Genetech Webcast

GOOD AFTERNOON, EVERYONE.
I'D LIKE TO GO AHEAD AND GET US STARTED TODAY.
I KNOW WE STILL HAVE SOME PEOPLE
THAT ARE GETTING THROUGH OUR SECURITY DOWNSTAIRS,
BUT WE DO HAVE OUR GUESTS THAT ARE JOINING US
OUT IN THE FIELD THROUGH THE WEB TODAY,
SO WE WANT TO RESPECT THEIR TIME.
THIS IS OUR PRIVATE SECTOR SERIES.
THIS IS OUR FIFTH GROUP THAT WE HAVE HAD OUT TO SEE US.
AND WE'RE SO EXCITED TO HAVE SARAH WAGENER
AND HER TEAM FROM GENENTECH.
I'M GONNA GO AHEAD AND TURN IT OVER TO HER,
SO THAT SHE CAN INTRODUCE HER TEAM
AS WELL AS THE COMPANY AND WHAT THEY DO,
AND GET OUR PRESENTATION STARTED TODAY.
IF YOU HAVE QUESTIONS,
FEEL FREE TO ASK DURING THE SESSION
OR WE WILL ALSO HAVE A Q&A AT THE END
IF YOU WOULD LIKE TO RESERVE YOUR QUESTIONS
TO THAT TIME.
THANK YOU AND WELCOME.
THANKS. I HAVE THIS ONE.
GREAT.
GOOD AFTERNOON, EVERYONE. THANK YOU SO MUCH FOR COMING.
IT IS AN HONOR TO BE INVITED TO BE A PART OF THIS SERIES.
WE'RE REALLY EXCITED TO SHARE WITH YOU
SOME OF THE THINGS THAT WE'VE DONE,
WHERE WE'RE GOING WITH CERTAIN THINGS
AND WHAT WE LEARN ALONG THE WAY.
I WILL KIND OF START US OFF, AND FIRST, I'LL JUST CHECK--
I'VE GOT DUELING SCREENS HERE,
SO IS THIS A GOOD SPOT FOR ME TO BE
RIGHT IN THE MIDDLE HERE?
I WANT TO MAKE SURE IF WE'RE GOOD.
OKAY, GREAT.
SO I THOUGHT I WOULD ACTUALLY START BY INTRODUCING THE TEAM,
WHO'S HERE TODAY TO TALK ABOUT THE WORK THAT WE DO.
SO, THIS IS ME. I KNOW IT'S HARD TO TELL.
DIFFERENT HAIR.
AND, UH, I'M A SENIOR DIRECTOR OF STAFFING FOR GENENTECH.
I'VE BEEN IN GENENTECH FOR 10 YEARS.
I'VE BEEN IN THE ROLE THAT I'M IN FOR FIVE YEARS,
AND THEN BEEN IN RECRUITMENT IN GENERAL FOR ABOUT 14 YEARS.
AND SO I WAS ASKED BY CARLIE TO MAYBE SHARE A LITTLE STORY
OR SOMETHING ABOUT MYSELF
THAT WOULD BE UNIQUE AND INTERESTING.
SO I THOUGHT I MIGHT SHARE A CLIP
FROM MY MOTHER'S DAY CARD THAT I RECEIVED
FROM MY SEVEN-YEAR-OLD SON YESTERDAY.
SO HIS TEACHER HAD ASKED HIM
TO PUT TOGETHER SOME THINGS ABOUT ME ,
THINGS THAT HE'D THOUGHT ABOUT ME,
WHAT HE WANTED TO DO FOR ME FOR MOTHER'S DAY.
AND SO, WE'VE GOT IT THROUGH ALL THESE DIFFERENT THINGS,
WHAT DO YOU LIKE ABOUT YOUR MOM, ETCETERA, ETCETERA, ETCETERA.
AND AT THE BOTTOM WAS IF YOU GIVE HER ONE THING,
ONE THING FOR MOTHER'S DAY, ANYTHING,
WHAT WOULD YOU GIVE YOUR MOTHER?
AND MY SON SAID, "I WOULD HAVE HER MEET AARON RODGERS
FROM THE GREEN BAY PACKERS."
SO THAT TELLS YOU A LITTLE BIT ABOUT MY SON AND ABOUT MYSELF.
I LOVE FOOTBALL AND ALL SORTS OF DIFFERENT KINDS OF SPORTS.
AND I'M SURE, HIS TEACHER WAS WONDERING WHY
I WASN'T GETTING A BOX OF CHOCOLATES
OR BREAKFAST IN BED.
BUT I'M GONNA GET AARON RODGERS, HOPEFULLY,
SO WOULDN'T THAT BE GREAT.
SO THAT'S A LITTLE BIT ABOUT ME.
AND THEN, MY COLLEAGUES HERE WITH ME TODAY
ARE AMANDA VALENTINO AND WILL SMILEY.
I'M ACTUALLY-- AS WE GO THROUGH THE PRESENTATION,
WHEN THEY COME UP TO COVER THEIR PIECE,
I'M GONNA ASK THAT THEY ACTUALLY SHARE
A LITTLE BIT ABOUT THEMSELVES
IN A SIMILAR WAY THAT I JUST DID.
BUT AMANDA, AT BASIS, IS OUR HEAD OF TALENT ACQUISITION.
WE'LL TALK A LITTLE BIT MORE ABOUT WHAT THAT IS.
AND WILL SMILEY IS RESPONSIBLE FOR CORPORATE AND STAFFING PRO--
I'M SORRY, COLLEGE.
HELLO, COLLEGE AND STAFFING PROGRAMS.
EXCUSE ME.
HE DOES SOMETHING, WE'LL GET TO IT LATER.
NO, BUT HE HAS A REALLY IMPORTANT WORK
AND IS RESPONSIBLE FOR REALLY MANAGING
OUR APPROACH TO GO ACADEMIC AND PROFESSIONAL
FOR OUR CHANNELS THAT BRING TALENT INTO THE ORGANIZATIONS.
SO, AND AGAIN, I'LL LET THEM TALK
A LITTLE BIT ABOUT THEMSELVES.
SO THE WAY THAT WE'RE GONNA STRUCTURE THE TALK TODAY
IS JUST THAT WE REALLY HOPE THAT IT IS A TALK,
THAT IT'S A DISCUSSION.
WE'RE HERE TO SHARE WITH YOU SOME OF THE THINGS
THAT WE'VE DONE, AS I'VE SAID,
BUT WE'RE ALSO HERE TO LEARN FROM YOU.
SO I REALLY HOPE THAT WE CAN ENGAGE IN A DISCUSSION.
IF YOU DO HAVE QUESTIONS
WHILE WE HOPE TO COVER SOME Q & A AT THE END,
WE REALLY HOPE TO COVER IT
WHILE WE'RE IN THE MIDDLE OF THE CONTENT.
AND SO, I THINK IT WOULD SERVE THE CONVERSATION WELL
IF YOU ARE COMPELLED TO ASK A QUESTION.
PLEASE DO SO.
WE TEND TO BE PRETTY CASUAL.
I'LL TALK A LITTLE BIT ABOUT OUR CULTURE AT GENENTECH,
SO YOU CAN GET A SENSE FOR US A LITTLE BIT.
BUT, PLEASE, IF YOU HAVE THOUGHTS,
IF YOU HAVE QUESTIONS,
SHARE THEM WITH US ALONG THE WAY.
OUR GOAL IS TO ACTUALLY START
WITH A FOUNDATIONAL UNDERSTANDING
OF WHAT IS GENENTECH, WHO ARE WE,
WHAT IS OUR MISSION.
BECAUSE THAT REALLY FRAMES UP WHY WE DO WHAT WE DO
FROM A STAFFING PERSPECTIVE.
AND THEN FROM THAT, WE'LL DRILL DOWN IN TWO MAIN AREAS.
MY TWO SUBJECT MATTER EXPERTISE IS PEOPLE,
FOLKS HERE, AMANDA AND WILL.
THEY'RE GONNA TALK ABOUT THEIR AREAS
OF TALENT ACQUISITION,
AND THEN OUR APPROACH FOR SOCIAL MEDIA IN RECRUITMENT.
AND THEN AGAIN, ONE OF THE THINGS THAT CARLIE HAD,
SUGGESTED TO US IS, "BOY, HOW DO YOU TRANSLATE
SOME OF THE STUFF THAT YOU DO IN THE PRIVATE SECTOR
TO THE PUBLIC SECTOR?"
WE DON'T HAVE THE ANSWER TO THAT.
WE CERTAINLY WOULD LIKE TO FACILITATE
A CONVERSATION ABOUT THAT.
AND THAT'S WHY, I THINK,
THAT AGAIN, A DISCUSSION FORMAT FOR US
IS PROBABLY GONNA BE BEST TO SERVE THE MATERIAL.
SO THAT'S WHAT WE HOPE TO COVER.
HOPEFULLY, THAT IS WHAT YOU THOUGHT
YOU WERE SIGNING UP FOR TODAY.
AND IF NOT, I WILL NOT BE OFFENDED IF YOU GET REALLY CROSS
'CAUSE I KNOW YOU GUYS ARE SO BUSY.
ONE OTHER THING THAT I WILL NOTE
IS THAT BECAUSE THIS IS AN INFORMATIVE TALK,
WE ACTUALLY INCLUDED A LOT OF CONTENT ON OUR SLIDES.
I'M NOT GONNA READ THROUGH THE SLIDES
AND GO THROUGH EVERYTHING.
I'M REALLY GONNA FOCUS ON A COUPLE OF KEY POINTS PER SLIDE.
BUT JUST NOTE THAT THIS MATERIAL WILL BE MADE AVAILABLE TO YOU,
SO YOU CAN HAVE ACCESS TO IT AS WE MOVE FORWARD.
ANY QUESTIONS BEFORE WE GET STARTED?
NO?
OKAY. THANK YOU.
SO WHAT IS GENENTECH? WHO'S GENENTECH?
DO YOU GUYS HAVE A SENSE OF WHO WE ARE
OR WHAT INDUSTRY WE'RE IN?
WELL, I'LL SHARE THAT WITH YOU.
SO WE ACTUALLY ARE A BIOTECHNOLOGY COMPANY
AND ACTUALLY THE VERY FIRST BIOTECHNOLOGY COMPANY.
THE DIFFERENCE BETWEEN BIOTECHNOLOGY AND PHARMACEUTICAL
IS THAT THE PHARMACEUTICAL INDUSTRY
TYPICALLY TAKES CHEMICALS,
AND THEY PUT THEM TOGETHER
TO TRY TO SOLVE FOR AN UNMET MEDICAL NEED.
AND THOSE COME IN THE FORM OF PILLS
AND OTHER THINGS THAT YOU MIGHT BE FAMILIAR WITH THAT
IF YOU ARE WITH PRESCRIBED PHARMACEUTICAL PRODUCTS.
BIOTECH PRODUCT ARE A LITTLE DIFFERENTLY,
WORK A LITTLE DIFFERENTLY BECAUSE WHAT THEY DO
IS THEY USE THE HUMAN IMMUNE SYSTEM
AND HUMAN MATERIAL TO ACTUALLY APPROACH MEETING
AN UNMET MEDICAL NEED.
SO FOR INSTANCE, IT MIGHT-- IN OUR TECHNOLOGY,
WE TAKE ANTIBODIES THAT EXIST IN HUMANS,
AND WE SAY, "HOW DO WE TARGET THOSE ANTIBODIES
TO ATTACK A CERTAIN TYPE OF CANCER?"
AND THAT'S REALLY THE SCIENCE BEHIND THE WORK
THAT'S DONE AT GENENTECH.
SO WE'VE ACTUALLY BEEN AROUND FOR 35 YEARS.
SO BEING THE FIRST COMPANY IN THE BIOTECHNOLOGY SPACE,
WE FOUNDED IT.
AND IT'S A REALLY NEAT STORY
ABOUT HOW IT ACTUALLY WAS FOUNDED.
SO HAVE ANYBODY--
HAS ANYONE IN THIS ROOM BEEN TO SAN FRANCISCO BEFORE?
YEAH?
DID YOU VISIT-- ON YOUR TRAVELS THERE,
DID YOU VISIT THE HAIGHT-ASHBURY DISTRICT THERE?
IT'S KIND OF THE FUNKY 70s, LOTS OF COOL STUFF WENT DOWN
IN OUR HISTORY THERE?
OKAY, SO IN 1976,
TWO REALLY ENTERPRISING YOUNG GENTLEMEN,
ONE A SCIENTIST AND THE OTHER A VENTURE CAPITALIST
GOT TOGETHER IN A BAR IN THE HAIGHT-ASHBURY DISTRICT
OF SAN FRANCISCO,
AND THOUGHT, "HEY, WHAT IF WE ACTUALLY USE BIOLOGY
TO SOLVE FOR THESE UNMET MEDICAL NEEDS?
AND WHAT IF WE COMMERCIALIZE THAT?
WHAT IF THAT WAS ACTUALLY A VIABLE BUSINESS?
AND LET'S SCULPT THAT OUT ON THE BACK OF THIS NAPKIN
IN THIS BAR IN THE CITY."
AND LO AND BEHOLD, THEIR IDEAS WERE VERY INNOVATIVE
AND WERE VERY VIABLE.
AND THERE'S A PICTURE HERE
THAT IS ACTUALLY A SCULPTURE ON OUR CAMPUS AT GENENTECH
THAT ACTUALLY REENACTS THAT MOMENT.
SO THE TWO GUYS SITTING DOWN AT THE TABLE
HAVING THIS CONVERSATION OVER A BEER,
WHICH ULTIMATELY ENDS UP WITH US IN A PLACE,
WHERE WE HAVE 13 PRODUCTS
THAT HAVE BEEN APPROVED IN THE LAST 35 YEARS.
AND THE PRODUCTS THAT WE HAVE APPROVED
ARE IN REALLY HORRIBLE DISEASES
LIKE CANCER AND IMMUNOLOGICAL DISEASES.
DISEASES THAT CHANGE AND IMPACT PEOPLE'S LIVES,
THAT IF YOU GET CANCER IN MANY DIFFERENT CASES,
YOU MAY NOT SURVIVE CANCER.
AND SO, ONE OF THE MAIN DRIVERS BEHIND THE SCIENCE
AT GENENTECH IS,
"HOW DO WE REALLY REVOLUTIONIZE THAT?
HOW DO WE GO AFTER CANCER,
FOR INSTANCE, IN A WAY THAT CAN ERADICATE IT?"
I MEAN, THAT'S PRETTY COMPELLING STUFF.
SO THAT'S REALLY KIND OF WHAT IT IS THAT WE'RE BASED ON
AND THIS IS A LITTLE BIT ABOUT OUR HISTORY
RELATIVE TO PRODUCTS.
AND SO, WITH THAT, I CAN TALK ABOUT OUR MISSION.
SO THE MISSION IS IMPORTANT
WHEN WE START TALKING ABOUT RECRUITMENT
'CAUSE FUNDAMENTALLY, THIS IS WHY WE DO WHAT WE DO,
AND HOW IT IS WE GO OUT AND ATTRACT PEOPLE
TO COME TO OUR COMPANY.
SO OUR MISSION IS ACTUALLY FOUNDED ON THREE PILLARS,
THREE MAIN PILLARS.
SO YOU'LL NOTICE BEING IN THE INDUSTRY THAT WE'RE IN,
FOREMOST-- FIRST AND FOREMOST, FOR US, ARE OUR PATIENTS.
ENSURING THAT WE ARE BRINGING INNOVATIVE MEDICINES
TO TREAT THEIR AILMENTS.
AND THAT'S NUMBER ONE FOR US.
IT'S NOT RARE TO COME IN TO A BUSINESS MEETING
AND HAVE THAT BE QUESTIONS THAT PEOPLE ARE ASKING.
WHAT WILL THIS DECISION THAT WE'RE MAKING ABOUT BUDGET,
MEAN FOR PATIENTS?
WHAT WILL THIS APPROACH FOR RECRUITMENT
MEAN FOR OUR PATIENTS?
THE PATIENTS ARE THERE AT THEIR FOREFRONT,
THEY COME AND DO SPEAKING ENGAGEMENTS.
AND IT'S A REALLY IMPORTANT PART OF WHAT IT IS,
WHY WE DO WHAT WE DO,
AND I'LL TALK A LITTLE BIT MORE ABOUT THAT ON THE NEXT SLIDE.
BEING A GREAT PLACE TO WORK.
HOW DO WE ALLOW PEOPLE TO BRING THEIR FULL SELVES TO WORK
AND CONTRIBUTE IN A WAY THAT BRINGS OUT THE BEST IN THEM?
AND WHAT IS THE CULTURE THAT WE WANT TO HAVE IN PLACE
THAT ALLOWS PEOPLE TO GO BEYOND
AND BLOW AWAY THEIR EXPECTATIONS.
THAT'S ANOTHER PIECE OF MISSION,
PART OF THE MISSION OF THE COMPANY.
AND THEN THE BACKBONE OF EVERYTHING FOR US IS SCIENCE.
SO WE NEED TO BE EXCELLENT IN THE SPACE OF SCIENCE
BECAUSE OUR MEDICATIONS ARE BASED UPON EXCELLENT SCIENCE.
SO THIS PURSUIT OF EXCELLENT SCIENCE
IS THE THIRD PRONG OF OUR MISSION.
SO IT'S KIND OF HOW THE MISSION IS SET UP
AND I'M GONNA DO A QUICK DRILL DOWN
INTO EACH OF THOSE AREAS FOR YOU
BEFORE WE TALK ABOUT,
THEN THE RECRUITMENT MODEL IF THAT'S OKAY.
ANY QUESTIONS, SO FAR?
I'M GOING A LITTLE FAST,
BUT I WANT TO MAKE SURE I GET THROUGH THE MATERIAL.
IS THE PACE WORKING FOR EVERYBODY?
YEAH? OKAY.
HOPEFULLY, I'M SHARING STUFF WITH YOU GUYS THAT IS NEW.
LET ME KNOW, THOUGH, IF YOU KNOW ALL THIS STUFF,
I CAN MOVE ON RIGHT TO THE RECRUITMENT STUFF.
SO THE DRILL DOWN ON THE PATIENT.
SO THIS DEDICATION TO PATIENT, FOR US, IS PALPABLE AND REAL.
HAS ANYONE HERE HAPPEN TO HAVE BEEN
ON GENENTECH CAMPUS ANYTIME IN YOUR CAREER?
SO WE'RE BASED IN SOUTH SAN FRANCISCO,
WHICH IS ACTUALLY RIGHT BY THE SAN FRANCISCO AIRPORT,
AND IT STARTED OFF AS A ONE BUILDING,
AND NOW WE HAVE A CAMPUS, 50 PLUS BUILDINGS.
