Finding the right people, finding the right fit -- Horizons online

Finding the right people; finding the right fit

About 30 percent of the aerospace industry's current population will be eligible for retirement by 2008. How does this affect Rockwell Collins, and what are we doing to fill those positions?

By Dana Engelbert

Owais Hassan (left) and Anwer Muhammad are senior systems engineers for Commercial Systems Display Applications in Cedar Rapids, Iowa. Photo by Paul Marlow, The Creative Gene.

For Owais Hassan and Anwer Muhammad, referring friends and colleagues to career opportunities at Rockwell Collins is about finding the right person, and fitting into a culture that allows individuals to meet and even exceed their own expectations.

"The people I refer to our company are a reflection on me," said Hassan, a senior systems engineer for Commercial Systems Display Applications at Rockwell Collins in Cedar Rapids. "So, it's important that they are the right people for the right job."

Muhammad was one such individual. Referred by Hassan, this Pakistan native also is a senior systems engineer for Commercial Systems Display Applications. Before joining Rockwell Collins in July 2006, Muhammad was working at a start-up company of about 15 people in Phoenix, Ariz.

"I was looking for a place with more opportunities," said Muhammad. "I have a lot of skills and I like being able to use all of them."

Hassan's referral of Muhammad was good for everyone involved. Muhammad got a job in a place with more opportunities, and Rockwell Collins secured another talented engineer.

In addition, Hassan earned a referral bonus as part of the Rockwell Collins Employee Referral Program and won a flat panel television through a special employee referral promotion.

Attracting, retaining talent

In this ever-changing and highly competitive global economy, it's now more important than ever for our company to attract and retain diverse candidates — especially engineers. One of the ways our company is doing so is through our Employee Referral Program.

"We have about 18,000 people in our workforce, and each one of them is out there telling the story of Rockwell Collins," said Andy Day, director of Talent Acquisition. "Their personal testimonials serve as very powerful recruiting tools, and that's going to help our company achieve future success."

Tracy Scieszinski agrees. In recent months, the manager of Professional Staffing at Rockwell Collins has seen several exceptionally talented and diverse candidates come to our company via our Employee Referral Program. In fact, about 35 percent of new hires in the past year joined our company as the result of a referral.

"When a referral comes from somebody you know and trust, chances are that you'll be happy," said Scieszinski. "That level of satisfaction also tends to inspire referred candidates to stay with our company longer, and it gives a sense of pride to the employee who does the referring."

Day added that the number of referrals our company has seen in the past year actually exceeds average industry standards, and it's a leading source of candidates for open positions.

"Our Employee Referral Program is second only to our external Web site in terms of producing potential job candidates," said Day. "That speaks volumes about the quality people we have here at Rockwell Collins, and that they want to share their work experience with others."

Focus on engineering

Though all employees are encouraged to refer others for positions within our company, the Employee Referral Program is currently offering a unique promotion especially designed to attract engineers and those with critical skills.

"The people I refer to our company are a reflection on me," said Owais Hassan (left), who referred Anwer Muhammad to the company. "So, it's important that they are the right people for the right job." Photo by Paul Marlow, The Creative Gene.

Under this promotion — launched on Oct. 1, 2006 — our employees can earn incentives for referring engineering employees who are later hired. Those who refer candidates hired for engineering positions from October 2006 to January 2007 will be entered in a regional monthly drawing for a $1,000 Visa gift card. In January, two names will be drawn from all the engineering referrals. Winners will each receive a flat panel television.

According to Day, these prizes are in addition to cash incentives already offered by our Employee Referral Program. Those incentives range from $1,000 for an entry-level engineer up to $3,500 for a senior or principal engineer that is either a female or minority candidate, or has a critical skill.

Additional information about specific job families and critical skills is available to employees via the Enhanced Employee Referral Program Web site, which is accessible via the RWEB Spotlight on the RWEB Home page.

At Rockwell Collins, hiring will continue to be a top priority in the next couple years as we look to dramatically increase our entire employee population. In addition, about 30 percent of the aerospace industry's current population will be eligible for retirement by 2008, and current U.S. Bureau of Labor statistics estimate a shortage of about 10 million workers by 2010.

In the engineering pool, the U.S. is currently graduating about one-fifth the number of engineers (60,000 to 70,000) each year than are China and India (350,000), and these statistics make the need to hire talented and motivated people even more challenging.

"The search for the best and brightest talent is a tough battle," continued Day. "Today, any company which hopes to grow must be able to attract and retain a highly skilled, diverse workforce, and we believe our employee referral program will help us do just that."

Dana Engelbert is a freelance writer.

