Rockwell Automation Talent Acquisition Manager - North America
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How did you get to where you are today? What is your story? What incidents and experiences shaped your career path?

Summarized By: Jeff Musk on Wed Oct 14 2020
McBride and I am, Ah, talent acquisition manager at Rockwell Automation. I managed professional hiring for North America and have a team of Currently we have 10 talent advisors and a team of four coordinators who support all of this professional hiring. And I started out actually in sales, um, sales kind of role and built that out. I took some time off and stayed home with my Children while they were little and then reentered the workforce a za recruiter at an agency and kind of fell into that just through some connections that I had going into that I had no idea what recruiting waas, but, um, learned pretty quickly So, uh, was was kind of fun. Thio learn a whole new side of business.

What responsibilities and decisions does one handle in a job like yours? What are the top three priorities? What are weekly work hours like?

Summarized By: Jeff Musk on Wed Oct 14 2020
sure. So, um, top three responsibilities would be number one, Um, kind of supporting my team. Uh, and and our responsibility is a team is to bring in top talent to Rockwell Automation. Eso I think under that, I would say just made having inefficient process, um, being able to find the type of talent we need so really focused on sourcing and building that works in that time.Yeah, I would say, like 45 to 50 somewhere in there. Um, can you know you're working with candidates? Sometimes. So you are available in the evening? Early morning. Kind of whatever works for them. We have global projects, so working with global teams kind of require some additional hours. A swell, Yeah.

What tools (software services, websites, data sources, and programs) do you use at work? Do you prefer certain tools more than the others? Why?

Summarized By: Jeff Musk on Wed Oct 14 2020
So we have a number of different tools we use. Um, we do use LinkedIn quite a bit. That would probably be our number one sourcing networking tool. That's out there. Um, recruiters generally have a LinkedIn recruiter, which is kind of like the next step up from LinkedIn. So we dio you utilize that quite a bit. Um, we do have our applicant tracking system. Eso we? We are in there every day and for HR. I asked. We currently have A S a P system, so need to navigate through that. But we are in the process of we're moving toe work day, and so we will have need to kind of learn that and get up to speed on that one. So different. A variety of different, um, software products we work with.

What are major challenges and pain points in a job like yours? What approaches are effective in overcoming them? Discussing examples will help students learn better.

Summarized By: Jeff Musk on Wed Oct 14 2020
income. That's a That's a good question. Just, uh, e think for us, for our company. Right now, we're changing the type of talent that we hire, so that's a big challenge for us. Kind of getting the word out, telling our story. Um, we've spent a lot of time with our team going through like a master storytelling training where we understand who Rockwell is and where we're headed. So I think that's a big part of it. You know, our leadership is really asking us to do this, and so we have to perform and figure out how to do that. So I'd say that's a major challenge for us right now.

What are the job titles of people who someone in your role routinely works with, within and outside of the organization? What approaches are effective in working with them?

Summarized By: Jeff Musk on Wed Oct 14 2020
Wow. Job titles could be anywhere. Engineering manager. You know, director of supply chain um, embedded software manager. Um uh, you know, we cover such a broad area of expertise, so it could be a huge variety of different people internally that we're working with. Um, externally, I would say we work with, um, some agencies to hire people. So being able to navigate through, um, those types of backgrounds and, um yeah, pretty much I would say those and all different kinds of candidates. I mean, any type of candidate, you know, it could be an intern level, you know, college grad up to, you know, someone very senior. Yeah, Yeah, I think I think just being very clear in your communication, um, and following up with people in recruiting. That's huge. Um, I also think the other piece is just being honest with people. Um, you know, if they're not a fit for a role, tell them and tell them why. And and, you know, be honest with, um

What skills and qualities do you look for while hiring? What kind of questions do you typically ask from candidates?