IT'S SET UP IN A VERY ACADEMIC TYPE FEEL
RIGHT AS YOU FEEL, LIKE,
YOU'RE KIND OF ON A COLLEGE CAMPUS.
AND WE HAVE THESE BUILDINGS,
AND ON THESE BUILDINGS, WE HAVE GIANT PICTURES OF OUR PATIENTS.
THESE BANNERS.
SO THERE IS NOT A PLACE YOU CAN GO ON OUR CAMPUS
WHERE YOU'RE NOT LOOKING ONE OF OUR PATIENTS IN THEIR FACE,
AND UNDERSTANDING THAT WHAT IT IS THAT YOU'RE DOING,
MAY YOU BE AN ADMINISTRATOR, MAYBE YOU BE IN RECRUITMENT,
MAY YOU BE A SCIENTIST, MAY YOU BE A MARKETER,
THAT WHAT IT IS THAT YOU ARE DOING IS--
HAS A GREATER GOOD,
IS SERVING A GREATER POPULATION OF PEOPLE.
AND SO, THESE BANNERS ARE REALLY IMPORTANT.
I'M ACTUALLY GONNA SHOW A LITTLE VIDEO FOR YOU HERE
THAT IS ON OUR YOUTUBE CHANNEL ABOUT OUR PATIENTS.
SO, AGAIN, THIS VIDEO IS AVAILABLE TO ANYBODY
WHO WANTS TO LEARN ABOUT GENENTECH
ON OUR YOUTUBE CHANNEL.
  FIRST DAY WHEN I WALKED   ON THE CAMPUS,
  AND I SEE THE BANNERS,   IT REMINDS ME OF WHY I'M HERE.
 ...CHECKLIST   THAT YOU HAVE TO COMPLETE.
  AS A NURSE...
  YOU ACTUALLY CAN SEE THE FACES   OF THE INDIVIDUALS
  THAT ENDS WITH THE WORK   AT GENENTECH.
  I HAVE TO TELL YOU,   I THINK...
 ...
  IT MAKES IT COME ALIVE.
 YOU GET AN OPPORTUNITY EVERYDAY   TO LOOK OUT THE WINDOW,
  TO WALK THROUGH   THE CAMPUS AND SEE
  WHAT WE'RE HERE FOR   ACCOMPLISHING.
  IT'S A GOOD THING.
  IT JUST HELPS TO CONNECT   THE WORK THAT I'M DOING
  TO WHAT'S GOING ON   IN THE COMMUNITY.
  I FEEL VERY LUCKY   AND I FEEL VERY BLESSED
  TO BE ABLE TO EVEN SIT HERE
  AND TO HAVE THIS OPPORTUNITY
  TO THANK EVERYBODY   AT GENENTECH.
  AND I JUST WHAT THEM TO KNOW
  THAT THEIR WORK   IS GREATLY APPRECIATED
  AND LOOK FORWARD  TO EVEN GREATER ACCOMPLISHMENTS
  FROM GENENTECH.
  I THINK IT'S A GREAT   DAILY REMINDER
  OF THE IMPACT THAT WE HAVE   COLLECTIVELY AS EMPLOYEES
  ON THE HEALTH AND LIVES   OF OUR PATIENTS.
  THE IMPROVEMENT   THAT THEY MADE ON MY LIFE
  AND THE DEDICATION   TO FIND SOMETHING IS IMMENSE.
  BECAUSE WHEN I WAS   FIRST DIAGNOSED,
  NOTHING LIKE THIS EXISTED.
  AND I'M SO THANKFUL   THAT YOU GUYS
  ARE STILL PUSHING FORWARD.
  IT GIVES ME A BRIGHTER FUTURE.
  WE'VE GOT A PATIENT   RIGHT THERE
  AND WE'RE JUST REMINDED   THAT WHETHER--
  IF YOU'RE WORKING   ON THAT TRIAL,
  THAT THAT'S THE PERSON,
  THAT'S ONE OF THE PEOPLE   THAT YOU'RE IMPACTING.
  CULTURE WISE, TO ME,   IT DOES REINFORCE
  THAT WE ARE ABOUT   THE PATIENTS.
  I'M THANKFUL   FROM THE BOTTOM OF MY HEART
  TO THOSE PEOPLE   WHO HAVE WORKED ON THIS DRUG.
SO THAT TELLS YOU A LITTLE BIT ABOUT
WHY DO WE DO WHAT WE DO.
SO CORE TO OUR MISSION, OUR PATIENTS AND HOW IT IS.
WE TALK ABOUT THEM, IT'S CORE TO OUR RECRUITMENT STRATEGY.
I WILL GO INTO NEXT, TALKING A BIT ABOUT THE SCIENCE.
SO WE STARTED OFF, AGAIN, IN THIS MEETING
BETWEEN A SCIENTIST AND A VENTURE CAPITALIST.
AND SO, SCIENCE IS CORE TO WHAT IT IS THAT WE DO
AND HOW IT IS THAT WE DO IT.
FROM A SCIENTIFIC PERSPECTIVE,
IT'S STAGGERING THE AMOUNT OF PUBLICATIONS AND PATENTS
THAT ACTUALLY HAVE COME OUT OF GENENTECH.
I'VE LISTED SOME OF THE STATISTICS
HERE ON THIS PAGE.
BUT ONE OF THE THINGS THAT I THINK
THAT IS REALLY MEANINGFUL IN OUR PURSUIT OF EXCELLENT SCIENCE
IS THIS IDEA OF HAVING DISCRETIONARY RESEARCH TIME.
SO WHEN YOU'RE HIRED AS A SCIENTIST AT GENENTECH,
YOU'RE PROBABLY ALIGNED TO A PROGRAM OR A TECHNOLOGY
OR A MECHANISM OF ACTION
OR SOMETHING THAT YOU'RE FOCUSED ON
TO TRY AND DISCOVER SOMETHING WITHIN THAT SPACE.
BUT WHAT IS ALSO IMPORTANT
IS CREATING DISCRETIONARY RESEARCH TIME,
SO THAT YOU, AS A BRILLIANT SCIENTIST,
CAN GO OFF AND PLAY AROUND WITH YOUR IDEAS
AND FIGURE OUT IF THERE'S A DIFFERENT PATHWAY
THAT SHOULD BE FOLLOWED
OR ADDITIONAL RESEARCH THAT SHOULD BE DONE IN A SPACE
THAT ISN'T IN OUR PORTFOLIO.
AND ACTUALLY THAT DISCRETIONARY RESEARCH TIME
ENDED US UP WITH AVASTIN,
WHICH IS ONE OF OUR MOST MEANINGFUL PRODUCTS.
THEY'RE ALL VERY MEANINGFUL,
BUT FROM UNDERSTANDING ATTACKING CANCER
IN A VARIETY OF DISEASE STATES.
AVASTIN WAS DISCOVERED BY ONE OF OUR SCIENTIST
WHEN HE WAS DOING HIS OWN DISCRETIONARY RESEARCH.
SO, FOR US, WE ALWAYS WANT PEOPLE TO BE OUT THERE
AND ACCESSING THEIR UNIQUE TALENTS,
ESPECIALLY IN THE SCIENTIFIC SPACE.
SO WE'VE TALKED ABOUT PATIENTS AND SCIENCE
AND NOW WE'RE GONNA TALK BEING A GREAT TO WORK.
SO GENENTECH'S CULTURE IS ENTREPRENEURIAL,
CALIFORNIA, YOU KNOW, KIND OF GROOVY.
WE'RE VERY CASUAL, BUT THERE'S THIS SAYING
THAT WE HAVE THAT WE'RE, YOU KNOW, THAT SAYS,
"CASUAL INTENSITY," RIGHT?
SO WE HIRE PEOPLE THAT ARE WILLING TO COME IN
AND WORK THEIR HARDEST AND ACCESS THEIR FULL SELVES,
ALL OF THEIR SELVES AT WORK,
BUT THEN WE WANT TO DO SO, KIND OF IN A CASUAL ENVIRONMENT
THAT LETS PEOPLE FEEL COMFORTABLE AND SAFE
AND ALL OF THOSE THINGS.
SO, YOU KNOW, WE'VE BEEN HONORED
WITH QUITE A FEW DIFFERENT ACCOLADES
FROM THE FORTUNE, BEST PLACES TO WORK,
TO SCIENCE, WORKING MOTHER, ETCETERA.
BUT THE PICTURES HERE ACTUALLY ARE HELPFUL
IN KIND OF UNDERSTANDING HOW QUIRKY WE ARE.
SO THIS PICTURE HERE IS AT THE TOP.
THAT'S OUR EXECUTIVE COMMITTEE AT HALLOWEEN.
SO EVERY HALLOWEEN, THE ENTIRE COMPANY DRESSES UP
AND THE EXECUTIVE COMMITTEE HAS THEIR OWN HALLOWEEN COSTUME,
AND THEY GO OUT TRICK OR TREATING
WITH, LIKE, THE 11,000 EMPLOYEES AT GENENTECH.
SO IT'S PRETTY, DIFFERENT AND FUN.
A COUPLE OF OTHER THINGS, SO WE DO SOME EVENTS ON CAMPUS,
SO WE DID, LIKE, A PENTATHLON OLYMPICS STYLE EVENT
WITH EMPLOYEES.
AND THEN, OF COURSE, OUR COMMITMENT TO DIVERSITY.
THIS IS OUR FLOAT
AT THE SAN FRANCISCO GAY PRIDE PARADE.
SO, AGAIN, CREATING AN ENVIRONMENT,
WHERE PEOPLE FEEL SAFE
AND CAN BRING THEIR FULL SELVES TO WORK
IS CORE TO OUR MISSION.
SO I MENTIONED TO YOU,
SO THIS IDEA OF CULTURE AND MISSION.
GENENTECH WAS ACQUIRED BY A SWISS COMPANY IN 2009.
SO WE WERE AN INDEPENDENT COMPANY,
WE WERE ACQUIRED IN 2009 BY ROCHE
BASED IN BASEL, SWITZERLAND.
AND SO THE LAST COUPLE OF YEARS,
WE'VE BEEN TRYING TO FIGURE OUT,
YOU KNOW, WHAT ARE WE, WHAT IS OUR IDENTITY.
AND THAT'S CORE TO OUR RECRUITMENT APPROACH, RIGHT?
SO WHEN YOU'RE GOING AND YOU'RE RECRUITING SOMEBODY
TO COME AND WORK FOR YOU, MAY IT BE YOUR AGENCY,
MAY IT BE, YOU KNOW, WHATEVER,
YOU WANT THEM TO GET A GOOD SENSE
AND A REALISTIC JOB PREVIEW OF WHAT THEY ARE SIGNING UP FOR.
SO IF YOUR IDENTITY IS EVOLVING DURING THAT TIME,
IT CAN BE KIND OF TOUGH.
SO WE'VE DONE A LOT OF WORK IN TRYING TO FIGURE OUT,
YOU KNOW, WHAT CONTINUES WITH GENENTECH
NOW THAT WE'VE BEEN BOUGHT
BY THIS ROCHE PHARMACEUTICAL COMPANY,
WHAT CONTINUES.
AND WHAT I'VE JUST SHARED WITH YOU IS ACTUALLY
FOREFRONT OF WHAT CONTINUES, WHICH IS OUR MISSION.
SO I'M GONNA SHARE ONE MORE CLIP WITH YOU
ABOUT OUR MISSION,
AND THEN I'M GONNA DIVE IN INTO THE RECRUITMENT PIECE.
SO IF YOU WOULDN'T MIND.
  MY MISSION IS TO ENJOY   EVERY BREATH I HAVE.
  MY MISSION IS TO PROVIDE   MY MELANOMA PATIENTS
  WITH BETTER TREATMENT OPTIONS.
  MY MISSION, TO FIND NEW WAYS   TO TREAT CF.
  MY MISSION, TO APPRECIATE   WHAT EVERYDAY HAS TO OFFER.
  TO HELP PEOPLE UNDERSTAND   THE DIFFERENT APPROACHES
  TO TREATING BONE HEALTH.
  MY MISSION, TO RUN FAST.
  TO TAKE EMPATHY   ONE STEP FURTHER EVERY DAY.
  TO SEE CLEARLY   AND LIVE A NORMAL LIFE.
  MY MISSION, TO SOLVE   THE BIOLOGICAL RIDDLES
  OF NEUROLOGICAL DISEASE.
  TO FIND MEDICINES THAT TREAT   PATIENTS WITH CANCER
  BY TARGETING BLOOD VESSELS.
  TO INCREASE THE SUCCESS RATE   OF CLINICAL ONCOLOGY TRIALS.
  MY MISSION IS TO UNDERSTAND
  WHAT TRIGGERS   AUTOIMMUNE DISEASE
  TO TREAT PEOPLE   WITH ARTHRITIS.
  OUR MISSION   IS MEDICAL EDUCATION.
  MY MISSION IS TO NETWORK WITH   AS MANY PEOPLE AS POSSIBLE.
  MY MISSION IS TO INSPIRE HOPE.
  OUR MISSION IS...
  TO MAKE WHOLE DESIGN.
  THE TEAM OF CHOICE...
  AT GENENTECH.
  MY MISSION IS TO DELIVER   ON THE EXPECTATIONS
  OF HEALTH CARE PROFESSIONALS   AND MY COWORKERS.
  OUR MISSION,   TO LAUNCH BRAF
  AND BRING NEW HOPE   TO MELANOMA PATIENTS.
  OUR MISSION IS REMISSION!
  WE'RE THE LUCENTIS TEAM
  AND OUR MISSION   IS STAYING IN SIGHT.
  THEIR MISSION...
  IS OUR MISSION.
  AND THE MISSION CONTINUES.
  THE MISSION CONTINUES.
  THE MISSION...
  CONTINUES.
  THE MISSION CONTINUES.
  THE MISSION CONTINUES.
  THE MISSION...
  CONTINUES.
  THE MISSION CONTINUES.
SO THAT HOPEFULLY GIVES YOU SOME FOUNDATION
AS TO WHO WE ARE, WHAT WE DO,
WHY WE DO WHAT WE DO.
AND NOW I'M GONNA TALK A LITTLE ABOUT
WHY THE STAFFING GROUP IS STRUCTURED
THE WAY THAT WE ARE AND WHY WE DO WHAT WE DO.
SO THE MISSION FOR US IS CLEAR.
WE'RE TRYING TO SAVE PATIENT'S LIVES.
AND IT'S IMPORTANT FOR US TO DO THAT FOR SO MANY REASONS.
AND WITH THAT IN MIND, WE HAVE TO HAVE A STAFFING GROUP
THAT IS AGILE AND FOCUSED
AND ABLE TO DELIVER TALENT WHEN IT'S NEEDED.
WHEN PRIOR TO THE MERGER, WE'VE HAD A CEO FOR YEARS.
AND I WAS JUST COMING IN TO MY ROLE AS THE HEAD OF STAFFING.
AND HE, PUBLICLY, TO THE ENTIRE COMPANY,
CONSTANTLY, WOULD SAY, "IT IS UNACCEPTABLE FOR YOU
TO FILL A POSITION, A VACANCY
WITH SOMEONE WHO IS NOT THE BEST CANDIDATE.
I WOULD RATHER, YOU LEAVE A JOB OPEN FOR YEARS
THAN HIRE SOMEONE WHO IS JUST AVAILABLE
VERSUS WHO IS THE BEST."
AND SO AS THE HEAD OF STAFFING,
THERE'S NO OTHER RALLY CRY TO HAVE YOUR TEAM
HAVE THE RIGHT TALENT AVAILABLE AT THE RIGHT TIME
THAN YOUR CEO TELLING HIRING MANAGERS,
"DO NOT FILL JOBS WITH PEOPLE WHO ARE LESS THAN THE BEST."
AND SO FOR US, THAT REALLY HELPED FRAMED OUR MISSION.
THAT WAS REALLY CLEAR.
OKAY, OUR MISSION IS GONNA BE REALLY, REALLY CLEAR
THAT WE'RE GONNA HAVE THE RIGHT TALENT AVAILABLE
AT THE RIGHT TIME, WHICH MEANS THAT WE HAVE TO INVEST
IN PROACTIVE RECRUITMENT.
WE COULDN'T JUST WAIT FOR PEOPLE TO APPLY FOR OPEN JOBS,
BUT WE ACTUALLY HAD TO HAVE A SYSTEM IN PLACE
AND A STRUCTURE IN PLACE
THAT ALLOWED FOR US TO IDENTIFY TALENT IN ADVANCE OF NEED,
AND THAT'S CRITICAL AND CORE TO OUR STRUCTURE.
IN ADDITION TO THAT, NOTED THAT ONE OF OUR MAIN
COMPONENTS OF THE MISSION IS TO BE A GREAT PLACE TO WORK.
SO WE DON'T WANT TO PUT ANY PRACTICES IN PLACE
FROM A STAFFING PERSPECTIVE THAT TAKE AWAY FROM THAT,
THAT TAKE AWAY FROM IT BEING A GREAT PLACE.
WE DON'T WANT TO PUT CUMBERSOME PRACTICES
IN PLACE FOR APPLICATIONS AND FOR INTERVIEWS, ETCETERA.
WE WANT IT TO BE SIMPLE, EASY AND TO BEGIN TO MODEL
WHAT IT'S LIKE TO WORK AT GENENTECH
FROM THE VERY FIRST CALL.
SO THAT'S REALLY WHAT OUR MISSION IS
FROM A STAFFING PERSPECTIVE,
AND THEN, THAT HAS DRIVEN AN ALIGNMENT
AND AN APPROACH THAT I'VE OUTLINED HERE.
SO WE THINK ABOUT OUR WORK AND STAFFING IN THREE MAIN AREAS.
SO WE HAVE THE TALENT ACQUISITION TEAM.
AND AMANDA'S GONNA ACTUALLY SPEND SOME TIME
DRILLING DOWN ON WHAT OUR TALENT ACQUISITION TEAM DOES.
BUT REALLY THEIR JOB IS TO PROVIDE PROACTIVE RECRUITMENT
AND BUILD PIPELINES IN ADVANCE OF NEED.
AND SHE'S GONNA TALK ABOUT HOW IT IS WE DO THAT.
AND THEN, THEY WORK IN CONJUNCTION
WITH THE STAFFING TEAMS.
AND THE STAFFING TEAMS ARE ALIGNED
WITH EACH DISTINCT AREA OF OUR BUSINESS.
SO EVERYTHING FROM RESEARCH TO DEVELOPMENT
TO COMMERCIALIZATION, THE MANUFACTURING
AND THE CORPORATE GROUPS,
WE HAVE STAFFING TEAMS ALIGNED
WHO MANAGED THE HIRING PROCESS FOR THOSE CLIENTS.
