. Her HR career has varied greatly from
creation and development of M&A and workforce reduction programs to HR
Business partner to Talent Acquisition Leader.
 SELECTION
Key Messages
• Calibrate with a known employee

• Culture Fit is not enough, Team Fit is the decider

• 20-20 Vision – Know which skills and

competencies are most important
QUESTION 5: CLOSING THE DEAL
Discussion lead by Paul Vagadori of Zoosk

How do you make an offer that cannot be

refused?
 Introducing Paul Vagadori
BACK

Paul Vagadori is Head of HR at Zoosk, Inc. He is a senior professional with

strong sector background in Medical Device, Software, Internet,
Semiconductor, Food, Sports Marketing, Manufacturing and Education.
Senior Director
HR Paul has significant Human Resources experience in directing a variety of
Zoosk Human Resource functions, including strategic deliverables, practices, policies
and procedures that align the organization’s objectives with the needs of
employees.

Respected for total rewards and talent management; effectively building

infrastructure; establishing active business partnerships across the
organization; management of changes necessary to support the
implementation of business plans and developing and maintaining an
entrepreneurial and strategic corporate culture.
 Closing the Deal
Key Messages
Toughest Sale in the world - Approach it like a Sales
person
• Know thy Candidate

• One size does not fit all – Custom tailor the

Overall Proposition

• Everything is in the Conversation, but do not

Oversell
 Write to us at
Webinars@RightTalentSolutions.com
Ranu@RightTalentSolutions.com

THANK YOU
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