Matthew Perry, head of talent acquisition, global pharmaceutical and global oncology business units for Novartis (No. 2 on the 2016 DiversityInc Top 50 Companies for Diversity list), shares how Novartis’ Talent Ambassador Program has successfully recruited and retained women in pivotal leadership roles.
By Kaitlyn D’Onofrio
“D&I is a core part of our DNA,” Matthew Perry, head of talent acquisition, global pharmaceutical and global oncology business units for Novartis Pharmaceuticals Corporation (No. 2 on the 2016 DiversityInc Top 50 Companies for Diversity list), said of his company.
During DiversityInc’s fall conference, “Best Practices on Conquering Recruiting Challenges,” on September 14 in Newark, New Jersey, Perry discussed best practices Novartis has employed through its Talent Ambassador Program. The initiative succeeded in helping the company recruit and retain more women in leadership roles and add more women to its talent pipeline.
He explained where the company previously went wrong by making hasty hiring decisions simply to fill an empty and how they’ve since rectified past mistakes.
“We’re very good at [hiring quickly] but when we do that we don’t consider all of the available talent in the pool,” Perry explained.
The company is “starting to hold line leaders much more accountable” when it comes to considering diverse candidate slates, he shared.
And the effects have been lasting. “The net result was that when we did have an open role we had internal and external talent,” he said.
For a PDF version of Perry’s PowerPoint click here.
View full presentation.