AND THEY ARE ALIGNED WITH THEIR PARTNERS
ON THE TALENT ACQUISITION TEAM.
SO THE PIPELINE MANAGEMENT AND THE DELIVERY OF CANDIDATES
EXISTS UP UNTIL INTERVIEW,
AND THAT'S HANDED OVER TO THE STAFFING TEAM,
AND THEN THEY MANAGE THE REST OF THE HIRING PROCESS.
SO YOU'LL SEE THAT ALTHOUGH THE WORK IS ALIGNED IN BUCKETS
IN AN AREAS OF FOCUS, WE'RE HIGHLY MATRIX ACROSS.
AND THEN, THE NEXT AREA THAT WORKS ACROSS
ALL OF THE GROUPS AS WELL IS WILL'S AREA,
AND HE'S GONNA TALK A BIT ABOUT OUR APPROACH TO SOCIAL MEDIA.
BUT REALLY HIS JOB AND HIS TEAM'S JOB
IS TO ENSURE THAT WE HAVE ACCESS TO ALL THE RIGHT CHANNELS,
BOTH ACADEMIC AND PROFESSIONAL,
TO OPEN UP THE MEANS FOR PEOPLE TO COME INTO OUR SYSTEM.
OKAY, SO IT'S EVERYTHING FROM OUR APPROACH
TO RECRUITMENT AGENCIES, OUTSIDE AGENCIES,
OUR APPROACH WITH SOCIAL MEDIA,
OUR INTERNSHIP PROGRAM AND A VARIETY OF OTHER THINGS
THAT WE USE AND EMPLOY
TO ALLOW FOR PEOPLE TO COME IN TO THE SYSTEM.
SO ALTHOUGH, WE HAVE THREE MAIN BUCKETS OF WORK HERE,
WE ACTUALLY HAVE THEM WORKING ACROSS
AND THEY'RE ALL ALIGNED BY BUSINESS AREA.
AND AGAIN, WHAT WE'RE TRYING TO DO
IS WORK WITH THE BUSINESS, IDENTIFY THE NEEDS,
BRING THE RIGHT PEOPLE IN AND HAVE THEM READY
PRIOR TO THE REQUISITION OPENING.
SO THAT'S REALLY THE FOCUS OF THE WORK THAT WE DO
FROM A STAFFING PERSPECTIVE.
SO HOPEFULLY, I'VE BEEN ABLE TO, IN THIS PART OF THE PRESENTATION
ANCHOR YOU ON WHO IS GENENTECH, WHAT IS GENENTECH,
AND WHY THE STAFFING GROUP IS SET UP THE WAY THAT IT IS.
SO NOW FOR MORE DRILLED DOWN AND MORE DETAIL,
I'M GONNA ASK AMANDA TO COME UP AND TALK,
INTRODUCE HERSELF AND TALK ABOUT THE TALENT
ACQUISITION GROUP.
SO ANY QUESTIONS BEFORE WE TRANSITION?
YOU MENTIONED THAT THE SLIDES WILL BE SENT TO US.
YEAH. I THINK WE'RE GONNA--
AND TOM WILL FIGURE OUT--
WE'RE GONNA FIGURE OUT HOW ARE WE GONNA MAKE THEM
AVAILABLE TO YOU.
YEAH.
OKAY, ANY OTHER QUESTIONS?
THANK YOU FOR ASKING A QUESTION.
ANY OTHER QUESTIONS?
NO, OKAY, GREAT.
SO WITH THAT, AMANDA.
YEAH, THANK YOU.
HELLO.
THANK YOU, GUYS, ALL FOR COMING.
SO AS SARAH MENTIONED, MY NAME IS AMANDA VALENTINO,
I'M THE LEADER OF THE TALENT ACQUISITION GROUP AT GENENTECH.
I HAVE BEEN WITH GENENTECH FOR AROUND SIX YEARS,
SIX AND A HALF.
I STARTED AS A CONTRACTOR AND THEN MOVED IN
INTO A FULL TIME POSITION.
THE ENTIRE TIME HAS BEEN PRETTY MUCH
AS THE LEADER OF THE TALENT ACQUISITION GROUP.
PRIOR TO THAT, I WORKED AS A RECRUITER
FOR AN EXECUTIVE SEARCH FIRM,
SO I'VE BEEN IN THE RECRUITING INDUSTRY
FOR ABOUT 13 YEARS,
FOCUSED IN EITHER HEALTHCARE,
PHARMACEUTICALS AND BIOTECH,
SO IN AND AROUND WITH THE SAME AREA.
SOMETHING INTERESTING ABOUT ME
IS I'M ACTUALLY EXPECTING RIGHT NOW,
MY SECOND CHILD, WHICH IS REALLY, REALLY GREAT.
IT WAS FUNNY I ALSO HAVE A FOUR-YEAR OLD,
AND WHEN I WAS TALKING TO HER YESTERDAY ON THE PHONE
FOR MOTHER'S DAY,
SHE SAID, "OH, WHEN ARE YOU COMING HOME?"
AND I SAID, "OH, I'LL BE HOME ON WEDNESDAY."
AND SHE SAID, "OH, ARE YOU BRINGING THE NEW BABY WITH YOU?"
AND I WAS LIKE, "WELL, I HOPE NOT."
[laughs]
I HOPE THAT DOESN'T HAPPEN, BUT YOU JUST NEVER KNOW.
SO ANYWAY, THANK YOU AGAIN FOR HAVING US.
WE'RE ALL REALLY, REALLY EXCITED TO BE HERE.
SO, AS SARAH MENTIONED, WE HAVE A TALENT ACQUISITION TEAM
AND THE GOAL OF OUR TEAM AND THE PURPOSE OF OUR TEAM
REALLY IS TO DISCOVER, DEVELOP AND DELIVER
EXCEPTIONAL TALENT TO OUR BUSINESS.
AND AS SHE ALSO KIND OF REALLY WALKED YOU THROUGH
THE MISSION OF OUR BUSINESS IS SO IMPORTANT AND CRITICAL
BECAUSE WE HAVE IMPORTANT WORK
THAT WE FEEL, LIKE, WE HAVE TO MAKE SURE
THAT WE HAVE EXACTLY THE RIGHT PEOPLE IN THE JOBS
THAT ARE AVAILABLE,
AND THAT TAKES TIME.
AND SO THE TEAM WAS DESIGNED TO GO OUT
AND ACTIVELY IDENTIFY THOSE INDIVIDUALS
THAT WOULD BE THE TYPE OF PEOPLE
THAT WE WOULD NEED TO BRING IN TO SOME OF THESE TYPES OF ROLES
IN ADVANCED OF THOSE REQUISITIONS
OR THOSE JOBS ACTUALLY EVEN OPENING UP.
IT TAKES A LONG TIME TO DEVELOP RELATIONSHIPS
TO TELL PEOPLE ABOUT WHO YOU ARE
AND WHAT IT IS THAT YOU'RE DOING
AND WHY YOU THINK IT'S IMPORTANT
AND WHY THEY MIGHT BE A GOOD MATCH FOR YOUR COMPANY.
SO IT WAS SOMETHING THAT WE STARTED
ABOUT FIVE YEARS AGO, FIVE AND A HALF YEARS AGO.
WE STARTED REALLY, REALLY SMALL.
IT WAS A SMALL TEAM THAT WAS FOCUSED
JUST ON CRITICAL SKILL SETS ACROSS THE BUSINESS.
AND WE SORT OF STARTED IT AS A PILOT.
WE HAVE THEM FOCUSED IN AREAS
WHERE WE KNEW THAT THERE WAS GONNA BE IMPACT
TO THE BUSINESS.
AND THEN, WE BUILT THAT OVER TIME
AS WE BUILT SOME SUCCESS
AND LEARNED FROM A LOT OF OUR MISTAKES,
AND TRY TO FIGURE OUT HOW CAN WE MAKE THIS GROUP
REALLY, REALLY EFFECTIVE.
AND WE'VE BEEN ABLE TO DO THAT.
THERE'S A LONG WAY FOR US TO GO
BEFORE WE WOULD SAY THAT IT'S, YOU KNOW, PERFECT.
WE'RE PROBABLY ABOUT HALFWAY THROUGH OUR JOURNEY OURSELVES,
AND SO WE'RE STILL, WE'RE STILL WORKING ON THAT,
BUT WE HAVE A MUCH BIGGER TEAM NOW.
THE TEAM IS FOCUSED IN ALL THE DIFFERENT AREAS
OF BUSINESS,
AND THEY'RE STILL FOCUSED ON PIPELINE BUILDING
AND IDENTIFYING KEY TALENT.
SO AS I MENTIONED BEFORE,
THE CORE PRINCIPAL OF THE TA TEAM
IS TO DISCOVER, DEVELOP, AND DELIVER
TALENT TO THE STAFFING TEAM.
SO THE WAY THAT WE THINK ABOUT DOING THAT
IS WITH A STRATEGY,
A SOURCING STRATEGY THAT HAS FOUR CRITICAL COMPONENTS TO IT.
AND SO WHAT I'M GONNA DO IS KIND OF WALK YOU
THROUGH THESE A LITTLE BIT WHAT THEY ARE,
AND THEN I'LL DRILL DOWN INTO EACH ONE SPECIFICALLY.
SO THE FIRST IS, THE FIRST COMPONENT OF OUR STRATEGY,
OF OUR CANDIDATE SOURCING STRATEGY
IS A REALLY EFFECTIVE EMPLOYEE REFERRAL PROGRAM.
THE SECOND IS SOMETHING CALLED "TALENT HUBS"
WHICH I'LL GET INTO IN A MINUTE WHAT THAT MEANS TO US.
THE THIRD IS THROUGH DIRECT SOURCING AND NETWORKING.
SO THAT'S ACTUALLY DIRECT OUTREACH TO INDIVIDUALS.
AND THEN, THE FOURTH IS SOMETHING CALLED
"A CANDIDATE RELATIONSHIP MANAGEMENT TOOL".
SO THIS IS SOMETHING THAT IS DESIGNED
TO HELP US ORGANIZE AND STORE OUR DATA
AND MANAGE OUR PIPELINES OF TALENT
AND MANAGE THE RELATIONSHIPS
THAT WE'RE BUILDING WITH EACH PERSON.
SO TO KIND OF BRING YOU UP TO THE EMPLOYEE REFERRAL PROGRAM.
THE PURPOSE AND THE INTENT OF THIS PROGRAM
IS TO LEVERAGE THE CURRENT EMPLOYEE BASE THAT WE HAVE
TO HELP US TO IDENTIFY PEOPLE
THAT WOULD BE A REALLY, REALLY GOOD FIT AT OUR COMPANY.
PEOPLE THAT-- WE BELIEVE THAT THE PEOPLE
THAT CURRENTLY WORK AT GENENTECH
UNDERSTAND THE CULTURE REALLY WELL.
THEY'RE THE TYPES OF PEOPLE
THAT WILL KNOW WHO WILL BE ABLE TO THRIVE IN OUR CULTURE,
WHAT WE'RE LOOKING FOR IN TERMS OF EXCEPTIONAL TALENT.
SO WE WANT TO MAKE SURE THAT WE ARE TAPPING
INTO OUR BEST RESOURCE WHICH IS OUR CURRENT EMPLOYEES.
AND IT'S ACTUALLY OUR MOST EFFECTIVE SOURCE
FOR US RIGHT NOW,
SO IT REPRESENTS PROBABLY ASIDE FROM OUR DIRECT APPLICANTS
THAT ARE COMING TO US THROUGH OUR WEBSITE.
OUR ERP REPRESENTS THE HIGHEST,
SORT OF THE HIGHEST RETURN, I GUESS,
IN TERMS OF PERCENTAGES ON NUMBER OF PEOPLE
THAT ARE COMING TO US FOR EXTERNAL HIRES.
THE SECOND SORT OF MOVING CLOCKWISE DOWN IS TALENT HUBS.
SO THE WAY THAT WE THINK ABOUT THIS IS THAT
AS PART OF OUR STRATEGY,
WE NEED TO MAKE SURE THAT ANYWHERE,
WHERE CERTAIN TYPES OF TALENT ARE CONGREGATING,
THAT WE ARE THERE AS WELL, THAT WE HAVE A PRESENCE THERE.
SO AN EXAMPLE OF THAT WOULD BE
WITHIN OUR APPLICANT TRACKING SYSTEM.
SO THE APPLICANT TRACKING SYSTEM THAT WE USE IS TALEO.
AND WHEN PEOPLE COME IN AND THEY APPLY DIRECTLY,
THEY SORT OF SEGMENT THEMSELVES BY WAY OF EXPERIENCE.
AND SO YOU'LL HAVE A GROUPING OF PEOPLE
THAT HAVE SIMILAR TYPES OF EXPERIENCE.
WE WANT TO MAKE SURE THAT WE'RE LOOKING THAT GROUP.
THE SECOND WOULD BE MICROSITES.
SO THESE ARE MINI WEBPAGES OR MINI WEBSITES
THAT WE'VE CREATED THAT SORT OF SIT ON TOP
OF OUR REGULAR CAREER PAGE.
THAT GIVE A MORE FULL VIEW
OF ALL OF THE DIFFERENT TYPES OF ROLES
THAT ARE AVAILABLE WITHIN THE COMPANY.
FOR INSTANCE, ENGINEERING.
SO IF YOU WANT TO BE AN ENGINEER AT GENENTECH,
YOU CAN GO IN AND YOU CAN LOOK INTO THE CAREER SITE
AND YOU CAN LOOK AT ENGINEERING JOBS.
BUT THE CAREER SITE IS MEANT FOR ALL AUDIENCES,
IT'S NOT REALLY MEANT TO JUST FOCUS ON ENGINEERS.
SO WHAT WE WANT TO DO IS WE CREATE THESE SPACES
FOR THESE PEOPLE TO BE ABLE TO BECOME MEMBERS OF
AND JOINING CONGREGATE THAT WILL GIVE
A SORT OF A DAY IN A LIFE
OF WHAT IT IS MEAN TO BE AN ENGINEER AT GENENTECH.
WHAT ARE ALL OF THE DIFFERENT OPPORTUNITIES
THAT ARE AVAILABLE.
IT GIVE TOURS OF OUR LABS, TOURS OF OUR FACILITIES,
THINGS LIKE THAT.
SO THIS HAS BEEN REALLY, REALLY EFFECTIVE FOR US.
THE OTHER ARE NICHE JOB BOARD POSTINGS,
SO ANYTHING THAT WOULD BE SPECIFIC
TO THE BIO INDUSTRY,
WERE GONNA MAKE SURE THAT WE'RE GOING THERE
AND THAT WE'RE AROUND THAT TALENT.
AND THEN, WE'VE ALSO CREATED AN ALUMNI NETWORK.
SO FOR ALL OF OUR EMPLOYEES
THAT HAVE ONCE HAVE BEEN EMPLOYED AT GENENTECH
THAT HAVE LEFT,
WE CREATED A SPACE FOR THEM
TO BE ABLE TO STAY IN TOUCH WITH US.
AND IT'S JUST CALLED THE GENENTECH ALUMNI NETWORK.
WE HAVE ABOUT 11,500 EMPLOYEES THAT ARE ELIGIBLE TO JOIN,
AND THERE'S REALLY NO--
ANYONE CAN JOIN
IF THEY'VE BEEN AN EMPLOYEE AND THEY AUTHENTICATE.
WE THINK THAT IT'S ALSO A GREAT SOURCE OF REFERRALS FOR US FOR--
WELL, SOURCE OF REFERRALS, NUMBER ONE,
BUT ALSO CANDIDATES THAT HAVE LEFT THE ORGANIZATION
THAT WE CONSIDER TO BE REGRETTABLE LOSSES.
WE'D LIKE TO BE ABLE TO BRING THOSE PEOPLE BACK.
SO SOMETIMES SOMEONE COMES IN TO THE COMPANY,
THEY'RE DOING A REALLY GOOD JOB,
THEY NEED TO GO SOMEWHERE ELSE
TO DO SOMETHING ELSE FOR THEIR CAREER.
WE WANT TO MAKE SURE THAT WE'RE STAYING IN TOUCH WITH THEM
AND BRINGING THEM BACK TO US AT SOME POINT IN THE FUTURE
IF WE POSSIBLY CAN.
SO THE THIRD COMPONENT OF OUR STRATEGY
IS ACTUALLY THE MOST, PROBABLY THE MOST EFFECTIVE,
AND WHERE WE SPEND THE MOST TIME
REALLY PUTTING A LOT OF OUR ENERGY
AND MAKING SURE THAT THAT WE GET THIS PART RIGHT.
AND THIS IS THROUGH OUR DIRECT SOURCING
AND NETWORKING.
SO AS I MENTIONED A LITTLE BIT EARLIER,
WE HAVE A LOT OF CANDIDATES THAT COME TO US,
AS I'M SURE YOU GUYS AS YOU ALL DO AS WELL, RIGHT?
THEY COME IN THROUGH THE WEBSITE.
AND THAT'S GREAT.
HIGH VOLUME CANDIDATES ARE REALLY, REALLY GOOD,
BUT OFTEN TIMES, WHAT WE FOUND
IS THAT THOSE AREN'T THE RIGHT CANDIDATES
THAT WE WILL NEED FOR EVERY SINGLE JOB.
THERE'S GONNA BE A LOT OF JOBS THAT,
EVEN THOUGH, WE MIGHT HAVE HIGH VOLUME
OF APPLICANTS COMING IN, THEY'RE JUST NOT--
THEY DON'T POSSESS THE RIGHT SKILL SETS,
SO WE NEED TO BE ABLE TO PROACTIVELY GO
AFTER THOSE INDIVIDUALS.
AND IN ORDER FOR US TO BE ABLE TO DO THAT,
WE HAVE TO REACH OUT TO THEM DIRECTLY.
THE PASSIVE CANDIDATE POOL.
THOSE THAT ARE NOT LOOKING FOR JOBS,
THAT ARE SECURELY SITTING IN ANOTHER JOB SOMEWHERE ELSE,
AND WE NEED TO REACH OUT TO THEM DIRECTLY,
AND SAY, "HEY, WOULD YOU EVER BE INTERESTED
OR HAVE YOU EVER THOUGHT ABOUT MAYBE A CAREER AT GENENTECH?"
OR, "HAVE YOU EVER THOUGHT ABOUT JUST A CAREER,
IN GENERAL, A CAREER CHANGE IN GENERAL AND,
YOU KNOW, MAYBE WE MIGHT WANT TO GET TO KNOW YOU
OR WHO YOU MIGHT YOU KNOW THAT WOULD BE REALLY
A GOOD PERSON FOR US TO CONSIDER?"
