Webcast:
Warner Chilcott has experienced growing pains since the mid 80’s. Over the decades it found itself relocating to two different continents under a variety of parent companies- each with its own version of managing human capital. When managing their human capital effectively became a challenge after these changes for leaders they committed themselves to finding a better human capital strategy and streamlining their processes.
The company embarked on an aggressive plan in 2009 to “makeover” their procedures while reducing costs and improving quality across the globe. In this session, Erik Hildebrandt, Director of Staffing and HR for Warner Chilcott, will share this incredible story and give an inside look at the major restructuring of human capital management processes from the ground up.
Webcast on Demand
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Presenters
Erik is presently the Director of Staffing & Human Resources for Warner Chilcott based in Rockaway, NJ. Erik joined Warner Chilcott in April of 2009.
Prior to joining Warner Chilcott, Erik was the Manager of North American Sales Talent Identification for Johnson & Johnson, a role he held since 2005. In this position, Erik managed a geographically dispersed team of 18 who hired approximately 1,700 Pharmaceutical, Consumer, Medical Device & Diagnostic Field Sales Professionals throughout the United States and Canada each year.
Prior to his corporate career, Erik had 10 years of recruiting and staffing agency experience supporting and augmenting healthcare sales teams at the local, regional and national business levels.
Erik possesses 11 years of people management experience including serving as a co-Founder of a successful executive search practice in the Philadelphia market. He has worked as a stockbroker and analyst covering the pharmaceutical and biotech sectors for Morgan Stanley Dean Witter, and has held several SEC licenses, Series 6, 63, and 7. He is a 1995 graduate of Temple University, and holds multiple professional certifications and memberships.
Hi Pam, would you like to direct your questions to Erik directly? He's shared his e-mail address at the end of the slide presentation (downloadable via a link above his head-shot).
How did you change the behavior of the hiring mgrs and ensure accountability for following your hiring process with these big changes?
What has been the response of those being interviewed regarding the video behavioral interview? Do you know what %of candidates you lost b/c they did not like the technology?