Volume 12 Issue 1 > Finding the right people, finding the right fit
Volume 12 Issue 1 A look ahead at FY'07 Getting healthy while you work Investing in your future Finding the right people A plan in action From Clay Jones Letters to the editor Contributors in this issue Across our company Service anniversaries Retirees Facility spotlight		Finding the right people; finding the right fit About 30 percent of the aerospace industry's current population will be eligible for retirement by 2008. How does this affect Rockwell Collins, and what are we doing to fill those positions? By Dana Engelbert Owais Hassan (left) and Anwer Muhammad are senior systems engineers for Commercial Systems Display Applications in Cedar Rapids, Iowa. Photo by Paul Marlow, The Creative Gene. For Owais Hassan and Anwer Muhammad, referring friends and colleagues to career opportunities at Rockwell Collins is about finding the right person, and fitting into a culture that allows individuals to meet and even exceed their own expectations. "The people I refer to our company are a reflection on me," said Hassan, a senior systems engineer for Commercial Systems Display Applications at Rockwell Collins in Cedar Rapids. "So, it's important that they are the right people for the right job." Muhammad was one such individual. Referred by Hassan, this Pakistan native also is a senior systems engineer for Commercial Systems Display Applications. Before joining Rockwell Collins in July 2006, Muhammad was working at a start-up company of about 15 people in Phoenix, Ariz. "I was looking for a place with more opportunities," said Muhammad. "I have a lot of skills and I like being able to use all of them." Hassan's referral of Muhammad was good for everyone involved. Muhammad got a job in a place with more opportunities, and Rockwell Collins secured another talented engineer. In addition, Hassan earned a referral bonus as part of the Rockwell Collins Employee Referral Program and won a flat panel television through a special employee referral promotion. Attracting, retaining talent In this ever-changing and highly competitive global economy, it's now more important than ever for our company to attract and retain diverse candidates — especially engineers. One of the ways our company is doing so is through our Employee Referral Program. "We have about 18,000 people in our workforce, and each one of them is out there telling the story of Rockwell Collins," said Andy Day, director of Talent Acquisition. "Their personal testimonials serve as very powerful recruiting tools, and that's going to help our company achieve future success." Tracy Scieszinski agrees. In recent months, the manager of Professional Staffing at Rockwell Collins has seen several exceptionally talented and diverse candidates come to our company via our Employee Referral Program. In fact, about 35 percent of new hires in the past year joined our company as the result of a referral. "When a referral comes from somebody you know and trust, chances are that you'll be happy," said Scieszinski. "That level of satisfaction also tends to inspire referred candidates to stay with our company longer, and it gives a sense of pride to the employee who does the referring." Day added that the number of referrals our company has seen in the past year actually exceeds average industry standards, and it's a leading source of candidates for open positions. "Our Employee Referral Program is second only to our external Web site in terms of producing potential job candidates," said Day. "That speaks volumes about the quality people we have here at Rockwell Collins, and that they want to share their work experience with others." Focus on engineering Though all employees are encouraged to refer others for positions within our company, the Employee Referral Program is currently offering a unique promotion especially designed to attract engineers and those with critical skills. "The people I refer to our company are a reflection on me," said Owais Hassan (left), who referred Anwer Muhammad to the company. "So, it's important that they are the right people for the right job." Photo by Paul Marlow, The Creative Gene. Under this promotion — launched on Oct. 1, 2006 — our employees can earn incentives for referring engineering employees who are later hired. Those who refer candidates hired for engineering positions from October 2006 to January 2007 will be entered in a regional monthly drawing for a $1,000 Visa gift card. In January, two names will be drawn from all the engineering referrals. Winners will each receive a flat panel television. According to Day, these prizes are in addition to cash incentives already offered by our Employee Referral Program. Those incentives range from $1,000 for an entry-level engineer up to $3,500 for a senior or principal engineer that is either a female or minority candidate, or has a critical skill. Additional information about specific job families and critical skills is available to employees via the Enhanced Employee Referral Program Web site, which is accessible via the RWEB Spotlight on the RWEB Home page. At Rockwell Collins, hiring will continue to be a top priority in the next couple years as we look to dramatically increase our entire employee population. In addition, about 30 percent of the aerospace industry's current population will be eligible for retirement by 2008, and current U.S. Bureau of Labor statistics estimate a shortage of about 10 million workers by 2010. In the engineering pool, the U.S. is currently graduating about one-fifth the number of engineers (60,000 to 70,000) each year than are China and India (350,000), and these statistics make the need to hire talented and motivated people even more challenging. "The search for the best and brightest talent is a tough battle," continued Day. "Today, any company which hopes to grow must be able to attract and retain a highly skilled, diverse workforce, and we believe our employee referral program will help us do just that." Dana Engelbert is a freelance writer.