SO WE DO THAT THROUGH A NUMBER OF WAYS.
WE HAVE WEB 2.0 TOOLS, SO LINKEDIN.
AND WILL IS GONNA TALK A LITTLE BIT ABOUT
SOME OF THESE THINGS IN OUR STRATEGY
AROUND SOCIAL MEDIA
AND HOW WE USE SOME OF THESE TOOLS A LITTLE BIT LATER.
BUT LINKEDIN IS A BIG SOURCE FOR US.
WE HAVE WEB AND TALENT COMMUNITIES, BLOGS,
ANYWHERE OUT THERE THAT WE KNOW
THAT WE CAN REACH OUT TO PEOPLE DIRECTLY,
WE MAKE SURE THAT OUR TEAM IS THERE.
WE ALSO HAVE PROFESSIONAL ASSOCIATIONS,
SO AS SARAH HAD MENTIONED EARLIER,
CANCER IS A BIG FOCUS AREA FOR OUR COMPANY.
AND THERE'S A PROFESSIONAL ASSOCIATION OUT THERE
CALLED ASCO,
WHICH IS THE AMERICAN SOCIETY FOR CLINICAL ONCOLOGY.
SO WE MAKE SURE THAT AT ASCO,
THERE ARE EVENTS THAT YOU CAN GO TO,
AND WE WANT TO HAVE A BIG PRESENCE AT THOSE EVENTS.
BUT WE WANT TO MAKE SURE THAT WE KNOW ALL THE MEMBERS OF ASCO,
THAT WE'RE REACHING OUT TO THEM, WE KNOW WHO THEY ARE,
WHAT THEY'RE DOING,
IF THEY WOULD EVER BE INTERESTED WORKING AT GENENTECH.
SO WE STRIVE TO REALLY BUILD RELATIONSHIPS WITH THOSE PEOPLE
THAT WE HOPE TO DEVELOP OVERTIME
AND EFFORT TO RECRUIT THEM TO GENENTECH.
AND THEN THE FOURTH IS THROUGH ONLINE DIRECTORIES,
LIKE ZOOM INFO AND JIGSAW.
IF YOU GUYS HAVEN'T HEARD OF THESE,
THESE ARE PLACES, WHERE YOU CAN GO OUT
AND FIND OUT CONTACT INFORMATION FOR PEOPLE
AND SORT OF WHAT THEY'RE CURRENTLY DOING
IN ORDER TO BE ABLE TO REACH OUT TO THEM DIRECTLY
FOR TALENT PIPELINES.
AND THEN, THE LAST COMPONENT OF OUR STRATEGY
IS OUR CRM TOOL.
SO YOU HAVE ALL THESE INFORMATION,
YOU HAVE ALL OF THESE DIFFERENT SOURCES OF TALENT
OR ALL OF THESE DIFFERENT CHANNELS OF TALENT
COMING IN TO YOU.
SOME ARE REFERRALS, SOME YOU REACH OUT TO DIRECTLY,
SOME ARE COMING TO YOU DIRECTLY THROUGH SOME NICHE POSTINGS,
SOME YOU DEVELOP RELATIONSHIPS OVER TIME,
BUT YOU NEED A WAY TO BE ABLE TO STORE
AND ORGANIZE THIS DATA,
SO THAT YOU CAN KEEP IN TOUCH WITH PEOPLE
EASILY AND EFFECTIVELY,
SO THAT YOU CAN RETRIEVE IT WHEN YOU NEED IT
BECAUSE YOU'RE PROBABLY DEVELOPING RELATIONSHIPS
IN ADVANCE OF A POSITION EVER BEING OPENED,
SO YOU NEED TO BE ABLE TO ORGANIZE AND STORE AND RETRIEVE.
AND WE DON'T THINK THAT AN APPLICANT TRACKING SYSTEM
IS A PLACE TO DO THAT
BECAUSE THE PEOPLE THAT WE'RE TALKING TO AT THIS STAGE
ARE NOT APPLICANTS FOR JOBS.
THESE ARE PEOPLE THAT ARE JUST OUT THERE
THAT WE ARE LOOKING TO BUILD RELATIONSHIPS WITH.
AND SO IN BUILDING THOSE RELATIONSHIPS,
WE NEEDED A PLACE TO BE ABLE TO MANAGE THOSE RELATIONSHIPS
THAT WASN'T GETTING IN THE WAY OF OUR TRUE APPLICANTS
AND OUR APPLICANT POOLS.
SO WE PROCURED A CRM TOOL,
AND THE TOOL THAT WE HAPPEN TO USE IS SALESFORCE.COM.
THERE'S A LOT OF OTHER TOOLS THAT ARE OUT THERE,
AND THIS IS, YOU KNOW,
THIS WHERE ALL OF OUR TALENT PIPELINES SIT AND RESIDE.
ANY QUESTIONS, SO FAR?
NO, OKAY.
SO THE NEXT PIECE OF THE PUZZLE,
SO THAT WAS THE DISCOVERY PIECE.
THAT WAS HOW WE GO ABOUT FINDING ALL OF THE FOLKS
THAT WE'RE GOING TO ENGAGE.
AND THEN, THE SECOND PIECE IS DEVELOPMENT AND DELIVERY.
SO WHAT WE HAVE TO DO ONCE WE'VE IDENTIFIED
WHO THESE PEOPLE ARE IS WE NEED TO FIGURE OUT,
OKAY, "HOW ARE WE GOING TO DEVELOP THEM
INTO ACTUAL CANDIDATES OR APPLICANTS FROM PEOPLE,
GOING FROM PEOPLE WHO WE DON'T KNOW
TO PEOPLE WHO WE DO KNOW.
HOW ARE WE GONNA DO THAT EFFECTIVELY?
HOW ARE WE GONNA MEASURE OUR SUCCESS
AS WE GO THROUGH THAT PROCESS?
AND THEN, WHAT ARE WE GONNA DO TO MAKE SURE
THAT WE'RE KEEPING ALL OF THAT INFORMATION ORGANIZED,
SO THAT WE CAN USE IT IN THE FUTURE IF WE NEED TO.
AND THE WAY THAT WE HAVE DECIDED TO DO THAT
IS THROUGH A FUNNEL APPROACH.
AND IF YOU'RE FAMILIAR WITH SALES,
THIS IS A TYPICAL SORT OF A SALES FUNNEL
THAT YOU MIGHT SEE.
AND IT GOES FROM JUST HAVING
A VERY, VERY BROAD APPROACH AT THE BEGINNING,
WHERE YOU HAVE ALL OF THE PEOPLE THAT YOU'VE IDENTIFIED AS LEADS,
PEOPLE WHO YOU DON'T KNOW,
AND YOU'RE REACHING OUT TO THEM DIRECTLY.
AND THE AIM IS TO CHANGE THOSE PEOPLE
FROM PEOPLE YOU DON'T KNOW TO PEOPLE THAT YOU DO KNOW,
AND THAT YOU'RE IN TWO-WAY CONVERSATION WITH.
WE CALL THOSE PEOPLE CONTACTS.
AND PEOPLE KIND OF LIVE IN THIS CONTACT SPACE
FOR A REALLY LONG TIME.
SOMETIMES, YOU KNOW, 6, 8, 12 MONTHS,
THEY CAN BE IN THIS SPACE,
WHERE YOU'RE HAVING CONVERSATIONS WITH THEM
AROUND WHAT IT IS THAT THEY'RE LOOKING FOR
IN THEIR NEXT ROLE, ETCETERA, ETCETERA.
WE-- IF YOU LOOK OVER HERE ON THIS SIDE,
THIS BOX OVER HERE, THAT SAYS LEADS TO CONTACTS,
AND THEN, BELOW IT, CONTACTS TO CANDIDATES.
THIS IS WHERE WE ACTUALLY MEASURE OUR ABILITY TO CONVERT.
SO AS YOU MOVE THROUGH THE FUNNEL,
YOU HAVE LEADS AND CONTACTS,
CONTACTS DEVELOPED,
AND THE LAST HERE, DOWN HERE IS THE BOTTOM,
WHICH IS CANDIDATES SLATES DEVELOPED.
ONCE SOMEBODY GOES FROM BEING A CONTACT,
WHICH IS SOMEONE WHO YOU'RE JUST IN CONVERSATION WITH
TO BECOMING A TRUE CANDIDATE,
THAT'S WHEN THEY BECOME AN APPLICANT FOR US.
AND THEY LEAVE OUR SYSTEM, WHICH IS OUR RELATIONSHIP TOOL,
AND MOVE IN TO OUR APPLICANT TRACKING TOOL.
SO THOSE ARE SORT OF WHAT THOSE WORDS MEAN TO US.
AND THEN, ON THE SIDE, THE LEADS TO CONTACTS
AND CONTACTS TO CANDIDATES,
THIS IS HOW I LOOK AT THE EFFICIENCY
AND EFFECTIVENESS OF MY TEAM.
AND I SAY, "HOW ARE YOU ABLE--
HOW ARE YOU DOING IN YOUR ABILITY
TO CONVERT PEOPLE FROM THOSE THAT WE DON'T KNOW
TO PEOPLE THAT WE DO KNOW.
WE WANT TO MAKE SURE THAT THE FUNNEL
IS ALWAYS BEING FILLED WITH A LOT OF INDIVIDUALS,
AND WE SET SOME GOALS AND PARAMETERS
AROUND WHAT THOSE NUMBERS SHOULD BE.
OVER HERE ON THE SIDE,
WHERE WE HAVE PIPELINES DEVELOPED,
WHERE IT SAYS CONTACTS DEVELOPED ON THE FUNNEL.
AND THEN, THIS IS WHERE THE PIPELINES ARE,
THIS IS WHERE WE BEGIN TO ORGANIZE AND STORE PEOPLE.
SO AS WE'RE GETTING TO KNOW FOLKS
AND WE UNDERSTAND WHAT IT IS THAT THEY'RE DOING
AND WHAT THEY'RE LOOKING FOR IN THEIR NEXT CAREER,
THEN WE BEGIN TO ORGANIZE THEM AND SAY,
"OKAY, SO THIS PERSON WOULD POTENTIALLY BE INTERESTED IN,
YOU KNOW, THESE FOUR TYPES OF DIFFERENT OPPORTUNITIES
IF THEY EVER WERE TO BECOME AVAILABLE,
AND SO THIS IS HOW WE ORGANIZE THEM.
AND THERE ARE VERY SIMILAR WAY TO THE WAY THAT WE LOOK AT OUR--
MOVING OUR MOLECULES THROUGH THE PIPELINE,
SO SOMETHING STARTS VERY, VERY BIG.
YOU HAVE LOTS OF SCIENTISTS
WORKING ON TRYING TO DEVELOP SOMETHING,
AND THEN ONLY A SELECT FEW
ACTUALLY MAKE THEIR WAY THROUGH THE PROCESS.
WE'RE JUST TAKING THE SAME APPROACH.
AND THEN THE LAST HERE UNDER TOP TIER
CANDIDATE'S SLATE DEVELOPED WHERE IT SAYS,
CANDIDATE HAND OFF ON THE SIDE.
THIS IS WHERE, AS I MENTIONED BEFORE,
THE CANDIDATES ARE ACTUALLY MOVING
INTO THE APPLICANT TRACKING SYSTEM.
THEY'RE HANDED OFF TO THE STAFFING TEAMS
THAT SARAH MENTIONED BEFORE FROM MY TEAM
TO THE STAFFING TEAM TO COME IN,
AND BE CONSIDERED FOR TRUE REQUISITIONS
THAT ARE OPEN AND READY NOW.
AND THE THREE SORT OF BUCKETS THAT YOU SEE AT THE BOTTOM,
THESE ARE REALLY THE CORE-- MAIN DELIVERABLES OF THE TA TEAN.
SO CANDIDATE SLATES FOR FUTURE AND OPEN POSITIONS,
CANDIDATES FOR EXECUTIVE LEVEL POSITIONS
AND CANDIDATES FOR OPPORTUNISTIC HIRES.
AND WHAT OPPORTUNISTIC HIRES ARE FOR THOSE THAT DON'T KNOW
OR AS WERE GOING THROUGH AND WE'RE RECRUITING,
GOING THROUGH THE RECRUITING PROCESS,
WE MAY IDENTIFY INDIVIDUALS
THAT WOULD BE EXCEPTIONAL EMPLOYEES AT GENENTECH,
BUT WE DON'T HAVE A REQUISITION OPEN FOR THEM.
WE WANT TO MAKE SURE THAT THE BUSINESS
IS AWARE OF THOSE INDIVIDUALS,
SO THAT IF THERE IS AN OPPORTUNITY
FOR A ROLE TO BE CREATED FOR SOMEONE,
THAT WE HAVE THE ABILITY TO MAKE THAT HAPPEN.
SO THOSE ARE THE DELIVERABLES AND THE FUNNEL APPROACH.
DID ANYONE HAVE ANY QUESTIONS ABOUT THAT?
NO? I'M GONNA TURN IT OVER TO WILL,
THEN AND LET HIM DIVE IN TO THE SOCIAL MEDIA,
WHICH I TALKED ABOUT JUST A LITTLE BIT.
HEY, EVERYBODY, MY NAME IS WILL SMILEY.
IN KEEPING WITH MY COLLEAGUE'S THEME HERE,
SOMETHING INTERESTING ABOUT ME
IS THAT I DON'T HAVE ANY CHILDREN.
[laughs]
(Sarah) THAT'S INTERESTING.
I USED TO LIVE HERE IN D.C.,
I ACTUALLY LIVED HERE FOR FOUR YEARS,
AND I WORKED A LITTLE BIT WITH GOVERNMENT.
I WAS IN THE PEACE CORP, 10 OR 12 YEARS AGO.
AND AFTER I DID MY SERVICE,
I WORKED IN AND AROUND THE STATE DEPARTMENT,
OFFICE OF FOREIGN DISASTER ASSISTANCE.
I WORKED ON THE FREEDOM SUPPORT ACT
IN THE FORMER SOVIET UNION.
I WORKED WITH DEVELOPMENT ALTERNATIVES
WHICH IS ONE USA'S LARGEST CONTRACTOR.
SO I HAD SOME KIND OF QUASI-PARA GOVERNMENT EXPERIENCE
HERE IN D.C.
AND THEN, I'M FROM CALIFORNIA, ORIGINALLY,
SO I GOT A CALL ONE DAY,
SOME PROACTIVE SOURCING FROM THIS TEAM
TO SEE IF I WOULD EVER THINK ABOUT COMING BACK TO CALIFORNIA
AND TAKING MY EXPERIENCE HERE AND APPLYING IT
IN A REALLY GREAT COMPANY.
SO THAT'S MY BACKGROUND.
AS WITH MY COLLEAGUES HERE,
PLEASE ASK ANY QUESTIONS AS WE'RE GOING ALONG.
I'M GONNA TALK ABOUT HOW TO LEVERAGE YOUR MISSION,
NOT HOW YOU WOULD LEVERAGE YOUR MISSION,
HOW WE ARE LEVERAGING OUR MISSION
TO USE SOCIAL MEDIA.
AND IT'S HERE.
SO, IT'S SARAH-- I DON'T KNOW IF YOU REMEMBER THE SLIDE,
WHERE SHE TALKED ABOUT THE THREE PILLARS,
PATIENTS, SCIENCE AND PEOPLE.
IN PREVIOUS YEARS, OUR RECRUITMENT CAMPAIGNS
REALLY FOCUSED ON THE PATIENTS AND THE SCIENCE.
THAT'S WHAT WE WERE REALLY USING TO SELL GENENTECH
WHEN WE WENT OUT TO CONFERENCES,
WHEN AMANDA SEEM TO PICK UP THE PHONE.
ALL OF THE RECRUITMENT CAMPAIGNS WERE SORT OF BASED AROUND THAT.
AND WE DIDN'T REALLY SO MUCH TALK ABOUT THE PEOPLE
OR THE GREAT PLACE TO WORK PART,
EXCEPT TO SAY WE'RE A FORTUNE,
BEST PLACE TO WORK KIND OF COMPANY.
AND AS SOCIAL MEDIA HAS EVOLVED OVER THE PAST FEW YEARS,
WE HAVE BEEN ABLE TO THEN TAKE THAT MISSION,
THAT THIRD PILLAR, AND REALLY PUSH IT
TO THE FOREFRONT OF OUR RECRUITMENT EFFORTS.
AND THAT'S REALLY, TODAY, WHAT'S DRIVING OUR PRESENCE
IN SOCIAL MEDIA,
AS FOR THE FIRST TIME HAVING THIS VOICE
THAT CAN REALLY ARTICULATE WHAT IT MEANS TO WORK AT GENENTECH,
WHY PEOPLE ARE SO PASSIONATE ABOUT THE COMPANY,
WHY THEY LOVE WORKING THERE,
WHY IT'S A GREAT PLACE TO WORK.
LIKE, I THINK, PROBABLY LIKE THE U.S. GOVERNMENT,
GENENTECH IS MADE UP OF A BUNCH OF ORGANIZATIONS.
EACH WITH THEIR OWN UNIQUE CULTURE
AND HISTORY WITHIN THE COMPANY.
SO WE HAVE THE RESEARCH ORGANIZATION
THAT WE CALL gRED,
GENENTECH RESEARCH AND EARLY DEVELOPMENT.
IT'S FULL OF ACADEMICS AND SCIENTISTS.
THEY HAVE A VERY DIFFERENT APPROACH
TO HOW THEY MANAGE THEIR WORK THERE.
AND WE HAVE A VERY DIFFERENT APPROACH
ABOUT HOW WE WORK WITH THEM.
SIMILARLY, THE COMMERCIAL ORGANIZATIONS IS FULL OF,
WELL, VERY SALE-SY PEOPLE.
YOU CAN IMAGINE THEY ARE QUITE DIFFERENT
THAN THE SCIENTISTS THAT ARE IN THE RESEARCH ORGANIZATION.
SO ONE CHALLENGE FOR SARAH AND AMANDA AND I
IS TO HAVE A CORPORATE OVERVIEW OF ALL OF THESE ORGANIZATIONS
AND SUPPORT THEM IN THEIR RECRUITING EFFORTS.
AT THE SAME TIME, LET THEM ADAPT LOCALLY
THE THINGS THAT WE'RE DOING.
AND SO WITH OUR RECRUITMENT CAMPAIGN,
IT'S CALLED "LIFE INSPIRED"
AND IT WAS THIS WHOLE SLIDE DECK
HAS BEEN BRANDED WITH "LIFE INSPIRED".
WE ARE ABLE TO SORT OF PROVIDE A GENERAL RECRUITMENT CAMPAIGN
THAT WE CAN USE EXTERNALLY,
BUT ALLOW OUR CLIENTS TO ADAPT LOCALLY.
