Bruce MaclaneVice President of Talent Acquisition
Reporting to the EVP of HR, I am responsible for talent acquisition activties for Exide Technologies. With operations in more than 80 countries, Exide Technologies is one of the world’s largest producers and recyclers of lead-acid batteries. The Company’s global business groups provide a comprehensive range of stored electrical energy products and services for industrial and transportation applications. Transportation markets include original-equipment and aftermarket automotive, heavy-duty truck, agricultural and marine applications, and new technologies for hybrid vehicles and automotive applications. Industrial markets include network power applications such as telecommunications, electric utilities, railroads, photovoltaic (solar-power related) and uninterruptible power supply (UPS), and motive-power applications including lift trucks, mining and other commercial vehicles.
4:20 PM Campus Recruiting: Expanding your Student Pipeline to Secure Diversity and Boost Business Performance
On-campus recruiting is seen as a quick and easy way to source junior-level recruits and link qualified students to open jobs and internships. This strategy might yield a good return on investment at first sight: in some companies, 80% of interns become full-time employers. As more and more organizations seek to recruit students in Top Tier prestigious universities, the landscape is becoming extremely competitive, causing organizations to invest millions of dollars and not always being able to get the talent diversity and high-achievers they need. Organizations solely focused on Top Tier schools may not be reaching high-achievers who have attended less prestigious universities for reasons not related with ability. Also, by adopting exclusionary school lists and school quotas, organizations may be closing their eyes to diversity, which is one of the metrics for successful recruiting and talent efficiency; research shows that diverse teams and organizations can outperform homogenous ones.
Join this session to discuss how forward-thinking talent acquisition leaders are allocating recruiting resources more efficiently to expand their campus pipeline. Topics to be discussed include:
Adopting a wider definition of educational quality to include universities that exhibit both high levels of academic achievement and diversity, including job-relevant coursework or hands-on training.
Designating specialized recruiting streams for Top Tier and non-listed students, including dedicated staff and recruiting weeks.
Applying industry-focused, performance-based exercises to measure skills and competencies