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cover of episode Building Networks, Not Just Hiring: The Global Talent Strategy with Mark Reinecke

Building Networks, Not Just Hiring: The Global Talent Strategy with Mark Reinecke

2025/3/21
logo of podcast Analyse Asia with Bernard Leong

Analyse Asia with Bernard Leong
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Mark Reinecke: 我在与高级领导会面、面试或评估他们担任高级职务时，经常会问他们：‘是什么让你与众不同？你如何看待自己？’80% 的人会告诉我他们做不到什么。他们会谈论他们的发展需求，而我会说：‘这就是你推销自己的方式吗？这就是你真正能提供的吗？你坐在猎头面前告诉我你做不到什么——为什么不告诉我你真正擅长什么？’你的独特附加值，你的竞争优势——这就是带来影响力的东西，而不是你做不到什么。确实需要针对发展需求制定缓解策略，但我相信，专注于你的独特优势会让你在职业生涯中走得更远。 我始终相信，独特的优势会让你在职业生涯中走得更远。在空客，我负责管理公司 250 位顶级领导者的一切事务，包括人员配备、招聘、继任计划和发展等。我们与外部专家合作，确保我们始终拥有合适且发展良好的高管团队。我们还创建了一个生态系统，通过STAR项目与外部人才建立联系，并利用外部专家的专业知识来促进创新。 STAR项目是一个战略性企业发展项目，旨在为我们的执行委员会和高层管理人员创建一个外部网络。我们于 2013 年启动了该项目，其理念源于 2012 年我和科尔尼咨询公司（Korn Ferry）的创新主管彼得·埃弗雷特（Peter Everett）的一次谈话。我们当时思考，为什么我们总是在遇到问题时才招聘，或者拿着锤子去找钉子？为什么我们不能以不同的方式获取知识？因为你知道，你想要的是知识。这是否总是意味着你必须雇用某人？或者如果你有问题，你会怎么做？你会在内部招聘，在外部招聘，你会雇用顾问。一定还有其他的方法。于是我们有了创建‘朋友之家’俱乐部的想法。 这个项目让我们能够获得这些最佳实践、创新思维，并满足我们对外部人才的需求。因为当你询问内部员工时，当高层经理询问时，我们都多少属于某个组织，当内部高层经理询问他的团队时，他们真的不敢告诉你他们的想法。另一方面，顾问会告诉你他们知道的东西，并向你收取费用。这些人，包括你，都参加了这些研讨会，并参与了讨论。你们是实践者，你们会告诉我们，即使我们不想听，即使有时会很痛苦。而我们的高层管理人员，他们喜欢它。他们处于风口浪尖，但他们会去那里，因为他们会说，好吧，我们学到了一些东西。这些人不会隐藏。我们隐藏。 整合外部人才并非易事，我们需要确保他们理解航空业的复杂性，并适应公司的文化和流程。我们为所有高层领导者提供量身定制的入职培训项目，并为他们分配一名导师，帮助他们融入公司文化。这个过程是双向的，公司和外部人才都能从中学习和成长。 人工智能将在未来的人力资源领域发挥重要作用，但目前我们仍处于起步阶段。我们需要先做好功课，明确目标、收集数据，才能有效利用AI来提升决策效率。人际网络非常重要，建立真诚的专业网络能够帮助我们获取知识、解决问题，并促进公司内部和外部的合作。 Bernard Leong: (访谈中提出的问题和观点，补充Mark Reinecke的观点，例如对STAR项目的评价，对航空业未来发展的看法等) supporting_evidences Mark Reinecke: 'make daily learning a habit because what brought you there might not bring you further so you need to be able to reinvent yourself' Mark Reinecke: 'What we have done with the STAR program is a strategic corporate development program, which aims at creating an external network for our executive committee and top management.' Mark Reinecke: 'it's about really strategic capability building in key areas like digital transformation, innovation.' Mark Reinecke: 'And we have for all the top leaders, We have an exclusive tailor-made onboarding program.' Mark Reinecke: 'AI will definitely play a major role and a key role in the future of HR.' Mark Reinecke: 'People underestimate the power of network.'

Deep Dive

Chapters
Mark Reinecke emphasizes the importance of focusing on one's unique strengths during job interviews, rather than dwelling on weaknesses. He notes that highlighting exceptional value and competitive advantage makes a greater impact than listing development needs. This approach is crucial for career advancement.
  • Focus on unique strengths, not weaknesses
  • Highlight exceptional value-add and competitive advantage
  • Development needs require a mitigation strategy but strengths drive career progression

Shownotes Transcript

"When I discuss with senior leaders, interview them, or assess them for senior roles, they often come to me, and I ask them: 'What makes you unique? How do you see yourself?' Eighty percent of them tell me what they can't do. They talk about their development needs, and I say, 'Is that how you pitch yourself? Is that what you really bring to the table? You sit with a headhunter and tell me what you can’t do—why not tell me what you’re really good at?' Your exceptional value-add, your competitive advantage—that’s what makes an impact, not what you cannot do. Development needs require a mitigation strategy, yes, but I believe that focusing on your unique strengths will take you further in your career." - Mark Reinecke Fresh out of the studio, Mark Reinecke, SVP of Top Executive Management and Talent Acquisition at Airbus, shares his approach to the full life cycle of global talent management from acquisition to development and retention. Starting from his career journey, Mark shared his experiences and mental models in recruiting, developing and retaining top talent while emphasized how the STAR program in Airbus can gather experts from areas outside of Airbus to provide different perspectives on how the aviation industry can learn from best practices in other industries given the emerging technologies. Last but not least, Mark shared his perspectives on what does great look like for global talent management.

Audio Episode Highlights [00:46] Lead with your unique strengths, not weaknesses [02:05] Introduction of Mark Reinecke, SVP at Airbus [02:41] Mark's career journey from automotive to aerospace [05:47] Key career lessons: daily learning and focusing on strengths [07:09] Mark's role managing top 250 leaders at Airbus [09:02] Approach to analysing global talent landscape [10:39] Integrating outside talent into aviation industry [12:54] The STAR Program: creating an ecosystem of external expertise [17:51] Challenges of integrating external talent into aviation culture [20:38] Airbus's tailor-made onboarding process with buddy system [21:40] Two-way learning between Airbus and STAR Program members [23:20] AI's future role in HR and talent management [28:25] The underestimated power of genuine professional networks [32:21] What excellence in global talent management looks like [34:40] Closing

Profile: Mark Reinecke, Senior Vice President, Top Executive Management and Talent Acquisition and STAR Program Director, Airbus. LinkedIn: https://www.linkedin.com/in/mark-reinecke-6253b015/

Podcast Information: Bernard Leong hosts and produces the show. The proper credits for the intro and end music are "Energetic Sports Drive." G. Thomas Craig mixed and edited the episode in both video and audio format. Here are the links to watch or listen to our podcast.

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