AND SOCIAL MEDIA HAS BEEN A REALLY GREAT PLACE
FOR US TO DO THAT BECAUSE REALLY, TRULY,
WHEN SOMEONE FROM AMANDA'S TEAM SITS DOWN WITH A HIRING MANAGER
AND SAYS, "HOW DO YOU WANT TO GO AFTER THIS
FILLING THIS REQUISITION?"
THEY CAN PULL ON ANY OF THE TOOLS
THAT WE PROVIDE, AND ADAPT THEM,
AND ONE OF THEM WOULD BE SOCIAL MEDIA,
AND CAN KIND OF DIRECT IT THE WAY THEY WANT TO.
SO THOSE ARE JUST SOME OF THE POINTS
I WANT TO MAKE ABOUT HOW WE'RE LEVERING OUR MISSION.
SO WE'RE GONNA KIND OF GO INTO A FEW OF THE THINGS
THAT WE'VE SETUP SO FAR,
AND I KNOW THAT YOU GUYS
ALSO HAVE SOME OF THESE THINGS AS WELL.
SO FEEL FREE TO ASK QUESTIONS AND TALK ABOUT IT.
LET'S TALK ABOUT THE EVOLUTION.
SO YOU KNOW GENENTECH IS A RESEARCH DRIVEN,
SCIENCE-DRIVEN COMPANY.
WE EXPERIMENT, OBVIOUSLY, ALL THE TIME.
AND SO THAT KIND OF SPILLS OVER INTO OUR ORGANIZATION AS WELL.
WE ARE EXPECTED TO CONSTANTLY BE TRYING NEW THINGS.
AND WHEN WE'RE TRYING THESE NEW THINGS,
IF SOMETHING WORKS OUT,
THEN WE WILL ADAPT IT FOR THE ORGANIZATION.
AND SO I FEEL REALLY LUCKY THAT I GET TO WORK IN A PLACE,
WHERE THAT IS ACCEPTED
AND THAT'S WHAT WE ARE SUPPOSED TO DO.
SO, IT WAS INTERESTING SEVERAL YEARS AGO--
I ONLY THINK IT'S ONLY BEEN AWHILE NOW,
LINKEDIN HAS BEEN ON THE MARKET NOW
FOR SIX OR SEVEN YEARS.
AMANDA'S TEAM, THE SOURCING CONSULTANT,
INITIALLY STARTED TO BE IN LINKEDIN.
THEY HAD THEIR PROFILES SET UP.
THEY, LIKE EVERYBODY,
PROBABLY HAD THEIR RESUME UP THERE,
AND IT WAS REALLY MORE LIKE, "HEY, HERE'S WHO I AM,"
AND THEY WERE BUILDING UP THEIR NETWORKS.
AND THEN, AS IT REALLY STARTED TO GROW,
IT BECAME, LIKE, A VERY STRONG TOOL FOR RECRUITING
AND THAT WE SAW, OKAY, WE HAVE THESE NETWORKS,
AND SO AND SO KNOWS SO AND SO,
AND I CAN CONTACT THAT PERSON,
AND WE CAN TALK TO THEM
ABOUT JOINING OUR TALENT PIPELINES.
AFTER THE EVOLUTION WENT FURTHER,
AND THEN LINKEDIN DECIDED TO OPEN UP THEIR NETWORK, TOO.
DOES ANYONE HERE HAVE A LINKEDIN LICENSE
THAT THEY USE TO RECRUIT FROM?
SO I DON'T KNOW IF YOU'RE AWARE ABOUT THIS,
BUT LINKEDIN HAS A PROGRAM CALLED LINKEDIN RECRUITER
THAT YOU COULD BUY INTO,
AND IF ANY OF YOU USED LINKEDIN,
YOU KNOW THAT YOU HAVE-- YOU CAN CONTACT ANYONE
IN THE FIRST DEGREE OF YOUR NETWORK.
THE SECOND DEGREE, YOU HAVE TO GET AN INTRODUCTION,
SO ON AND SO FORTH..
IF YOU BUY A LINKEDIN RECRUITER LICENSE,
YOU CAN ACTUALLY GET ACCESS TO THE ENTIRE NETWORK,
AND YOU CAN WRITE DIRECTLY TO PEOPLE.
SO WITH THE ADVENT OF THAT SORT OF PROGRAM,
WE WERE ABLE TO REALLY EXPAND LINKEDIN EVEN FURTHER.
AMANDA, CAN YOU CLICK ON THE "IN"?
SO THEN THE NEXT STAGE IN OUR SOCIAL MEDIA EFFORTS
WERE WITH LINKEDIN WAS--
OKAY, WITH THE RECRUITERS ARE ALL THERE,
THEY'RE BUILDING THEIR NETWORKS.
THEN WE BOUGHT IN THIS LICENSES,
AND THEY COULD START TO REACH OUT
TO ANYBODY THEY WANTED.
AND THEN LINKEDIN OFFERED A CUSTOM COMPANY PROFILE.
SO THIS WAS LIKE OUR FIRST REAL FORAY
INTO THE SOCIAL MEDIA SPACE.
AND THIS KIND OF PRODUCT THAT THEY'RE OFFERING
IS VERY INTRIGUING BECAUSE WHAT HAPPENS IS
IF I'M A SALES PERSON AND I HAVE A PROFILE IN LINKEDIN,
AND IT SAYS THAT I AM A SALES PROFESSIONAL,
WHEN I GO TO GENENTECH'S PAGE,
I'LL ACTUALLY GET CUSTOM CONTENT FOR A SALES PERSON.
SO WHAT DOES IT MEAN TO DO SALES AT GENENTECH.
IF I'M A SCIENTIST, I HAVE A SCIENCE BACKGROUND,
I CLICK ON GENENTECH'S PAGE,
THEN I WILL GET CUSTOM CONTENT
FOR WHAT IT MEANS TO BE A SCIENTIST AT GENENTECH.
IT'S A VERY INTRIGUING TOOL
AND IT ALLOWED US, FOR THE FIRST TIME,
TO REALLY START USING THE POWER OF SOCIAL MEDIA
TO TARGET OUR MISSION AND GET PEOPLE
INTERESTED IN THE COMPANY.
WHAT YOU'LL ALSO SEE HERE,
WHICH WAS FULL CIRCLE BACK TO THE RECRUITERS IS NOW--
THE RECRUITERS ARE HERE AND THEY'RE LISTED ON OUR PAGE.
AND SO PEOPLE SEE,
"OH, I'M LEARNING ABOUT THIS COMPANY.
I SEE WHAT I CAN DO AS A SCIENTIST,
AND NOW I SEEK RECRUITERS THAT I CAN CONTACT TO TALK ABOUT.
AND THESE ARE ACTUALLY ALL MEMBERS OF AMANDA'S TEAM
TO TALK ABOUT OPPORTUNITIES AT GENENTECH.
AND, AMANDA, CAN YOU CLICK ON PAM'S?
THIS IS ALSO ANOTHER INTERESTING EVOLUTION IN THE PRODUCT.
SO THIS IS PAM MAYNARD.
SHE'S ONE OF OUR STAR SOURCING CONSULTANTS.
SHE'S ACTUALLY QUITE BRILLIANT.
AND IF YOU ARE FAMILIAR WITH THE LINKEDIN PROFILE,
IF YOU CAN SCROLL DOWN, AMANDA,
TYPICALLY, YOU GET TO THIS PART EXPERIENCE,
THAT'S WHERE YOU WOULD DROP YOUR RESUME IN.
HERE'S EVERYTHING THAT I'VE DONE,
WHERE I'VE WORKED.
PAM AND THE REST OF THE CREW OVER THE LAST FEW YEARS,
THEY'VE CHANGED THIS COMPLETELY FOR US.
IF YOU LOOK HERE NOW, WHAT PAM HAS HERE
IS A BRIEF DESCRIPTION OF WHO SHE'S LOOKING FOR.
THERE'S NOTHING REALLY ABOUT HER,
EXCEPT THAT MAYBE SHE WENT TO SAN FRANCISCO STATE,
BUT IT'S REALLY ABOUT THE FACT
THAT SHE'S LOOKING FOR NEUROSCIENTISTS,
BIOCHEMISTS, VIROLOGIST,
"PLEASE CONTACT ME.
I'M HERE TO MEET ANYBODY IN THAT SKILL SET
WHO'S INTERESTED IN PERHAPS COMING TO WORK
IN SOUTH SAN FRANCISCO."
SHE ALSO HAS-- LINKEDIN IS FAMOUS FOR THIS.
ALL THE INDUSTRIES ASSOCIATIONS
NOW HAVE GROUPS ON LINKEDIN.
SO SHE IS A MEMBER OF MANY OF THE GROUPS,
WHERE SHE WOULD TYPICALLY GO TO FIND PEOPLE.
AND SO SHE'S ACTIVELY ENGAGING
IN THOSE CONVERSATIONS WITH THOSE GROUPS.
YOU GET A WEEKLY DIGEST OF ALL THE THINGS
THAT PEOPLE ARE POSTING.
SHE'S PART OF THOSE GROUPS,
AND SHE GOES TO THEIR CONFERENCES,
AND SHE'S MEETING THE PEOPLE ALL THROUGH HERE.
SO THIS IS WHERE WE REALLY STARTED OUR SOCIAL MEDIA FORAY,
AND THIS IS HOW IT KIND OF EVOLVED OVER THE LAST FEW YEARS
WITH PEOPLE ON AMANDA'S TEAM.
CAN YOU GO BACK TO THE DECK?
THANK YOU. YOU JUST CLICK ON THE POWERPOINT
AND IT WILL OPEN.
THERE YOU GO.
SO WE STARTED TO MOVE IN THE SOCIAL MEDIA SPACE
WITH LINKEDIN,
AND WE HAVE TO ADMIT IT WAS A LITTLE SCARY FOR US.
WHEN WE STARTED TO TALK TO LEADERSHIP ABOUT IT,
THERE WERE A LOT OF QUESTIONS.
WELL, I HAVE A FACEBOOK PROFILE.
PEOPLE CAN POST ANYTHING ON MY WALL.
WHAT HAPPENS IF SOMEONE POST SOMETHING
ON OUR LINKEDIN PAGE, WHERE WE NOW HAVE 20,000 FANS,
WHAT WILL WE DO IF SOMEONE POSTS SOMETHING ADVERSE.
YOU KNOW, WE, OBVIOUSLY, AS A PHARMACEUTICAL COMPANY,
WE ARE REGULATED BY THE FDA.
AND THE FDA WATCHES VERY CLOSELY
WHAT WE SAY ABOUT PATIENTS AND SCIENCE.
AND SO, WE HAVE TO BE VERY CAREFUL
ABOUT THAT KIND OF MESSAGING.
WHAT IF SOMEONE POST SOMETHING ABOUT A MEDICINE
OR AN ADVERSE EVENT THAT THEY HAD
WITH ONE OF OUR MEDICINES?
WHAT ARE WE GOING TO DO?
SO WE THOUGHT THESE ARE REALLY GOOD QUESTIONS,
AND BECAUSE WE HAVE THIS RECRUITMENT BRAND APPROACH,
WHERE WE REALLY WANT TO PUSH THE PEOPLE SIDE,
YOU KNOW, WHAT IS LIKE TO WORK AT GENENTECH,
WE FELT IT WAS VERY IMPORTANT TO START TO BUILD A CASE
FOR WHY WE SHOULD BE IN THE SPACE,
WHY WE SHOULD BE ON FACEBOOK,
WHY WE SHOULD BE ON TWITTER.
AND WHAT WE FOUND WAS WE HAD TO BE VERY, VERY THOUGHTFUL,
AND PLAN FULL ABOUT IT.
AND I'LL GIVE YOU TWO EXAMPLES OF WHAT THAT MEANS.
FOR ONE THING, IF WE'RE GONNA MOVE INTO SOCIAL MEDIA,
WE WANTED IT TO BE GENUINE.
WE DIDN'T WANT TO HAVE IT TO BE A ONE-WAY COMMUNICATION TOOL.
WE DIDN'T WANT IT TO BE SOMETHING
THAT WE WERE POSTING CONTENT, AND THAT WAS IT.
BECAUSE IF ANY OF YOU WERE ON SOCIAL MEDIA,
YOU KNOW IT'S A CONVERSATION.
IT'S PEOPLE POSTING,
YOU POST SOMETHING, PEOPLE POST BACK,
AND PEOPLE ARE TALKING ABOUT WHATEVER TOPIC IT IS.
YOU CAN OPEN A FACEBOOK PAGE, AND YOU CAN SAY,
"YOU KNOW, WHAT, ONLY I'M GONNA BE PUTTING CONTENT OUT THERE,
AND NOBODY ELSE IS GONNA BE ABLE TO RESPOND."
AND WE THOUGHT ABOUT DOING THAT,
BUT WE THOUGHT IT WOULDN'T BE GENUINE FOR US TO DO THAT.
WE WANTED TO HAVE A REAL CONVERSATION.
SO ONE OF THE TOOLS WE PUT IN PLACE
WAS A RESPONSE MATRIX,
WHICH WE LITERALLY SAT DOWN WITH OUR LEGAL TEAM,
AND CORPORATE RELATIONS.
AND WE WROTE DOWN EVERY KIND OF POSSIBLE QUESTION
WE COULD GET, AND THEN, WHAT WOULD THE RESPONSE BE?
AND, OF COURSE, TO BE GENUINE IN SOCIAL MEDIA,
IT'S NOT, LIKE, YOU WOULD JUST COPY AND PASTE THE RESPONSE.
YOU NEED TO PUT IT INTO YOUR OWN VOICE
IF IT'S YOUR DAY TO BE WATCHING THE FACEBOOK PAGE.
BUT AT LEAST WE HAVE A READY-MADE TOOL FOR ANYONE
WHO'S WORKING ON IT TO KNOW HOW THEY CAN RESPOND
TO ANY KIND OF QUESTION THAT GETS POSTED THERE.
NOW THAT'S NOT TO SAY THAT WE WOULDN'T REMOVE
SOMETHING IF IT WAS INAPPROPRIATE.
INAPPROPRIATE OR IF IT WAS SOMETHING THAT WE KNEW
WOULD GET US IN TROUBLE WITH THE FDA,
THEN THOSE THINGS WILL COME DOWN IMMEDIATELY.
BUT FOR INSTANCE, IF SOMEONE POST SOMETHING,
LIKE, "WE THINK YOU'RE RECRUITMENT PROCESS
TAKES A REALLY LONG TIME"
OR "I HAVEN'T HEARD BACK FROM ANY RECRUITERS THERE
AT GENENTECH,
AND I HAVE APPLIED TO FIVE JOBS IN THE LAST TWO YEARS."
MY TEAM THINKS THAT THOSE ARE VALID CRITICISMS,
AND WE GET 200,000 TO 300,000 APPLICATIONS
EACH YEAR AT GENENTECH, WHICH I'M SURE, YOU GUYS,
CAN ALSO GET FOR YOUR OWN REQUISITIONS.
AND SO THAT IS SOMETHING THAT WE WOULD RESPOND TO
PUBLICLY AND SAY, "YOU KNOW WHAT,
IT'S NOT POSSIBLE FOR US TO RESPOND
TO EVERY SINGLE APPLICATION, BUT WE'RE DOING OUR BEST.
AND IF YOU'RE QUALIFIED FOR THE POSITION,
WE'LL BE IN TOUCH WITH YOU."
SO THAT'S KIND OF HOW ONE PART OF THE SOCIAL MEDIA
THAT ALLOWED US TO CONVINCE LEADERSHIP THAT
WE COULD MOVE INTO THE SPACES
BY HAVING THE RESPONSE MATRIX.
YEAH?
[FAINT AUDIO]
UM...
KNOCK ON WOOD, NO. [laughs]
NOT YET, NOT YET.
I MEAN, REALLY, WE WORK VERY CLOSELY WITH LEGAL,
AND FOR THE FIRST THREE MONTHS,
WE HAVE, LIKE, WEEKLY MEETINGS PLAN WITH LEGAL
BECAUSE WE'RE, LIKE, "WE'RE GONNA GET
ALL THESE QUESTIONS THAT ARE GONNA BE, LIKE YOU SAID,
AND WE NEED TO KNOW HOW TO ANSWER THEM,
AND IT ACTUALLY NEVER HAPPENED.
IT NEVER HAPPENED FOR US.
THE QUESTIONS I GET ARE,
"I'M GRADUATING SENIOR THIS YEAR,
AND I REALLY WANT TO TAKE MY BIOLOGY DEGREE,
AND DO SOMETHING WITH YOUR COMPANY,
WHAT CAN I DO?"
AND I HAVE GOTTEN THE ONES LIKE,
"I'VE APPLIED TO YOU GUYS, YOU KNOW, 40 TIMES,
I NEVER HEARD FROM ANYBODY."
SO WE DO SEE SOME OF THAT POST,
BUT, GENERALLY, IT'S MORE POSITIVE.
LIKE I'VE SAID, WERE USING SOCIAL MEDIA
TO LEVERAGE THE MISSION.
SO A COUPLE OF WEEKS AGO--
AND I'LL JUST FORWARD TO THE NEXT SLIDE,
YOU CAN'T REALLY SEE THIS.
WE CHALLENGED OUR COMPANY TO CREATE THE LONGEST
HUMAN DOUBLE-HELIX ON OUR CAMPUS.
SO THIS IS AN AERIAL SHOT OF THAT,
AND THESE ARE ALL EMPLOYEES.
AND WE INVITED THE "GUINNESS BOOK OF WORLD RECORDS"
TO COME AND SEE IF WE COULD DO IT.
AND WE DID IT, SO WE'RE VERY EXCITED ABOUT IT.
AND THIS IS THE KIND OF THING THAT WE WOULD USE
TO KIND OF SELL THE MISSION.
THIS IS THE KIND OF QUIRKY STUFF
THAT GENENTECH LIKES TO DO ALL THE TIME.
AND WE POST THAT UP ON FACEBOOK,
AND THE RESPONSES ARE, "UH, I LOVE YOU, GUYS."
"YOU'RE SO AMAZING."
ALL THE "LIKES" ARE COMING IN.
AND THAT'S REALLY WHERE WE SEE A LOT OF THE CONVERSATION
HAPPENING UNLESS AROUND THE REALLY TOUGH QUESTIONS,
BUT WE ARE PREPARED.
IT COULD VERY WELL HAPPEN,
AND WE HAVE A TEAM OF PEOPLE IN PLACE
WHO WE KNOW WE CAN GO TO LEGAL CORPORATE RELATIONS,
WHERE IF IT DOES HAPPEN,
WE WILL BE THERE AND WE WILL RESPOND.
