Building a Kick-Ass Company Culture | Talent Connect London 2015
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Jennifer Boulanger, Head of Global Recruiting & Operations, Booking.com Brendan Bank, CIO, Booking.com Have you built your company culture yet? Research has shown that people are more likely to stay in an organisation because of the people and culture in the workplace. More and more companies are creating a culture in their organisations and programs to bring people together. Learn how you can do it too. Learn how Booking.com has used their culture to attract and relocate 79% of their new hires from across EMEA, APAC and America to work in The Netherlands.
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Building a Kick-Ass Company Culture | Talent Connect London 2015
- 1. London 2015
- 2. Jennifer Boulanger Head of Global Recruitment Booking.com Brendan Bank CIO Booking.com
- 3. Building a kick ass company culture
- 4. To help leisure and business travelers, whatever their budget, easily discover, book, and enjoy the world’s best places to stay. Our Mission
- 5. DEMAND STORE SUPPLY Business Model CUSTOMER SERVICE, CONTENT HR, FINANCE, LEGAL
- 6. 1996 founded 1997 1st Hotel 2000 8 employees 2003 Barcelona Office 2005 Acquired by Priceline Group 2006 Bookings renamed to 2007 NY and Singapore offices 2009 2.000+ employees, Sao Paulo Office 2010 Apps launched, 100.000+ properties
- 7. 2012 250.000+ properties, 70 offices, 4.000 employees 2013 First offline campaigns 2014 Launch Booking Cares 2015 10.000+ Employees
- 8. Technology Headcount Jan-10 Jan-11 Jan-12 Jan-13 Jan-14 Jan-15
- 11. We use the Booking.com Values Keep the customer at the center of everything you do Experiment, learn and be open to change Work together to achieve success, but always challenge one another to improve Be humble, open and friendly, and remember that our diversity gives us strength Get things done today. Tomorrow will bring fresh challenges
- 12. We use the Booking.com formula It’s our framework of how we empower people to reach their potential Milking the cows, every day Great product, ROI-driven marketing Work horses vs. show ponies Customer vs. supply-driven Best team of motivated and skilled people in the industry Bias to insource Rapid experimentation and small steps innovation Globally scalable, but locally relevant Pareto principle Data vs. opinion-driven
- 13. Customers
- 14. No hippo’s
- 19. 19
- 20. Tech Partners
- 21. 21
- 24. Optimize for speed and quality, not cost.
- 27. 45% Technology referrals 87% vs 76%More engaged 2.8% Better conversion to hire ratio 28% Global referrals 8% vs 11%Retention rate 91% Meet expectation or higher talent scores
- 29. KPI’s ` Sourcing Mix Conversion Ratios Achieving Targets Length of Recruitment Process Experience
- 30. Jan 2015 Sept 2014 agency headhunt recruiters referrals hiresAnalysis 2014 - 2015 May 2015 Sept 2015
- 31. We like to have fun!
- 33. 33
- 36. 1. Write down your culture BEFORE you start recruiting 2. Have Data-driven approach to recruitment 3. Recruit for culture and potential over skills 4. A Players hire A+ players 5. Happy Partner = Happy Developer 6. Recruit diverse and globally 7. Take care of your people 8. Insource as much as possible 9. Celebrate your culture and share 10. Money doesn’t buy culture
- 39. Building a Kick Ass Company CultureBrendan Bank | Jennifer Boulanger Talent Connect: October 21, 2015 Questions?
- 40. ©2015 LinkedIn Corporation. All Rights Reserved.
- 41. London 2015