Download - Ongoing Job Management
Ongoing Job Management May 20132
What We’ll Cover
• Customer satisfaction and HM engagement
• What to do if the candidates flow is:
•too low
•too high
•off target
• Ongoing job management
• Sourcing
Ongoing Job Management May 20133
Job Management
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Having the applicants complete online screening questions and documenting
all contact with them
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Hiring Manager Engagement
4
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Client Satisfaction
It’s our first priority.
• Advise and consult with the HM
• Establish yourself as a credible authority on the recruiting process
• Be willing to go the extra mile for your HM
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First Check In Meeting
• Platform overview for new HMs
• Push to social networks
• Feedback on candidates
• What NOT to do (Hire and Don’t Hire)
• Have a Wanted Analytics report ready to review
• Have three to five profiles ranked and reviewed
• Dig for specific feedback
• Establish a timeline for interviews
• Identify interviewing team members
• Coach on interviewing best practices
6
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Ongoing
• Be proactive
• Solicit detailed candidate feedback
• Discover roadblocks and propose solutions
• Coach!
7
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Documentation
8
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Documentation
9
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Escalation
10
CE/CPM/CAM
Client HR
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Benchmarks
30 days 60 days
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Red Jobs
A job may be designated “red” if:
• Low flow or no flow
• Candidates not on target
• Hiring Manager is not engaged
• Job is behind timeline (due to the above)
• Competing against other internal recruiters or agencies
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If Candidate Flow is Too Low
Check the following:
• Title - is there something wrong with the title that is not attracting attention or possibly misleading?
• Description - is something in the job description turning candidates away?
• Job links - are they working correctly?
• Posting - is job posted properly on the job boards?
• Referral search– is the profile pulling appropriate referral sources?
IIQsIIQs
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Increasing the Flow
Try the following:
• Increase your sourcing efforts
• Job boards, networking tools, etc.
• Specialty postings
• Screen through the candidates that did not pass the IIQs to see if any are viable candidates
IIQsIIQs
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If PASSING Candidate Flow is Too Low
Check the following:
• Do you have knockouts that are too stringent?
• Is the min IIQ score too high?
• Are the question weightings correct?
• Are there questions that most candidates are getting wrong?
IIQsIIQs
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If Candidates Are Off-Target
• What is the core skill or experience that is missing? Consider an automatic disqualifier
• Does the job description properly explain the position?
• Discuss the current applicants with the HM to see what you’re missing
• Review candidates who have been knocked out and adjust IIQs if needed
• Reject candidates in the system who are not a good fit after reviewing with HM
IIQsIIQs
?
?
?
?
Ongoing Job Management May 201317
If The Candidate Flow is Too High
Consider the following:
• Raising the min IIQ score
• If all of the candidates are on target
• Change the weighting on preference questions
• To separate the great from the good
IIQsIIQs
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Ongoing Job Management
• Check the candidate flow at least once every 2 days
• Make sure that all candidates are properly reviewed
• That decisions are being made – interview, knock out, or put on hold
• Check for reasonable candidates who have not completed IIQs and request they do so
• Update job status, stage and status update notes every Friday by 2pm detailing current activity; naming candidates in interviews
• Detail your efforts in the job notes:
• For posting, sourcing, contact with HM, interviews scheduled as well as any problems
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Sourcing
19
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progressive job marketing campaigns
20
Articulation
of need
On-line
Job
Marketing
Social Media
Job Marketing
Referral
Campaigns
Intelligent Targeted Sourcing
Candidate Relationship Management
Candidate Relationship Management
• Social Recruiting is eMarketingLeverage the proven techniques of marketing and marketing automation
• Every Job Search is a Marketing CampaignAllow the Data to Drive the Process and treat every candidate with courtesy and respect
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When to source?
= Accolo= Accolo
ProfileProfileJobJob
Offer and Offer and CloseClose
Reference, Reference, Background Background
ChecksChecks
Hiring Hiring ManagerManager
InterviewsInterviews
SourceSourceCandidatesCandidates
ScreenScreenCandidatesCandidates
Develop Develop RecruitmentRecruitment
PlanPlan
Sourcing
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Best practices
22
Active candidates
Passive candidates
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Documentation
23
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Escalation
24
CE/CPM/CAM
JPC
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Review
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Review Questions
• Name two things you should do in the first HM meeting.
• When would a job be considered “red”?
• Candidate flow passing the IIQs is too low. What should you consider doing?
• Candidate flow is too high. What should you consider doing?
• How often should you be in contact with your HM?
• Name two actions you should take in managing a job.