[FAINT AUDIO]
AND THE WEBSITE.
AND THEN, IF YOU DON'T ADDRESS IT,
PROBABLY IT'S AN ISSUE.
IF YOU DO ADDRESS IT, PROBABLY IT WILL BE AN ISSUE.
AND SO IT'S JUST SENSITIVE,
AND SO WE SIT DOWN AND TRY TO SAY TO OUR EXECUTIVES,
"WAIT A MINUTE, ADDRESS EVERY QUESTIONS
THAT COULD POSSIBLY COME UP
AND THAT'S NOT A SELLING POINT FOR US.
RIGHT, ONE OF THE THINGS WE SET UP WAS
WE HAVE A PARTICIPATION POLICY ON HERE.
AND WE'VE EVEN INVITED PEOPLE TO PARTICIPATE IN THIS SITES,
AND WHAT WE WANT THEM TO KNOW IS THIS IS A SITE
SET UP FOR PEOPLE TO LEARN ABOUT THE CULTURE OF GENENTECH,
AND FOR US TO RECRUIT PEOPLE.
AND ANY CONVERSATION THAT EXIST OUTSIDE THAT SPACE,
WE WILL BE CERTAINLY RESPONDING TO,
BUT WE MAY ASK YOU TO TAKE THAT CONVERSATION OFFLINE WITH US.
SO THERE MIGHT BE, IN THAT CASE, IN OUR MATRIX,
A WAY THAT WOULD WORK IS THERE'LL BE ONE
REALLY NICE RESPONSE SAYING, "YOU KNOW, IT'S INTERESTING.
WE WOULD LIKE TO TALK TO YOU FURTHER ABOUT IT,
LET'S TAKE THIS CONVERSATION OFFLINE,
AND SO IT DOESN'T MOCK UP THE WALL.
YOU KNOW, YOU JUST DON'T SEE THE BACK AND FORTH AROUND IT.
SO I THINK THERE ARE WAYS AROUND IT,
BUT IT IS SOMETHING THAT'S VALID,
AND YOU HAVE TO THINK ABOUT HOW WOULD WE RESPOND,
IN THOSE SITUATIONS WITH PERSONAL OPINIONS.
YEAH, DEFINITELY.
HOW ARE WE DOING, AGAIN, ON TIME?
OKAY.
SO ANY QUESTIONS?
YEAH.
CAN I GO ON THE SOCIAL MEDIA THEME?
HAS NON-GENENTECH LAWYERS SAY,
ENGAGED THERE ON FACEBOOK AND LINKEDIN HAVE A--
AN OPPORTUNITY, YOU KNOW, KIND OF
POLICING SOME OF THE QUESTION?
I MEAN, DO YOU HAVE - [FAINT AUDIO]
OH, CROWD CONTROL?
YEAH, NUTS.
I MEAN, NOT THAT I'VE SEEN YET.
I COULD IMAGINE IT HAPPENING, THOUGH,
YOU KNOW, EVERYONE HAS AN OPINION,
SO IF THEY GOT TO THAT POINT, WHERE SOMEONE PUT UP SOMETHING
THAT'S VERY PROVOCATIVE, I CAN IMAGINE A GENENTECH--
OUR FANS ARE PRETTY RABID.
[laughs]
SO THERE WOULD BE, THERE COULD BE SOME OF THAT
CROWD CONTROL GOING ON FOR SURE.
WE HAVE THE SAME PROBLEM WITH FANS [FAINT AUDIO]
THAT'S-- THAT'S AWESOME [laughs]
THAT'S GOOD.
WAS THERE ANOTHER QUESTION? YEAH?
SO YOU DO HAVE SOME UNHAPPY POSTERS,
DO YOU HAVE THE ABILITY TO REMOVE THESE?
TO GO AHEAD AND BLOCK THEM ONCE THEY'RE REACTING OFF LINE?
YEAH, YEAH, YOU CAN REMOVE IT.
YEAH.
I ACTUALLY HAVE ANOTHER QUESTION.
I HEARD YOU MENTIONED YOU RECEIVED
BETWEEN 200,000 AND 300,000 APPLICATIONS PER YEAR.
200,000 AND 300,000 APPLICATIONS PER YEAR.
YEAH
SO, THAT'S QUITE A BIT.
I THINK, I DON'T KNOW IF SARAH TALKED ABOUT IT,
I THINK WE FILLED A THOUSAND JOBS EXTERNALLY
LAST YEAR.
SO THAT'S A HUGE APPLICANT FLOW.
IT'S THAT WHICH IS IN ITSELF A WHOLE OTHER CHALLENGE,
WE COULD TALK ABOUT FOR DAYS
ABOUT HOW TO GET THROUGH THAT APPLICANT FLOW.
I'M SURE THAT THE GOVERNMENT HAS THE SAME ISSUE.
YEAH, I WAS WONDERING,
SO YOU DO SOME TYPE OF AUTOMATED RESUME IN MIND
[FAINT AUDIO]
SO WE ACTUALLY--
WITH TALEO, THEY HAVE SOME PRESCREENING QUESTIONS
THAT WE CAN EMPLOY THAT WOULD ALLOW
TO SEPARATE SOME OF THOSE OUT.
IT'S NOT ALWAYS AS EFFECTIVE,
AND SO WE DO HAVE AN ISSUE WITH THE VOLUME.
I THINK IT'S THE ACTIVE FLOW FOR US,
IT'S PROBABLY MORE OF A CHALLENGE
THAN GOING AFTER PASSIVE CANDIDATES,
JUST BECAUSE IT IS SO MUCH WORK
TO MAKE SURE THAT YOU ARE EFFECTIVE
AND ENSURING THAT YOU'RE GOING THROUGH
ALL THE QUALIFIED APPLICANTS FROM A REGULATORY PERSPECTIVE.
BUT THEN, ALSO MAKING SURE THAT, YOU KNOW, WE'RE LOOKING
AT WHOEVER IS AVAILABLE ON THAT SPACE
BECAUSE WE ULTIMATELY WANT TO HIRE THE BEST.
SO IT IS-- IT'S DEFINITELY A CHALLENGE.
DO YOU HAVE ANY TIPS TO SHARE ABOUT HOW YOUR TEAM
MIGHT SEGMENT THAT OUT AND GET THROUGH THE APPLICANT POOL?
YOU KNOW, THEY TEND TO LEVERAGE
THE PRESCREENING QUESTIONS QUITE A BIT,
THEY ACTUALLY HELP SIGNIFICANTLY.
AND GETTING REALLY CLEAR ON THOSE QUESTIONS
AND MAKING THEM VERY, VERY SPECIFIC
IS WHAT HELPS THE MOST.
SO WHEN YOU'RE DOING THE RECRUITMENT,
DO YOU LOOK AT YOUR SUCCESS IN PLANNING STRATEGY, TOO,
SO YOU TARGET AS MANY BEGINNING CAREERS
OR THIS MANY MID-CAREER,
AND PERHAPS, EVEN SOME END CAREER I SUPPOSE?
LIKE FOR EACH ROLE OR --?
WHEN YOU'RE LOOKING YOUR OVERALL RECRUITMENT STRATEGY,
LET'S SAY, FIVE YEARS OUT,
DO YOU SPECIFICALLY TARGET YOUR MESSAGE
TO CERTAIN GROUPS YOU WOULD [FAINT AUDIO]
IN CONCLUDING PEOPLE THAT YOU DON'T WANT TO STAY TOO LONG
BECAUSE YOU WANT TO OPEN THE DOORS
FOR UPWARD MOBILITY FOR OTHERS.
LIKE YOU MIGHT NEED, IT MIGHT BE NICE
TO HAVE SOMEBODY WITH THEIR EXPERIENCE
AND KNOWLEDGE.
YEAH. SO IT'S A GREAT QUESTION.
SO I THINK WE ABSOLUTELY DO AND WHAT--
I THINK OUR INTENTION IS ALWAYS TO HAVE
THE MOST ROBUST SOURCING STRATEGY
THAT WE POSSIBLY CAN,
AND MAKING SURE THAT WE'RE GOING AFTER
ALL DIFFERENT GROUPS OF PEOPLE.
AND UNTIL REQUISITION'S OPEN UP,
WE WON'T NECESSARILY KNOW HOW MANY YEARS OF EXPERIENCE
SOMEONE SHOULD HAVE TO BE QUALIFIED FOR ROLES,
SO WE WANT TO MAKE SURE THAT WE'RE REACHING OUT
TO AS MANY PEOPLE AS POSSIBLE.
BUT, YEAH, EVERY GROUP THAT YOU JUST MENTIONED
IS INCLUDED AS PART OF OUR STRATEGY.
DO YOU HAVE A WAY OF MOVING YOUR RETURN ON INVESTMENT?
UM, FOR WHICH, FOR WHICH-- ALL TOOLS?
YEAH, THAT'S A GREAT QUESTION.
SO FOR INSTANCE, WITH LINKEDIN,
WHICH IS A MORE OVERT RECRUITING TOOL FOR US,
WE DEFINITELY WOULD LOOK AT SOURCE OF HIRE
AND ANECDOTAL DATA AS WELL FROM OUR SOURCING CONSULTANTS,
HOW ARE YOU USING THIS TOOL.
OUR APPLICANT TRACKING SYSTEM IN THE PAST HAS PRESENTED
CHALLENGES FOR TRACKING SOURCE,
BUT NOW WE HAVE TALEO,
AND WE THINK IT'S GONNA HELP US TO TRACK SOURCE BETTER
AND WE'RE ALREADY SEEING THAT IT IS.
SO THAT WOULD BE ONE WAY.
THE WAY WE KIND OF POSITIONED SOCIAL MEDIA, THOUGH,
IS IT'S NOT SO MUCH ABOUT CONVERSIONS PER SE,
ALTHOUGH, WE DO HAVE OUR JOBS LISTED ON FACEBOOK.
IT REALLY IS ABOUT A COMMUNICATION TOOL FOR US
AROUND SELLING THE MISSION
AND THIS EXTERNAL RECRUITMENT BRAND.
AND THAT'S KIND OF HOW I SEE THE VALUE OF THOSE TOOLS,
AND WHAT WE WOULD MEASURE IN THAT SPACE
WOULD BE HOW MANY LIKES OR FANS DO WE HAVE.
AND IF YOU DIVE IN TO SOCIAL MEDIA METRICS,
YOU CAN MEASURE ALL THINGS LIKE,
HOW MANY PAGE VIEWS DO YOU HAVE,
HOW MANY PEOPLE ARE COMMENTING,
HOW MANY PEOPLE ARE UNLIKING YOUR PAGE EVERY MONTH.
THAT'S ALSO ONE THAT PEOPLE LOOK AT.
SO THOSE ARE ALL THINGS NOW THAT WERE MEASURING,
AND AGAIN, IT'S REALLY ABOUT COMMUNICATION.
WE'VE HAD TO DO SOME EDUCATION IN GENENTECH ABOUT THAT.
I THINK THE TENDENCY IS TO BE,
"HOW IS THIS GONNA GET MORE HIRES
AND WHAT IS THAT CONVERSION METRIC FOR MORE HIRES?"
I'M TRYING TO PUSH AWAY,
AND SAY IT'S MORE ABOUT THE EXTERNAL COMMUNICATION.
AND NOW, WE HAVE THIS ABILITY TO HAVE A VOICE
WHEN WE NEVER HAD IT BEFORE ABOUT WHAT WE'RE DOING.
ANY OTHER QUESTIONS?
ALL RIGHT, SO ONE THING I WANT TO POINT OUT HERE IS WE--
IN ORDER TO FORMALIZE OUR STRATEGY
AROUND SOCIAL MEDIA,
WE ADOPTED A SPOKE AND HUB MODEL.
AND SO IF YOU CAN IMAGINE, OUR CAREER SITE IS THE HUB,
AND ALL OF THE SOCIAL MEDIA PIECES
THAT WE ENGAGE IN OUT THERE ARE THE SPOKES.
AND THE IDEA IS THAT THEY ARE ALL SUPPLEMENTAL
TO THE CAREER SITE,
AND THEY ALL DIRECT TO TRAFFIC BACK TO THE CAREER SITE.
SO IT'S NOT MEANT TO BE OVERLAPPING,
IT'S MEANT TO BE SUPPLEMENTAL.
AND, AMANDA, IF YOU COULD CLICK ON YOUR WEBSITE?
AND I'LL JUST SHOW YOU REALLY QUICKLY
WHAT WE'RE DOING IN OUR WEBSITE SPACE.
SORRY, IT'S SHOWING UP REALLY, REALLY BIG HERE.
THIS IS OUR-- THIS IS OUR WEBSITE,
IT'S CALLED, UM-- CAN YOU JUST--
THERE WE GO.
SO AGAIN, "LIFE INSPIRED,"
THIS IS THE CAREER WEBSITE WITH THE FOCUS IS BRAND NEW.
THE FOCUS REALLY, AGAIN, IS NOT ONLY ON PATIENTS
AND SCIENCE, BUT IT'S ALSO ABOUT WHAT IS IT LIKE TO WORK HERE.
AND THAT'S WHERE WE REALLY BRING IN THE PEOPLE.
AND, AMANDA, IF YOU GO TO CAREERS--
RIGHT HERE. CAREER'S RIGHT HERE.
OH , YEAH.
AND GO DOWN TO CONNECT WITH GENENTECH.
SINCE THIS IS THE HUB OF OUR SOCIAL MEDIA STRATEGY,
WE ACTUALLY CREATED A SPACE IN HERE
THAT LINKS US BACK OUT TO ALL THE SOCIAL MEDIA ASPECTS.
SO IF YOU CLICK ON THE CONNECT WITH GENENTECH RIGHT THERE?
SO ONE OF THE THINGS THAT WE'VE CREATED
IS THE SOCIAL MEDIA HUB.
SO IF YOU CLICK ON THAT LINK RIGHT THERE?
IT'S A FEED.
ACTUALLY, IT'S JUST AN API IF YOU'RE FAMILIAR WITH I.T.,
THAT KIND OF FEEDS IN THESE PAGES AND THIS--
THE ONE THAT WE'VE SET UP HERE, IT'S PRETTY BASIC.
RIGHT NOW, IT'S SHOWING
HOW MANY FANS WE HAVE ON FACEBOOK.
IT'S GOT A TWITTER FEED,
SO YOU CAN SEE EVERYTHING WE'RE TWEETING.
IT'S ALSO GOT OUR YOUTUBE CHANNEL
KIND OF GOING IN THERE.
THERE ARE MUCH MORE ELOQUENT OPTIONS
THAT YOU CAN USE IN THIS SPACE.
THIS IS FOR US WHICH JUST SOMETHING TO START WITH.
BUT IT'S SOMETHING TO KEEP IN MIND FOR US WAS,
ALL RIGHT, WE WANT TO MAKE SURE IT'S A COHESIVE STRATEGY,
SO IT'S LINKING WITH OUR CAREER SITE,
BUT IT'S ALSO GOING BACK OUT TO THE SPOKES
WHICH WERE ALL OF THE THINGS IN SOCIAL MEDIA.
IF YOU COULD GO BACK TO THE SLIDE DECK?
SO SOMEBODY ASKED ME RIGHT EARLY ON
WHEN WE WERE STARTING THIS,
WHY IN THE WORLD WOULD WE ADVERTISE
OR HAVE A PRESENCE IN FACEBOOK?
IT'S-- I HAVE, YOU KNOW, I POST PICTURES OF MY GRANDMA
OR MY KIDS THERE,
MY FRIENDS WITH MY, YOU KNOW,
COLLEGE FRIENDS AND HIGH SCHOOL FRIENDS,
I'M RECONNECTING WITH PEOPLE I DIDN'T LIKE 20 YEARS AGO,
WHY IN THE WORLD WOULD I USE FACEBOOK?
AND I ALWAYS TELL PEOPLE AT GENENTECH,
WE USE FACEBOOK--
THERE ARE 86,000 REASONS FOR US TO USE FACEBOOK.
AND WHAT I MEAN BY THAT IS,
THERE ARE 86,000 PEOPLE IN FACEBOOK,
WHO WORK AT THE TOP 20 BIOTECH AND PHARMA COMPANIES
THAT WE RECRUIT FROM EVERYDAY,
THAT AMANDA'S TEAM IS RECRUITING FROM EVERYDAY,
WHO HAVE IDENTIFIED THEMSELVES
AS WORKING IN ONE OF THOSE COMPANIES.
ADD THE LAYER ON TOP OF THAT OF EDUCATION,
AND WE CAN TARGET EVERY SINGLE UNIVERSITY
IN THE NATION THAT WE ARE INTERESTED IN RECRUITING FROM.
ADD ANOTHER LAYER ON TOP OF THAT ASSOCIATIONS,
CLUBS, MEMBERSHIPS.
I BELONG TO THE AMERICAN SOCIETY OF CLINICAL ONCOLOGY,
WE'VE GOT THEM IN THERE, TOO.
SO NOW YOU HAVE SO MANY DIFFERENT WAYS
THAT YOU CAN CONSTANTLY BE PUSHING.
WELL, LET'S GO TO OUR FACEBOOK PAGE,
THE FACEBOOK SORT OF EXPERIENCE.
AND SO IT'S NOT OVERT RECRUITMENT,
IT'S MORE, LIKE, COME LEARN MORE
ABOUT WHAT WE'RE DOING AT FACEBOOK.
AND THIS IS OUR FACEBOOK,
THIS IS OUR WALL AT GENENTECH.
86,000 REASONS.
I ENCOURAGE ALL OF YOU GUYS TO THINK ABOUT THAT
FROM WHO YOU RECRUIT FROM FOR THE GOVERNMENT.
YES? DID YOU HAVE A QUESTION?
I DO, YEAH.
MY NAME IS MARY.
HI, MARY.
[FAINT AUDIO]
OKAY.
AND WE FOCUS SPECIFICALLY [FAINT AUDIO].
OKAY.
AND I'M CURIOUS TO LEARN ABOUT ALSO RECRUITING EFFORTS,
LIKE YOURS TOWARDS UNDESERVED
AS WELL FACILITY AND DIVERSE GROUPS.
WELL THAT IS A VERY GREAT QUESTION,
AND I THINK WE CAN ALL ANSWER IT.
MAYBE I'LL START.
I JUST THOUGHT YOU'VE BEEN DOING QUITE
A BIT WORKING IN THAT SPACE SO.
YEAH. WE'VE BEEN DOING QUITE-- SO WE HAVE A BIG DIVERSITY
EFFORT AT GENENTECH THAT WE'RE VERY PROUD OF.
WE HAVE A WHOLE SEPARATE TEAM WITH THE HR ORGANIZATION.