Summarized By: Jeff Musk on Wed Oct 14 2020
and, um, I would say, as you had alluded to Jayden those hard skills, you know, very from job to job. So, you know, there across the board for the different roles were hiring for, I would say, is far a soft skills. I think one thing I often hear is communication. People are not able to articulate, um, maybe some of the successes they've had or to clearly articulate what they have done in a particular role and quantify that experience. So I think that's huge. Oftentimes the feedback you get is I don't I didn't really understand what they were doing or how they were successful. So I think, really, as a Z you're talking to people really think through how you're expressing it, the examples you bring to light and that type of thing, um, kind of questions I would say again, you know, we tend to be pretty straightforward just on asking for, you know, tell me about this or tell me about this project you worked on and what was your role? And, you know, tell me about an experience that highlights, you know, kind of your successes. So, you know, really try to dig into the experience that someone has in those in those questions. Yeah,

How can a candidate with no reference get shortlisted? Can you provide tips and discuss examples of good resumes for students, and candidates changing careers?

Summarized By: Jeff Musk on Wed Oct 14 2020
I would say, um, to get shortlisted. I mean, I just think it really depends on your experience. Um, I often times, you know, hiring manager. They're looking for their preferred, you know, five things that they really want to see. And if you have the majority of those, you'll, you know, hopefully get in front of that hiring manager. So often times, it is just very particular to the role. Um, I think so. And aspires resumes. Simple, simple standard resume that you can read from top to bottom fairly quickly and get an understanding of the chronological chronological order of what they've done. Because, as you can imagine, you know, recruiters and even people at career fairs and that type of thing. They're looking at thes so fast and so, um, or you can make it as quick, you know, a quick read and really, um, that someone can understand quickly is gonna do better for you.

When and how do you work with external recruiters or agencies? How do you ensure that they find, assess, and communicate to candidates as per your needs?

Summarized By: Jeff Musk on Wed Oct 14 2020
haven't seen it. Sure, Absolutely. So So we we usually have Ah, pretty in depth kickoff call If we have an agency working on any of our roles and the hiring manager would be included with this so they can really hear firsthand from the hiring manager s. So I think that is very helpful. Um, and, you know, we tend to partner with people that we've worked with before or we recommended to us. I think people that can show they have an understanding of our business and that op that always usually helps us find, you know, the right types of candidates.

What strategies have you found to be effective in discovering, reaching out to, and convincing passive candidates, if applicable?

Summarized By: Jeff Musk on Wed Oct 14 2020
Yeah, I think. Um, First of all, I think sometimes it takes a few reach outs to get someone's attention, especially if someone's not looking for a role. So following up, I think, is important. Um and, you know, having a very concise message that's, you know, not rambling on, but very to the point as toe like, you know what, What that person has that is of interest to your company. Um, I think that's important. I think that and then, you know, kind of convincing them, I think is being able to tell your story on guy. And as I said, You know, our team has gone through some training where we've learned how to tell the Rockwell story and to sell kind of our strategy and our future vision to candidates.

What helped you to stand out in your hiring process? How should someone prepare for an interview for a job like yours?

Summarized By: Jeff Musk on Wed Oct 14 2020
Okay. So when I came to Rockwell, they were going through a transformation of talent acquisition. Andre wanted talent advisors to come in, who had done full life cycle, had been very consultative in their approach. And I had done a lot of that in my background, had actually gone through a similar transformation at the my prior company, and so had that experience and and ability to help. Kind of push that change forward. Um, And how should someone prepare? I would say number one, research the company. Um, walk in with a solid understanding and be able to speak to what the company you're interviewing with. Does, um, ask questions? Um, you know, I think I always here to from hiring managers. They didn't ask one question, and that is can be a big turn off for hiring managers and come prepared with specific examples of how you were successful, how you create a change, how you were consultative in your approach

What starting job and jobs after that can lead students to a position like yours? How many years does it typically take at each of these jobs?

