2021 Carrier Recruiting Kick Off Call

2021 Carrier Recruiting Kick Off Call-Sr Analyst, Strategy & Market Intelligence

ROLE
Job Title:	Sr. Analyst, Strategy and Market Intelligence
Location (complete address):	Indianapolis, IN On-Site
Why is this position open?	New Position
Is this position to be posted internally and externally or are you seeking ONLY internal candidates?	Internally and Externally
HIRING MANAGER
Name:	Tommy Hulland
Title:
Preferred phone number/method of contact
Are there any clients or companies that we should avoid recruiting from?
OPPORTUNITY
FILL THIS OUT BEFORE THE MEETING AND DISCUSS WITH HIRING MANAGER DURING THE CALL- DATA FROM RMP-What does the candidate pool look like in the Geographical area? How many diverse candidates are there locally? Nationally? What level of education is most common in this area?
What does a day in the life of the person in this role look like? What will be this person’s main goal?	Industry forecasting, understanding residential and commercial HVAC market in the future. Determine how we are doing vs our competitors. Here is how the market will be, how do we work to ensure we’re successful in that market.
In addition to what I see in the job description, what are some responsibilities this person may have that aren’t listed?	No additional responsibilities. Multiple strategic projects
“As we move forward, I will work to provide a diverse slate of candidates for your review for this opportunity. Are there any specific goals around diversity that you have in your department that you would like me to know about and how does this position influence those initiatives?”	Nothing in particular
What is the career growth path for this role?	Product strategy and product marketing will have visibility to president of North American market. Flexible as to what they are wanting to do. Good pipeline into product management.
What personality traits do you think someone should have to perform well in this role?	Can-Do attitude. Internal customer focused Comfortable with ambiguity Willing to tackle different projects
What member groups, networking groups or associations would you like this candidate to be a part of if any?	N/A
What percentage of travel is required for this position? Is it primarily domestic or global?	10-15%
KEY RELATIONSHIPS
Who will this person report to?	Tommy
How many Direct Reports will they have?	No
Who else do they work with cross functionally? Other Key Relationships:	Work closely with North American Residential and Commercial HVAC
CANDIDATE PERSONA
What does this person need to bring to the table in terms of:
Experience: What are you must haves vs nice to haves?	Must Haves: Statistical modeling, excel, R, SAS Nice to haves: Coding background SQL, Tableau, R, Python Structured approach in tackling challenging problems
Knowledge including education, training, special certifications and/or accreditations	BS / MS in business, finance, statistics, mathematics, or other related field and minimum of 5 years prior relevant experience Advanced degree in a related field and minimum of 3 years experience Statistics w/3 or 4 experience
Are there any specific companies that you would like to see in their background? Are there any specific companies that you do NOT want to see in their background?
What questions would be beneficial for me to ask during the screening process that will help me better understand if this person is a right fit for this position?	What do you want in the role.
Would you like to review my screener before I start having conversations?
Is there anyone in this role I could use as a benchmark? Experience that would match to this ideal candidate?
EMPLOYER BRAND AND EVP
Compensation: Will you be providing relocation?	Salary/grade/budgeted salary range: Follow up w/HR Y/N- Follow up w/HR Start Local
RECRUITMENT PROCESS
When we find a slate of candidates that you would like to interview, how would you like to start the interview process? Phone interviews? Modern Hire? Onsite interviews?	Discuss: interview process, # of interviews and the importance for the candidate experience, confirm interview address location, confirm interviewers and back-ups. Begin the conversation about the importance of a diverse interview panel – it supports the Carrier strategy of Diversity and assures a wide array of feedback and consideration Send resume and screener asap 30-45 min 1^st round.
Who all will be involved in the interview process?	Todd Nolte
Will the interview process require panel interviews? If so, who are those panelists?
Have you used Modern Hire before? If no, ask if they need training.
If additional people are involved in the interview process, ask if they have used Modern Hire before and if they require training
Any time the Hiring Manager is scheduled to be out of the office in the near future?	Vacation at the end of September 9/23-10/5
Set weekly re-occurring meeting:	Thursday or Friday Mornings are better.
After interviews do you want me to automatically schedule a debrief with the entire interview panel or for us to connect first then schedule a debrief? If so, when? (Next day, as soon as every one is available?)	Would you like to have a debriefing session scheduled after the interview? if so, who would you like included in that?
AT THE END OF THE CALL: Recap the ideal candidate for this role in short Frame what communication they can expect from you (Weekly calls, emails twice a week, weekly reports ect) Talk about what their expectations should be and how quick you can produce candidates. Discuss your sourcing strategy