A WOMAN NAMED MONICA POINDEXTER,
WHO IS OUR DIRECTOR FOR DIVERSITY AND INCLUSION
AT GENENTECH,
IN THE RECRUITMENT SPACE, WHAT THAT MEANS FOR US
IS FOR INSTANCE, WE PARTNER VERY CLOSELY
WITH A NUMBER OF ORGANIZATIONS THROUGHOUT THE COUNTRY
THAT WE FEEL LIKE WE CAN GO TO FIND DIVERSE TALENT.
ONE OF THOSE RECENTLY WOULD HAVE BEEN
THE NATIONAL SOCIETY FOR BLACK ENGINEERS
WHICH HAS AN ANNUAL EVENT EVERY YEARS
SOMEWHERE AROUND THE COUNTRY.
WE ALWAYS PARTICIPATE IN THIS CONFERENCE
BECAUSE WE FEEL LIKE WE FIND EXCELLENT TALENT THERE.
NASBE, IF ANY OF YOU ARE FAMILIAR,
IT'S A VERY INSPIRATIONAL ORGANIZATION.
THEY PLUCK KIDS WHEN THEIR 12 YEARS OLD OUT,
AND SAY, "HEY, ARE YOU INTERESTED IN SCIENCE AND MATH?
WELL, THEN, LET'S HELP MAKE SURE THAT YOU UNDERSTAND
WHAT YOU CAN DO WITH THAT INTEREST."
AND THEY WILL-- I MEAN, WE HAVE PEOPLE WORKING AT GENENTECH,
WHO HAVE BEEN A PART OF NASBE SINCE THEY WERE 12 YEARS OLD.
THAT'S HOW THEY GOT THEIR FIRST JOB.
THAT'S HOW THEY CAME TO US,
AND IT'S BECAUSE WE WERE AT THEIR CONFERENCE
OR WE WERE SPECIFICALLY TARGETING THOSE GROUPS.
SO THAT'S ONE WAY EXTERNALLY THAT WE WOULD
RECRUIT SOME DIVERSE TALENT.
I THINK INTERNALLY, WE HAVE A LOT OF WHAT WE WOULD CALL
EMPLOYEE RESOURCE GROUPS OR AFFINITY GROUPS,
SO WE HAVE AFRICAN-AMERICANS IN BIOTECHNOLOGY.
WE HAVE THE OUT-EQUAL GROUP FOR OUR GAY AND LESBIAN EMPLOYEES.
SO THERE'S LOTS OF DIFFERENT DIVERSITY GROUPS
WHERE EMPLOYEES COME TOGETHER
AND HELP US REACH OUT EXTERNALLY
AND ALSO ORGANIZE EVENTS INTERNALLY.
SO WE DO A LOT OF DIVERSITY WORK.
WHAT WE'RE REALLY STARTING TO MOVE INTO NOW
BECAUSE WE'VE BEEN DOING THAT KIND OF WORK FOR A LONG TIME,
WHERE WE'RE STARTING TO MOVE IN TO NOW
IS PEOPLE WITH DISABILITIES AND VETERANS.
AND I THINK THAT THERE WAS A CALL
FROM THE PRESIDENT RECENTLY,
AROUND UPPING OUR GAME IN THE SPACE,
AND SO WE ARE DOING THAT.
SO WE CURRENTLY HAVE A BIG TEAM PUT TOGETHER.
WE ARE LOOKING AT ALL OUR DIFFERENT OPPORTUNITIES
FOR HOW WE CAN BETTER RECRUIT
AND SERVE PEOPLE WITH DISABILITIES.
HOW WE CAN MAKE SURE ALL THE DOORS ARE OPEN
FOR THEM TO COME IN TO THE COMPANY,
AND THEN ONCE THEY GET THERE, HOW WILL THEY BE SUPPORTED.
WE RECENTLY PARTICIPATED AT THE CISCO,
HAD PERSON'S WITH DISABILITIES CONFERENCE,
I THINK IT WAS CALLED.
IT WAS REALLY AMAZING DAY,
AND ALL THESE COMPANIES CAME TOGETHER
AND TALKED ABOUT WHAT THEY'RE DOING IN THE SPACE,
AND HOW THEY'RE BETTER RECRUITING
AND SERVING PEOPLE WITH DISABILITIES.
ONE OF THE MOST IMPORTANT THINGS FOR US AT GENENTECH
IS WE HAVE A VERY NICHE COMMUNITY
WHERE SCIENTIST OR ENGINEERS WERE SALES PEOPLE.
SO IT'S VERY IMPORTANT FOR US,
FOR INSTANCE, IN THE VETERAN COMMUNITY
TO UNDERSTAND WHAT KINDS OF PEOPLE
IN THE VETERAN COMMUNITY,
HAVE THE KINDS OF SKILLS WE'RE LOOKING FOR,
AND THEN HOW CAN WE TARGET THOSE GROUPS.
SO WHO ARE THEY, ARE THEY IN THE NAVY,
ARE THEY IN THE AIR FORCE.
AND THERE'S A CERTAIN PART OF THE NAVY
WHERE WE HAVE THESE KINDS OF SCIENTISTS,
AND THAT'S WHO WE WANT TO TARGET.
SO WE KIND OF BEEN REALLY DIGGING IN.
SARAH, I DON'T KNOW IF YOU WANT TO ADD ANYTHING TO THAT?
NO, THAT'S EXACTLY WHAT I WAS GONNA SAY.
SO IN RELATION TO ALL OF THIS,
ONE OF THE THINGS WE'RE DOING THIS YEAR
IS LOOKING AT HOW IS THIS ACCESSIBLE FOR PEOPLE
WITH DISABILITIES,
AND IS THERE ANYTHING WE NEED TO DO HERE
TO MAKE THIS BETTER AND PROVE THE EXPERIENCE,
SO THAT PEOPLE WITH DISABILITIES CAN ACCESS
AND HAVE THE SAME KIND OF WEB EXPERIENCE
THAT OTHER PEOPLE DO.
DOES THAT ANSWER YOUR QUESTION?
YES.
OKAY. SO I WOULD ASK AMANDA TO SCROLL DOWN ON THE GENENTECH.
SO WE HAVE A BASIC WALL,
AND THEN WE HAVE A COUPLE CATEGORIES HERE.
AND ONE OF THE THINGS THAT I WOULD POINT OUT AGAIN
IS, YOU KNOW, WE HAVE A COLLEGE SPACE.
OBVIOUSLY, IT'S FACEBOOK,
WE WANT TO BE TARGETING COLLEGE STUDENTS HERE.
WE HAVE MORE ABOUT OUR LOCATIONS.
WHAT KIND OF PROFESSIONAL PEOPLE WERE LOOKING FOR,
AND THEN, ALSO OUR JOBS--
AND MAYBE, AMANDA, IF YOU CAN CLICK ON JOBS?
ALL OF OUR JOBS ARE LISTED HERE.
SO WHILE IT'S NOT OVERTLY RECRUITING,
IF THEY HAPPEN TO BE INTERESTED,
THEY WILL BE ABLE TO CLICK ON THIS LINK RIGHT HERE
AND SEE ALL THE JOBS THAT ARE AVAILABLE.
AND BE A ABLE TO APPLY DIRECTLY THROUGH OUR ATS.
YES?
WITH SOME PERSPECTIVE AROUND
THE 86,000 MEMBER,
AND THEN LAYER TO THAT, LAYER TO THAT--
SO THEN MY QUESTION IS DOES YOUR TEAM--
IS YOUR TEAM RESPONSIBLE FOR TRYING TO GET IN TOUCH
WITH THOSE INDIVIDUALS THAT YOU ACTUALLY FIND
AND ARE POTENTIALLY INTERESTED IN?
OR DO YOU HAND THOSE FOLKS OVER TO--
THAT'S A GREAT QUESTION.
SO THE WAY WE WOULD USE THIS IS
THIS WOULD BE ON THE WALL OF THOSE 86,000 PEOPLE.
THERE WILL BE A LITTLE--
IF YOU'RE ON FACEBOOK, YOU HAVE LITTLE ADVERTISEMENTS
ON THE RIGHT, AND THEY WOULD SAY, YOU KNOW,
SOMETHING INTERESTING ABOUT GENENTECH,
THEY CAN CLICK THROUGH.
AND IF AMANDA SCROLLS DOWN,
IF THEY'RE INTERESTED IN JOBS--
SCROLL DOWN FURTHER, AMANDA.
THERE ARE ACTUALLY RECRUITERS HERE.
IF YOU CAN CLICK ON THAT LINK, AMANDA, DOWN THE LEFT THERE?
SO MY TEAM IS RESPONSIBLE FOR MAKING SURE THIS IS UPDATED,
THAT THERE'S FRESH CONTENT, THAT IT'S WORKING,
THAT WERE DOING EVERYTHING WE CAN TO CONSTANTLY
BE TARGETING THE RIGHT AUDIENCES.
BUT AT THE POINT WHEN SOMEONE IS INTERESTED
IN ACTUAL JOB OR THE TALENT PIPELINES,
THEY'RE GONNA START TO CONNECT HERE WITH PEOPLE.
AND IF AMANDA SCROLLS DOWN,
YOU'LL SEE ALL THE DIFFERENT PEOPLE ON HER TEAM
AND SOME OF THE RECRUITERS.
AND THEN, IT'S UP TO THE INDIVIDUAL PERSON
TO KIND OF MAKE THAT HAPPEN,
AND PUSH THROUGH TO OUR STAFFING PEOPLE.
ONE THING I WANT TO POINT OUT HERE
IS YOU'LL SEE ON THE PROFILES HERE,
WE ARE NOT ENCOURAGING OUR STAFFING
AND SOURCING CONSULTANTS TO CONNECT ON FACEBOOK.
IT'S NOT NECESSARILY APPROPRIATE.
WE WOULD PREFER THAT THEY CONNECT ON LINKEDIN
AS A PROFESSIONAL NETWORK,
AND SO THAT'S KIND OF WHAT WE'RE DOING WITH THIS SPACE,
YOU KNOW, A LITTLE BIT-- IT'S FUN 'CAUSE IT'S FACEBOOK,
SO HERE ARE SOME OF MY INTEREST,
BUT IF YOU WANT TO TALK TO ME,
CONNECT WITH ME ON LINKEDIN,
AND WE'LL KIND OF HAVE THE CONVERSATION THERE.
AND THAT'S WHERE THE REAL GREAT ENTRY POINT
INTO AMANDA'S TEAM.
DO YOU WANT TO ADD?
YEAH, AND JUST SO, THOSE ARE THE PEOPLE
THAT WOULD BE INTERESTED IN US THAT WILL BE COMING TO US.
BUT THEN TO FURTHER ANSWER YOUR QUESTION,
THOSE THAT MAYBE ARE NOT ASKING TO CONNECT WITH US,
AND WE IDENTIFY WHO THEY ARE THEY ARE,
THEN OUR TEAM WOULD ACTIVELY GO OUT
AND TRY TO BUILD RELATIONSHIPS,
SO CONTACTING THEM DIRECTLY.
YEAH.
YES?
HAVE YOU GIVEN ANY THOUGHTS TO USING...
LIKE SOME...
VIDEO CONFERENCING IN DIFFERENT PARTS
OF THE COUNTRY... JOB FAIRS OR Q & A'S...
CAN YOU GO BACK TO THE CAREER SITE?
YEAH.
WE'LL SHOW YOU, THIS A TOOL WE JUST--
IT'S ACTUALLY RIGHT HERE, GENENTECH CAREERS.
I THINK-- SO IF YOU GO TO THE TOP ON THE LEFT,
AND THEN WE INTRODUCE THIS ONLINE CHAT EVENT THIS YEAR.
ACTUALLY, YOU KNOW, LIKE ALL ORGANIZATIONS,
WE ARE PRESSURED TO SAVE MONEY,
AND WE DON'T HAVE A LARGE BUDGET,
ACTUALLY, FOR THESE KINDS OF TOOLS.
SO WE ARE THINKING AND TRY TO THINK OUTSIDE THE BOX,
HOW COULD WE LEVERAGE SOCIAL MEDIA
TO REACH OUT FURTHER.
AND SO ONE OF THE THINGS WE INTRODUCE THIS YEAR
IS THIS GREAT TECHNOLOGY CALLED "COVER IT LIVE,"
WHERE YOU CAN HOST VIDEO OR CHAT EVENTS
AND INVITE SPECIFIC AUDIENCES OR JUST HAVE IT OPEN.
AND SO ONE OF THE THINGS FROM MY TEAM,
WE DO A LOT OF UNIVERSITY RECRUITING.
IT'S TO ACTUALLY HOST EVENTS
FOR, SAY, A CERTAIN CLUB IN BERKELEY,
AND THEN, WE'LL HAVE IT ONLINE.
AND SO FOR ME, I CAN JUST GET ONLINE,
AND I SAY, "OKAY, WE HAVE ONE HOUR, WHO'S THERE?"
YOU'LL SEE 30 PEOPLE SIGNED UP AND THEY JUST ASKED QUESTIONS.
THE OTHER WAY WE COULD USE THIS IS,
FOR INSTANCE, IF WE WANT TO HOST A TALK
WITH ONE OF OUR SCIENTIST BECAUSE, YOU KNOW,
IF WE CAN GET OUR SCIENTIST TO TALK TO AUDIENCES,
IT'S VERY INTRIGUING FOR THEM TO LEARN MORE.
SO IF WE DIDN'T WANT--
IF OUR SCIENTIST DIDN'T HAVE TIME TO GO OUT TO,
SAY, HARVARD,
THEN WE COULD HOST A VIDEO TALK HERE
LIVE WITH THE PERSON AND BROADCAST THAT OUT.
AND THE TECHNOLOGY HERE IS VERY ELOQUENT.
YOU ACTUALLY CAN CONTROL THE COMMENTS COMING IN.
YOU SEE, YOU CAN DECIDE, YEAH, WE ACCEPT THAT ONE.
WE DON'T ACCEPT THAT ONE.
YOU CAN RESPOND OFFLINE
AND ALL OF THOSE KINDS OF THINGS,
YOU CAN EDIT AS YOU GO, SO IT'S REALLY COOL.
DOES THAT ANSWER YOUR QUESTION?
I THINK THAT SOUNDS SUCCESSFUL.
I WAS THINKING ON A MUCH LARGER, LARGER SCALE
[FAINT AUDIO] PLACES AROUND THE COUNTRY
WHERE YOU CAN HAVE A LOT OF FREE ADVERTISING.
NO, I DON'T THINK WE'VE DONE ANYTHING LIKE THAT YET.
NO, WE HAVEN'T DONE IT, BUT IT'S DEFINITELY SOMETHING
THAT WE THOUGHT ABOUT AND THINKING ABOUT FACILITATING.
HOW CAN YOU HAVE A VIRTUAL CAREER PAIR
OF POTENTIALLY INVITED FOLKS FROM ALL DIFFERENT AREAS
IN LIEU OF A CONFERENCE
THAT CAN BE, YOU KNOW, HUNDREDS OF THOUSANDS OF DOLLARS
FOR PEOPLE TO BE ABLE TO ATTEND.
HOW COULD THEY JOIN FOR FREE?
AND WE HAVE ALSO THINGS ABOUT MANAGEMENT,
EXPECTATION THEY WANT TO KNOW,
WHAT HAPPEN IF YOU'RE ALREADY GETTING
A QUARTER OF A MILLION APPLICATIONS.
RIGHT.
YEAH.
...
WE'VE THOUGHT ABOUT IT.
YEAH, SO I THINK, LIKE, A LOT OF THE THINGS WE'VE DONE,
WE START REALLY SMALL.
SO WE START AS SMALL AS WE CAN AND SEE IF THERE'S SUCCESS,
AND THIS IS ONE WAY OF SAYING,
"OKAY, IS THIS GONNA BE EFFECTIVE FOR US?"
YOU KNOW, WE DEFINITELY HAVE A RISING PLAN AROUND,
STUFF LIKE THAT.
AND IF WE CAN SHOW SUCCESS WITH THE SMALLER VERSION,
THEN WE'LL BUILD IT OUT.
ONE QUESTION IN THE BACK?
YEAH, I JUST WANT TO ASK HOW MANY EMPLOYEES DO YOU HAVE
DOING YOUR [FAINT AUDIO].
UM, ONE. YEAH.
YOU'RE LOOKING AT HIM.
YEAH, NO THERE'S SOMEONE ON MY TEAM,
HER NAME IS TRACI SCOVEL,
AND A LOT OF THIS IS HER WORK ACTUALLY.
AND WE PARTNER VERY CLOSELY WITH AMANDA'S TEAM
TO ACTUALLY-- 'CAUSE THEY'RE THE ONES
WHO ARE OUT ON THE STREET EVERYDAY
DOING THE HARDCORE SOURCING.
TO SAY, "OKAY, IS THIS SOMETHING YOU WOULD USE?
IS THIS LEGITIMATE?"
AND THEN WE HAVE-- THEY HELP SHAPE IT.
AND THEN, WE HAVE ONE PERSON WHO'S ADMINISTRATING IT,
AND WE ALL KIND OF HELP OUT.
LIKE, I HAVE TON OF IDEAS AROUND THIS,
SO I'M KIND OF CONSTANTLY FEEDING STUFF IN,
BUT REALLY WE'VE ALLOCATED ONE PERSON TO IT.
IT'S NOT EVEN HER FULL-TIME JOB,
JUST SO YOU KNOW.
I WANT TO KNOW HOW MANY PEOPLE ON AMANDA'S TEAM.
I HAVE ABOUT 15 PEOPLE ON MY TEAM.
THERE ARE 42 FULL-TIME EMPLOYEES IN MY GROUP.
SO THAT'S THE BREAKDOWN FOR AMANDA'S TEAM.
WILL, YOU HAVE--
FOUR PEOPLE.
FOUR PEOPLE ON YOUR TEAM, YEAH.
SOME QUESTION?
I WAS JUST GONNA COMMENT ON COVER IT LIVE.
IT ACTUALLY HAVE JUST FOR FOLKS IN THE ROOM I KNOW
[FAINT AUDIO]
THERE'S A FREE GOVERNMENT NONPROFIT ACCOUNT
THAT YOU CAN GET.
AND THEN, LIKE WILL SAID,
YOU CAN HAVE IT EITHER, YOU KNOW, CLOSE,
JUST THE INVITEES
OR YOU CAN HAVE IT OPEN THROUGH THE GENERAL PUBLIC.
AND ONE OF THE BASE FROM A RECRUITER'S STANDPOINT,
I GUESS, FOR A BRANDING STANDPOINT REALLY,
IS TO GET THE INFORMATION OUT THERE
ABOUT WHAT EXACTLY YOU'RE RECRUITING FOR.
