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Rose (Dougherty) Cava-Blanco, Corporate Staffing Director – How Does She Do It?

Posted on March 8, 2009
Filed Under Interviews, Networking | Comments Off on Rose (Dougherty) Cava-Blanco, Corporate Staffing Director – How Does She Do It?


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Phone: 415-246-8997


Notable Employment History:
• Director of Staffing at LeapFrog Enterprises, Inc.
• Numerous HR Positions at Hewlett-Packard
• Customer Support Organization positions at IBM
*** Rose is currently reviewing new opportunities in Corporate Staffing Management

Rose (Dougherty) Cava-Blanco is a Subject matter expert in the areas of recruiting processes, ATS implementation, hiring manager and recruiter training, and people management skills. Moreover, she has expertise in the development and implementation of new recruiting models, metrics, tools, and policy documentation to support organizational goals.

Rose has over eight years of people management experience including hiring, performance planning, coaching, evaluations, salary, education, recognition programs, setting goals and delivering results. In addition, she has over fifteen years of HR experience with industry-leading organizations, including compensation, selection, sourcing and recruiting, interviewing, diversity, employee immigration/relocation, policy development/documentation, and program management.

HOW DOES SHE DO IT? Q&A with Rose (Dougherty) Cava-Blanco


Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?

Rose: About 23%.

Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)

Rose: Employee referrals

Six Degrees: What is the source of your “LOWEST COST OF HIRES” – (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?

Rose: Both Craigslist and Linked In have been fantastic recruiting tools. And let’s also include our employee referrals.

Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?

Rose: Gaming: artists, developers, testers.

Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?

Rose: Internet groups and organizations: SF Recruiters, ERE.et, Kennedy Conference, recrutiingblogs.com, NCHRA and SHRM.

Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?

Rose: We used Taleo at LeapFrog.

Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?

Rose: A file folder for the requisition which also included all the paper resumes received, notes of meetings with hiring managers, interview schedules, and the interviewee hiring paperwork.

Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people’s assumptions about our vocation differ from reality?

Rose: The first time in the cubicle was interesting as I was replacing a recruiter that was managing about 100 very different openings. Quite the ah-ha when I thought I could personally get back to every individual that submitted their resume. I learned to ensure I was working the hottest positions first; and but still kept an open communication line with all the other hiring managers I was supporting. I also partnered very closely with my recruiting coordinator to delegate some of the tasks.

Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?

Rose: Biggest mistake: Over sharing salary details which put the hiring manager in a somewhat awkward situation. I now just give a range and include ‘depending on experience’.

Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision.

Rose: The change facilitated at LeapFrog was bringing the recruiting and hiring managers together. We created a streamlined process with assigned owners from the hiring manager through the new hire; implemented electronic methods where we could; and provided monthly reports highlighting our successes.

Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?

Rose: I’m most proud of using my project management skills from Hewlett-Packard and creating recruitment processes and practices at LeapFrog that benefited all involved from hiring manager to the new hire.

Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?

Rose: Not enough time to close with everyone that has applied for a position. And being on the receiving end is no better.

Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?

Rose: The staffing organization must be aligned to the business plan for success. If the business is growing, HR overall needs to understand the current workforce to determine the 4 ‘R’ actions: recruit, reward, retrain or release.

Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, — what inspires you as you continue in your career?

Rose: Great question as I was thinking of this the other day. Here I am applying at every HR opening with 50 miles of my residence with very little response. The inspiration is knowing I can make a difference once I can speak with someone and bring in my years of experience to contribute to the current process and enhance as applicable.

Six Degrees: What one thing do you ideally hope to accomplish in 2009?

Rose: Continue learning and growing. I’d like to get more involved in the local HR groups as well as looking into volunteer work. I’m going to keep improving it with my experience and my network. The talent out there is phenomenal

READ PART ONE:

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