Download - Henley Enterprises Intern Project
Talent Acquisition
Increasing the Qualified Applicant Pool
MillennialsWhy we matter- make up 25% of the workplaceCharacteristics:
uncomfortable with the typical corporate structure (hierarchies) varied/ interesting career and constant feedbackdesire to move up in the organization drawn to a collaborative/ social work environmentWhat are we looking for?:career progressionwagestraining programsSurvey of satisfaction- give employees a survey to find out what
they like/don’t like about the job
Growing Issues - Targeting Applicantsapplicants Career
BuliderVIOC.com College
BoardCraigslist Employee
ReferralFacebook Current
EmployeeIndeed
2014 40,166 1,055 3,824 163 12123 2135 359 81 1973
2015 42,208 777 3,530 338 19542 2129 418 80 4837
5.08% ^ 26.35% v 7.69% v 107.36% ^ 61.2% ^ 0.28% v 16.43% ^ 1.23% v 145.16% ^
JobDiagnosis.com
Job Fair LinkedIn Monster Newspaper
Simply Hired
Snag State Job Boards
No input
2014 2 132 64 315 309 101 12786 251 4072
2015 90 148 67 264 397 229 5093 400 3685
4400% ^ 12.12% ^ 4.69% ^ 16.19% v 28.48% ^ 126.73% ^
60.17% v 59.36% ^ 8.49% v
IssuesGrowing issues
What will spark applicant interestCompetitors Money issues
Finding Application through Corporate ● Too many steps to get to Application
○ could result in losing qualifiable applicants○ A more direct path to the Henley website
would help○ Little changes could make a big difference
■Large “Apply Now” Link on Store Page● Nothing specifies a Henley position
Henley’s Website/Finding an Application
People applying for jobs do not know to search for Henley Careers (Based on store visits, the employees did not know the name “Henley” until after hiring process)
From searching VIOC application, it is hard for applicants to find the Henley Careers website
“Search Open Jobs” link:Too many options in the Title Drop Down box
could be confusing/overwhelmingTH
Assessment-
● Test length - biggest concern○ 24.5% of applicants did not complete the
survey● Review certain questions
○Allow applicants more flexibility with answers
○Questions that are obvious about what the company is looking for
Dismissal of Capable Applicants
● 51% of total applicants do not make it past the PreVisor assessment
○24.5% do not finish the assessment■Sharpen/narrow test
○26.5% do not pass the assessment■Reduce restrictions and disqualifying
factors●BUT we do not want to flood the store managers
with too many applications
“You made the first offer”
● Most employees applied to several other automotive stores/garages○ Emphasis on speed of response from stores○Having a paycheck is a highest priority
Brand Awareness Sponsoring
Schools- Activities/Events/FairsHand out company branded items: Keychains,Car
Chargers, Fresheners, etc.Advertisement
FacebookMBTA/Public Transportation Ads
“Now Hiring” at the bottom of receipts Potential upside, No downside
Ideas for Expansion●Attend College Fairs, Tech Schools, & Events to become more well known to the public
Add to Facebook page stories about employee’s work experiences to engage audiences
Job Qualities to Promote● Growth opportunities within VIOC
Most employees strive to move up and like to work toward a goal
Growth happens fast- one tech reached Assistant Manager in 6 months
● Employees enjoy the work environmentThere is a team atmosphere
employees refer to each other as the guysThey see each other outside of work
Pace of work Fast paced with down times in between
Talent Acquisition Program (TAP)
Based on store visits, many new employees hear about Valvoline jobs through referrals.
However, not many current employees know about the Talent Acquisition Program
employees sound more motivated to make referrals once we told them about the program
More referrals leads to more applicants, qualified workers, and effective work environments.
URL IdeasValvolinejobs.comValvolinecareers.comVVOil.comVVLubes.comWorkAtValvoline.comWorkForValvoline.comOilChange.comValvolineMassachusetts.com (etc)
Steps to ImproveReferral Program
Awareness/significance Assessment
Review questions for clarity/overall test lengthProgress/completion bar
Application discoverability Website on receipts