SO THE OBJECT OF THE POOL LIKE COVER IT LIVE
LIKE IN THE ONLINE CHATS,
WOULDN'T NECESSARILY TO DRUM UP RESUME,
TO DRUM UP APPLICATIONS,
BUT TO HELP DEFINE WHAT IT IS THE TYPES OF PEOPLE,
THE TYPES OF ROLES YOU'RE RECRUITING FOR,
SO THAT YOU DON'T GET AS MANY APPLICATIONS.
THAT'S EXACTLY-- AND ONE OF THE QUESTIONS I HOST,
A LOT OF INTERN CHAT, SO I'LL GET INTERN SAYING,
"WILL I HAVE A BETTER CHANCE
IF I APPLY TO ALL 300 INTERNSHIPS?
AND IT'S A GREAT WAY FOR ME TO SAY, "NO!"
YOU KNOW, LIKE JUST STOP, DON'T DO IT. [laughs]
PLEASE DON'T.
AND THEN, IT GETS ARCHIVED HERE,
SO ANYBODY CAN CLICK ON THIS AND READ THIS CONVERSATION.
AND AFTERWARDS, I CAN GO IN AND CLEAN IT ALL UP,
I CAN TAKE OUT THE THINGS I DON'T THINK ARE RELEVANT,
AND THEN IT GETS ARCHIVED HERE.
AND ANY STUDENT COMING BACK AND LOOK,
"OH, THERE WAS AN INTERN CHAT, I MISSED IT.
BUT I CAN CLICK ON IT AND READ IT IN,
GOING TO GET THAT MESSAGE."
YES?
KIND OF RELATED TO THAT, CAN YOU TALK A LITTLE BIT MORE
ABOUT HOW YOU IMPROVE [FAINT AUDIO]
YEAH, SO WE HAVE--
GENENTECH HAS A BIG CULTURE OF COLLEGE INTERNS
COMING EVERY YEAR,
AND EVERYONE IS UP TO 300 A YEAR,
INTERNS AND COOPS COME TO OUR CAMPUS EVERY YEAR.
THE WAY WE LOOK AT IT,
WE'RE BLESSED WITH APPLICANT FLOW,
SO WE HAVE TO PUT THAT OUT THERE RIGHT AWAY.
I THINK FOR 300 INTERNSHIPS LAST YEAR,
WE HAD 50,000 APPLICATIONS, SO WE'RE PRETTY FORTUNATE.
WE DON'T NEED TO NECESSARILY LEVERAGE
AMANDA'S TEAM TO HELP US
BECAUSE WE'RE JUST LIKE INUNDATED WITH CANDIDATE FLOW.
WE DO TRY TO, THOUGH, SPECIFICALLY TARGET
SOME UNIVERSITIES,
AND THOSE UNIVERSITIES RIGHT NOW ARE BASED ON THE INTERNS
THAT WE HAVE SEEN CONVERT TO FULL-TIME POSITIONS.
SO MAYBE YOU'RE AN INTERN IN 2004,
AND THEN IN 2007,
YOU GOT A FULL-TIME JOB AT GENENTECH.
THAT WOULD COUNT AT MY TEAM AS A CONVERSION
AND THOSE ARE THE SCHOOLS WE WOULD TARGET.
SO WE HAVE ABOUT 10 TO 12 SCHOOLS RIGHT NOW
WHERE MY TEAM WILL ACTIVELY HAVE A PRESENCE.
NOW THAT'S NOT TO SAY WE DON'T ACCEPT APPLICATIONS
FROM ANY SCHOOL,
BUT IN TERMS OF A SMALL IN A SMALL RESOURCES,
WE'RE GOING TO ACTUALLY BE ON CAMPUS AT A NUMBER OF SCHOOLS
WHERE WE KNOW WE'VE HAD THE BEST LUCK
IN SEEING PEOPLE CONVERT TO FULL-TIME JOBS.
AND THAT'S KIND OF HOW WE DO OUR SUMMER INTERN PROGRAM.
AND THEN, YOU KNOW, ALL THE OTHER COMPONENTS
AROUND THAT, LIKE, WHEN THEY'RE ON CAMPUS ACTUALLY.
DID THAT ANSWER YOUR QUESTION?
YEAH.
QUESTION.
WHAT'S INTERESTING TO ME IS THAT WITH SOCIAL MEDIA
BEING THE COMMUNICATION WE USE TODAY,
I WORK AT HOMELAND SECURITY, WE CAN'T USE THAT.
THAT'S THE HARDEST THING.
AND I THINK YOUNG PEOPLE TODAY,
YOUNG CAREER PEOPLE ARE COMING IN
LOVED THIS FACEBOOK AND LINKEDIN
AND EVERYTHING ELSE,
AND SOME OF US, WE CAN'T JUST USE IT.
WELL, YOU KNOW, I DON'T KNOW THE SPECIFICS--
I HAVE SOME FRIENDS THAT WORK AT HOMELAND SECURITY,
I HAVE NEVER TALKED TO THEM ABOUT THIS.
I WOULD ASK YOU TO CHALLENGE THEM A LITTLE BIT
BECAUSE YOU REALLY CAN SHAPE THE SOCIAL MEDIA
TO HOWEVER YOU WANT.
SO IF YOU'RE WORRIED ABOUT SECURITY,
YOU COULD ACTUALLY--
IT MIGHT NOT BE THE TRUE SOCIAL MEDIA
WHERE YOU ARE HAVING THIS DIALOGUE AND CONVERSATION,
BUT YOU CAN REALLY SHAPE IT TO HOW YOU WANT.
SO I WOULD-- YOU MIGHT WANT TO GET THEM TO SEE,
MAYBE WORKING WITH FACEBOOK OR LINKEDIN.
ACTUALLY START WITH LINKEDIN BECAUSE THEY'RE PHENOMENAL.
FACEBOOK, YOU'RE ON YOUR OWN.
BUT LINKEDIN, THEY'LL BRING IN TEAMS--
LINKEDIN WILL COME IN AND SIT DOWN WITH YOU,
AND KIND OF HOPE YOU UNDERSTAND WHAT THEIR PRODUCTS ARE,
AND THEN, HOW YOU CAN USE THEM,
AND HOW YOU CAN MAKE IT WORK FOR YOUR REALITY.
AND IF IT'S A TIGHT SECURITY CONTROL KIND OF ENVIRONMENT,
THEN YOU KNOW WHAT CAN THEY DO TO HELP YOU WITH THAT.
YEAH.
ANY OTHER QUESTIONS?
YES?
DO YOU HAVE A SPECIFIC STRATEGY FOR HIRING MID-LEVEL EMPLOYEES?
WELL, EVERY PERSON THAT GETS HIRED,
THERE'S A STRATEGY AROUND IT, RIGHT?
THE SOURCING CONSULTANT AND THE STAFFING CONSULTANT
WILL SIT DOWN WITH THE HIRING MANAGER
AND SAY, "HERE ARE ALL THE TOOLS THAT ARE OFFERED,
HERE ARE THE SERVICES WE CAN PROVIDE,
HOW DO YOU WANT TO PURSUE THIS,
AND AMANDA MAYBE CAN TALK ABOUT THAT.
YEAH, THAT'S RIGHT.
SO EVERY POSITION THAT WE HAVE THAT WE THINK
THAT WE'RE GONNA HAVE TO FILL THE NEXT PERSON,
HAS A STRATEGY BEHIND IT,
AND WE WILL, DEPENDING ON THE CERTAIN TYPE OF EXPERIENCE
THAT WE'RE LOOKING FOR
AND EVERY STRATEGY WILL BE UNIQUE.
IT HAS THE FOUR COMPONENTS THAT I KIND OF LAID OUT,
BUT EACH-- HOW YOU DRILL DOWN
INSIDE OF EACH OF THOSE FOUR COMPONENTS
IS COMPLETELY DIFFERENT.
SO FOR SOME POSITIONS,
IT MAY BE REALLY LEVERAGING CONFERENCES.
FOR SOME, IT MAY BE REALLY LEVERAGING LINKEDIN.
I MEAN, IT WILL JUST BE-- YOU KNOW, WILL BE WEIGHTED
DEPENDING ON WHAT THE NEEDS ARE, BUT YEAH, ABSOLUTELY.
YEAH?
ANOTHER QUESTION.
OH YEAH, THAT'S FINE.
AS FAR AS YOUR--
YOU ALREADY TALKED ABOUT THE FOLLOWING APPROACH.
DO YOU HAVE, LIKE, AN AVERAGE TIME
AS TO HOW LONG IT WOULD TAKE FROM THE TIME THAT YOU SEE
THE APPLICATIONS OR START LOOKING AT CANDIDATES?
WITH THIS APPROACH TO WHEN YOU ACTUALLY GIVE IT OUT
TO STAFFING AND ACQUISITION.
YEAH, SO IT VARIES FROM SKILL SET TO SKILL SET
BECAUSE SOME TAKE LONGER THAN OTHERS.
SO IT'S VERY COMMON FOR US TO BE IN CONVERSATIONS
WITH AN MD ONCOLOGIST FOR 12 MONTHS
BEFORE THEY EVER WOULD CONSIDER LOOKING AT AN OPPORTUNITY
AT GENENTECH,
SO THAT CAN BE A VERY LONG SORT OF LIFECYCLE.
AND THEN THERE ARE SOME THAT IT WOULD,
THAT IT COULD TAKE, YOU KNOW, MAYBE FOUR TO SIX WEEKS,
JUST DEPENDING ON WHAT KIND OF POSITION IT IS.
SO I WOULD SAY, ON AVERAGE, WHAT YOU'RE LOOKING AT
IS PROBABLY SOMEWHERE BETWEEN 8 TO 12 WEEKS
OF BEING ABLE TO MOVE THROUGH WITH THE OUTLIERS,
BEING SOME OF THE REALLY, REALLY DIFFICULT SCIENCE POSITIONS,
AND SOME OF THE CLINICAL POSITIONS
THAT ARE LITERALLY SPECIFIC.
AMANDA?
AFTER DEVELOPING THAT LONG TERM RELATIONSHIP
WITH THESE CANDIDATES,
AND ONCE THEY ARE ONBOARD,
WHAT DO YOU DO TO KEEP THEM ENGAGED
BECAUSE, YOU KNOW, THAT HAVE THIS PERSONAL RELATIONSHIP
WITH THE RECRUITER.
YEAH.
IS THERE A PROGRAM THAT YOU GUYS HAVE,
LIKE A BUDDY PROGRAM OR SOMETHING LIKE THAT
THAT HAPPENS AFTER THEY COME ONBOARD?
OH, AFTER THEY START?
YEAH.
YEAH, THAT'S A GREAT QUESTION THERE.
I MEAN, WE HAVE A PEER ADVISOR PROGRAM
WHEN SOMEONE IS ACTUALLY HIRED,
TO MAKE SURE THAT THEY'RE ENGAGED WITH OTHER EMPLOYEES.
SO SOMETIMES, A NEW HIRE WILL GET BUDDIED UP
WITH SOMEONE, WHO IS A PEER OF THEIRS,
AND THAT WILL LAST ANYWHERE FROM 6 WEEKS TO 12 MONTHS,
DEPENDING ON WHAT THE NEED FOR.
OURS WAS 12 MONTHS.
SHE WAS MY PEER MENTOR.
YEAH.
YOU KNOW, I THINK, SEPARATE THEM.
YEAH. [laughs]
SOMETIMES, IT GOES ON FOREVER.
YEAH, IT NEVER STOPS.
AN ONBOARDING ACTUALLY IS HOUSED WITHIN OUR LEARNING
AND ORGANIZATIONAL DEVELOPMENT GROUP,
AND SO THEY REALLY TAKE THE BATON ON THAT RELATIONSHIP
WITH THE NEW EMPLOYEE.
ONCE THE OFFER IS EXTENDED AND ACCEPTED,
THEN THE NEW ONE WILL PRESTART THE EMPLOYEE,
FUTURE EMPLOYEE RECEIVES A LINK TO A PREEMPLOYMENT WEBSITE
THAT IS ALL BRANDED VERY SIMILARLY,
AND TALKS ABOUT WHAT DO YOU WEAR ON YOUR FIRST DAY,
WHAT FORMS YOU NEED TO FILL OUT,
HERE'S SOME MORE INFORMATION ABOUT, YOU KNOW,
YOUR GROUP ETCETERA, ETCETERA, ETCETERA.
AND THEN, THERE'S NEW HIRE ORIENTATION.
AND THEN, LIKE, A 90-DAY PLAN FOR THAT PERSON.
SO WITHIN THE FIRST 90 DAYS,
THEY HAVE ACCESS TO DIFFERENT TOOLS
AND DIFFERENT MENTORS AND DIFFERENT CONTACT PEOPLE
AND IT'S ALL AVAILABLE THROUGH OUR INTERNET,
SO THE EMPLOYEE WEBSITE.
BUT THE RECRUITER STILL REMAINS THE POINT OF CONTACT,
SO THEY STILL COME BACK TO THE RECRUITER
BECAUSE THAT'S WHERE THE RELATIONSHIP IS WITH.
SO SAY, YOU ARE FOLLOWING UP ON THIS ISSUE
OF THE TIMELINESS AND HOW QUICK THE PROCESS GOES
WHICH IS FAIRLY EASY TO MEASURE,
BUT IT WAS INTERESTING,
YOU'RE COMMENT AT THE BEGINNING ABOUT THE CEO SAID,
"I DON'T CARE HOW LONG IT TAKES
AS LONG AS IT'S THE RIGHT QUALITY INDIVIDUAL
THAT WE'RE PICKING UP."
SO HOW IS IT THAT YOU MEASURE THAT PIECE OF IT,
IN THE FACT, WHETHER IN FACT AS YOU'RE BRINGING
YOUR THOUSAND PEOPLE ON BOARD,
IN FACT THEY ARE THE RIGHT QUALITY PEOPLE?
SO, EXCELLENT QUESTION.
AND ONE THAT WE STRUGGLE WITH QUITE A BIT IS QUALITY OF HIRE
BECAUSE ULTIMATELY, WE OWN THE QUALITY OF THE CANDIDATES
THAT ARE IN THAT SLATE,
AND THAT ARE IN THE FINAL PRESENTATION
TO THE HIRING MANAGER,
BUT WE HAVE A VERY CLEAR DISTINCTION THAT GENENTECH
AROUND SINGLE DECISION MAKING MODEL
AND THAT THE HIRING MANAGER OWNS THAT DECISION.
SO THEY ULTIMATELY OWN THE DECISION
OF WHO IT IS THEY HIRE,
BUT WE CAN CONTROL THE QUALITY OF THAT SLATE.
SO WE HAVE A VARIETY OF METRICS IN PLACE
RELATIVE TO, YOU KNOW, WHAT LEVEL OF DIVERSITY
DO WE WANT RELATIVE TO THE APPLICANT POOL
FOR A PARTICULAR SLATE,
AND ENSURING THAT WE HAVE PEOPLE COMING
FROM DIFFERENT PLACES AND DIFFERENT INDUSTRIES,
NOT JUST GENDER AND ETHNIC DIVERSITY,
BUT JUST A FULL DIVERSITY OF PERSPECTIVE.
SO WE HAVE SOME THINGS THAT HELP MEASURE THAT,
ENSURING THAT WE HAVE FOLLOWED THE STRATEGY
THAT WE'RE GOING TO IN A VARIETY OF DIFFERENT PLACES
TO BRING TALENT IN.
SO FROM A QUALITY PERSPECTIVE,
IT'S BEEN A LITTLE SLIPPERY FOR US
TO TRY TO FIGURE OUT,
"OKAY, WELL, GIVEN THAT WE DON'T OWN THAT DECISION,
HOW DO WE MEASURE OURSELVES AND HOLD OURSELVES ACCOUNTABLE.
SO PART OF US-- THE REASON WHY WE PUT TOGETHER
THE STAFFING MODEL THAT WE HAVE
WAS THAT PEOPLE WOULD LEAVE REQs OPEN FOR A YEAR.
AND THAT'S SHAMEFUL AS THE LEADER OF STAFF.
YOU CAN'T HAVE PEOPLE LEAVING THEIR POSITIONS OPEN FOR A YEAR,
SO HOW DO WE FIGURE OUT,
HOW TO GET BETTER CANDIDATE SLATES TOGETHER, SOONER,
SO THAT THEY CAN MAKE A HIRING DECISION
THAT IS BOTH QUICK AND WITH THE BEST PEOPLE.
SO AGAIN, IT'S STILL LITTLE SLIPPERY FOR US.
I DON'T KNOW THAT I HAVE TALKED TO AN ORGANIZATION
THAT ACTUALLY HAS A REALLY FIRM GRASP ON QUALITY OF HIRE
BECAUSE PEOPLE ARE LOOKING FOR DIFFERENT THINGS, I THINK.
RIGHT.
DO YOU GUYS MEASURE QUALITY OF HIRE?
I THINK IT IS VERY DIFFICULT,
AND SO THE DEFAULT IS TIMELINESS.
YOU KNOW, HOW MANY DAYS, 80 DAYS OR WHATEVER,
TO BRING SOMEBODY ON BOARD AND YOU DRIVE TO THAT,
POSSIBLY AT THE EXPENSE OF THE QUALITY OF AN INDIVIDUAL.
YEAH, TIME TO FILL US--
IT'S A TRICKY ONE, TOO,
BECAUSE IF YOU DON'T HAVE A COUNTERBALANCE
FROM A QUALITY PERSPECTIVE,
THEN YOU'RE DRIVING FOR A BEHAVIOR THAT'S TRYING
TO GET THE REQUISITION FILLED MORE QUICKLY
THAT MAY NOT BE TO THE BENEFIT OF THE QUALITY OF THE FILL.
RIGHT.
SO WE TEND TO LOOK AT THINGS FROM A BALANCE PERSPECTIVE,
AND SAY, "YEAH, WE WANT TO DRIVE THE TIME DOWN
BECAUSE IT'S TO THE COMPANY'S BENEFIT
TO HAVE THE POSITION FILLED MORE QUICKLY."
BUT HOW DO WE ENSURE THAT WE ARE PUTTING TOGETHER
A COMPREHENSIVE SLATE OF CANDIDATES
TO HELP UP THE QUALITY OF THE DECISION.
IS THAT FAIR?
ABSOLUTELY.
DO YOU EVER GO BACK AND SURVEY YOUR MANAGERS
ON THE QUALITY OF THE CANDIDATES THEY RECEIVE?
YEAH, WE HAVE A-- ACTUALLY, SOMETHING THAT WE CREATED
FOR A TEAM IS A BALANCE WORK HARD
AND FOR OUR RECRUITERS, FOR OUR SOURCES.