Summarized By: Jeff Musk on Wed Oct 14 2020
Um, I would say there's a few different ways, I think, to get into talent acquisition. I think, um, you know, one way is through an agency I've often often found that corporations like that agency experience because it's a little bit more aggressive and outward facing than some corporate roles could be. So a lot of agencies will hire people out of school and kind of teach them and, you know, kind of groom them. So that's one way e think. Also starting with the company as a coordinator, Um, or even in HR, depending on the company. If it's a smaller company, a lot of HR professionals have, ah, part of dual roles where they are doing some talent acquisition as well. So and I would say, you know, a few years here in a few years there, you know, I think there's always luck involved. And if there's a lot of change going out on at an organization, um, you can always, you know, benefit from any changes that that happened

Can you discuss career accomplishment(s) that you feel good about? Please discuss the problem context, your solution, and the impact you made.

Summarized By: Jeff Musk on Wed Oct 14 2020
Yeah, Absolutely. I mean, there've been a number of candidates, um, you know, that we've that I've found by just reaching out or from networking. You know, I think that probably some of the best hires that I had are from networking. And and by that I mean, when people reach out to you and they wanna talk to you about your company or learn more about you or your role, talk to them, you know, have those conversations. And so I feel like there have been some really good candidates that I've gotten from those network connections that I've made. I didn't hire them or bring those people in. But when I kind of threw something out on LinkedIn or followed up with them and said, Do you know somebody who would be a fit for this? They've introduced me to people. So those, I think, are some of the, you know, accomplishments in my recruiting career that have been, you know, really exciting. And, um, you know, good hires. Um, and then I think if you're talking about ah, discuss a problem context, um, currently, we're working on global project of hiring. I would say Rockwell is a very global company, but we haven't usually pulled together a global team to have a global hiring initiative, and so we're in the midst of that and that's been really exciting. We're on track to complete that, you know, in our time frame, and that's been a lot of fun, so

What responsibilities and decisions did you handle? What were the top three priorities and pain points? What strategies were effective in dealing with challenges?

Based on experience at: AVP- Senior Corporate Recruiter, Baird
Summarized By: Jeff Musk on Wed Oct 14 2020
sure. So a beard. I was aligned with a few different businesses and was their main, you know, point of contact for their hiring needs. Um, three priorities. I think there were, um, finding top. Can't it always? It's like find the best candidate for the job and, uh, working in some very competitive industries for some of those roles. So pain points could be, um, just that, you know, it's competitive, and so you're trying to sell and move faster than your competitors. S O. That was always a pain point. We were not always the fastest moving organization. And so we did, you know, to lose some people. And we're trying to fix that and, um, strategies that were effective in dealing. I think a lot of it is coaching the business on what talent acquisition is and how it works s oh, I think you know, a lot of people just aren't familiar with it. So teaching them that

What college programs did you attend and what were their best parts? How did each of your college programs prepare you for your career?

Summarized By: Jeff Musk on Wed Oct 14 2020
Yeah, sure. So I went to a small liberal arts school. Eso I was not on a track for any specific job or career. Um, but I do think I really learned how to think critically. Look at a situation and figure out a solution. And to me, that is something that always makes people stand out. It's it's hard to figure out in an interview of people have that ability. Um, but when you're working with people, you see the ones who can look at something and figure it out, have a sense of urgency, move it forward. But I do think I really learned some of those traits in college, Yeah.

What three life lessons have you learned over your career? If any, please also discuss your experiences facing adversity, or trying something unusual.

Summarized By: Jeff Musk on Wed Oct 14 2020
Okay, so three life lessons, I think, uh, I think number one always be willing to talk to people. You know, I think so many people look at keeping people out instead of letting people in. And I think we have toe focus on letting people in. Um, so I think that's one that's important. Um, I think, you know, help each other be a good team player. Um, you can always win you, you know, doing that on Ben. I also would say Educate yourself. You know, whatever that means for you just say educated. Um, you know, in what you want to do and where you want to go and then facing adversity Well, I would say just starting out in, um, recruiting after networking for so many years was was kind of ah challenge and something new for me And then, I think, to just transitioning from a smaller financial services company like a bear. Thio Global Fortune 500 company, like a rock wall, was a very unusual for me in a totally different environment. So those have all been big changes. Mhm