Finding the Right Talent for Business Case study : KBC

Finding the Right Talent for Business Case study : KBC KBC Bank & Insurance Group Objective / Mission statement KBC has the ambition to be an independent, medium-sized, multi-channel bancassurer, serving private persons and small and mediumsized enterprises in selected European countries, with expertise in asset management and the financial markets, and the aim of achieving high profitability targets through efficiency, customercentricity, employee-friendly policies and sound risk management. Business Lines  Bancassurance  Corporate Financial Services  Asset Management  Market Activities     Bank Branches Banking Agents Insurance Agents Electronic Channel Current presence of KBC Group in Central Europe Poland Kredyt Bank (80%) Warta Insurance (100%) Czech Republic CSOB Bank (98,58%) CSOB Insurance (97%) Slovakia CSOB Bank (97%) CSOB Insurance (98%) Hungary K&H Bank (100%) K&H Insurance (100%) Slovenia NLB Bank (34%) NLB Life Insurance (67%) Financial participation (08-2007) Percentages concern direct + indirect presence Indirect presence via NLB in Bosnia, Macedonia Latest evolutions: Romania: Romstal Leasing (99,34%), Bulgaria: DZI Insurance (70%), Serbia: A Banka (100%) Russia: Absolut Bank (95% - not yet closed) KBC Belgium Employees  Focus on :  KBC Bank  KBC Insurance  KBC Asset Management  KBC Group 9.864 1.475 272 3.708 15.319 (Excluded : daughter companies) New hires 2006-2007 2006 2007 January 33 68 68 February 31 67 135 March 50 55 190 april 48 48 238 May 47 47 285 June 11 44 329 July 63 72 401 August September October November December 71 104 87 47 44 94 148 53 6 1 495 Contracts already signed Total 636 703 Joined 2006-2007 160 140 120 100 80 60 40 20 0 Contracts signed in 2007  KBC still recruiting  Target of 850 new hires for 2007 = achievable  ± 350 vacancies not yet filled  Continuous  Not structural 2006 2007 Forecast Hires 1200 1000 800 600 400 200 0 2004 2005 2006 2007 2008 Joined  Focus on ‘starters’ – see peak in September  Continued effort required  Recruitment  Process  Training & retention Recruitment market Difficult areas  Retail:  Bachelor’s qualification in Market  Many jobs available  Applicants taking wait & see approach; looking for additional training opportunities  Many recruitment channels commercial field  Regional bottlenecks (Westhoek, Brussels, etc.)  ICT jobs (although 125 ICT people already hired)  Specific professions  Actuaries  Auditors  …  Many new initiatives War for talent War for talent Impact on :  Recruitment strategy  Recruitment Process ! Keeping the same quality standard ! Recruitment  Present where target groups are  Campus recruitment  Job fairs  Develop relationships with educational institutions  Present in recruitment media AND one-2-one approach  Search for transparency  Insight into vacancies/jobs  Insight into job opportunities, conditions, training +/- 8000 Applicants per year But : -In target group ? -Long term potential ? New campaign EXPERIENCE THE CAREER TRIP OF A LIFETIME BOOK NOW ON WWW.KBCWORLD.BE KBC World: career trip       Testimonials Overview of opportunities Visual Modern Use of new technology Interaction with applicants:  job fairs  blogs  chat rooms, etc. Training opportunities  Training schemes for new hires  KBC Bachelor  KBC Master  KBC ICT Academy  Skills training  Product and sales training  Open learning  Some figures  Budget  Number of training days per year  Trend KBC World : Job Fairs  Concept: Getting to know KBC World  Soak up the atmosphere, personal contact  Explore the continents  Career trip stories  When and where?  20 October: Antwerp  10 November: Leuven  1 December: Brussels  Principle: everybody welcome (graduates with bachelor’s and master’s qualifications, as well as students)  Campaign launched early October (includes radio)  Info and signing up via www.kbcworld.be Revolutionary change in process Changed ‘mindset’ about the recruitment market  Applicant: always in contact  Changed process:  Rapid turnaround  Fixed cycle  Applicant all important  Quality welcome  Immediate feedback + arrangements (where applicable)  Line management changes to fit applicant  ‘line day’  Central assessment centre Before employer applicants Nu ap applicant employers Applicant = customer  Applicant evaluates (new!) New process for new hires Week 1 - 2 Week 3 Week 4 Bachelor graduates Master graduates Email/tel. - Contact - Invite Assessment Center - Selection - Decide Assessment Centre - Matching - Contract Set location, set schedule, for all steps: • maximum use of assessors (speed) • rapid turnaround (elimination of unnecessary and time-consuming steps) • professional welcome and feedback (customer friendly) • good briefing and matching (good orientation) • applicants see several managers, managers see several candidates (options, speed – recruitment market) • contracts provided as soon as possible (consolidate) Half as many candidates are now being lost Central assessment centre Selection : quality standard  KBC – Competency model  Screening Long term potential ! Life time employment Model Interpersonal management  Communicating clearly  Communicating persuasively  Teamwork  Building up and using network Task management  Being entrepreneurial  Customer-orientedness  Decision-making  Achieving goals  Organizing efficiently Information management  Analysing  Conceptual thinking ability  Innovating  Personal development  Sharing knowledge Personal management    Dealing with change Managing stress constructively Promoting company’s interests People management    Stimulating & motivating Appraising & making adjustments Delegating & monitoring Screening  Several exercises :  Discussion  Simulation  In-basket  Testing (on pc)  Case  Interview  Presentation  Example : Analysing « Obtaining, understanding of and establishing connections between information, problems and situations; based on these analyses arriving at a high-quality output »  In-basket  Testing (on pc)  Case Screening results 700 600  Average = 55  Target norm = 60 500 400 300 200 100 0 # 40 # 45 # 50 # 55 # 60 # 65 # 70 OND CGH DR AN VV INN ZZO HC OC War for talent BUREAU [Alle categorieën] Average of GLOB 60,00  Greater tolerance  Follow up needed 58,00 56,00 54,00 52,00 50,00 48,00 46,00 44,00 01-01-07 01-02-07 01-03-07 01-04-07 01-05-07 01-06-07 EINDADVIES 0 1 DATUM Conclusions  Still enough applicants  But :  Yes – war for talent!  Continued effort required Recruitment strategy Recruitment & selection process Keeping quality standards Questions?