e=mc2 talent acquisition model
Post on 20-Sep-2014
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By Frank Pacheco
E fficient Talent IdentificationM anaging Application VolumeC onversion > App:Hire Success
2E = MC
Talent Identification
Search Opt. Vendor
Adv. Aggregator
TRM
ATS
Active Job Seekers Active Job Seekers Advertisement / Advertisement /
PostingPosting• Major BoardsMajor Boards• Niche BoardsNiche Boards
Passive Job Passive Job Seekers Seekers
Marketing Marketing • Search Search
OptimizationOptimization• Banners, Mass E-Banners, Mass E-
MailMail
Selection
Talent IdentificationProcessStartStart
Managing Application Volume
TRMTRM
Job Family Evergreen Reqs
Talent Folders Map to Org Charts
Smart Agent Talent Folders
Pre-Screening Knockout Questions
Automated Phone Pre-Screening
Recruiting Network Events
Automated Interview - Application
Resume Review Feedback Process
Search Opt. Vendor
ATS
DataMining Platform
Talent Community
Social NetworkingEmployee Referrals
Re-Recruiting
Alumni
Advertisement Platform
Marketing PlatformTalent Landing
PagesJob Distribution
Email/RSS Marketing
Job Classifieds
Job Boards
For Volume Driven Positions Only
Processing Candidates
Pre-Screening Knockout Questions
Automated Phone Pre-Screening
Recruiting Network Events
Automated Interview - Application
Resume Review Feedback Process
ATS
The goal is to disqualify those that do not meet “minimum requirements” > Qualified candidates
get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community
The recruiting manager reviews/approves resumes,forwards qualified candidates to hiring manager andsecures feedback (all within 48 hours). This will increase
precision and reduce interview : hire ratio
This step is reserved for volume driven positionsto help recruiting managers qualify those with the
highest communication skills and potential
Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers)
The application collects pertinent data and the on-lineinterview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified
candidates & map them against current/future positions
Automated Pre-Screening Process
The goal is to disqualify those that do not meet “minimum requirements” > Qualified candidates
get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community
Pre-ScreeningQuestions:
1. Work/Home proximity2. Years of experience 3. Work eligibility status4. One or Two minimum
skills questions5. Certifications6. Degree7. Salary
Qualified candidate
s
AutomatedDeclined
LetterUn-
qualified Prospects
DataMining PlatformTalent
CommunitySocial NetworkingRe-Recruiting
ATS
Once Recruiting Mgrs approve
candidates Sourcers send
them automated Interview Invite
Junior SourcingTeam
Approves resumes, forwards them to hiring manager & secures feedback (all within 48 hours).
Prospects
Recruiting Managers
Forwards qualifiedprospects for approval
Resume Review / Feedback Process
The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager andsecures feedback (all within 48 hours). This will increase precision and reduce interview : hire ratio
Recruiting Managers
Junior SourcingTeam
Hiring Managers
Sourcing team pre-qualifies candidates
& forwards their resumes to
Recruiting Managers
Hiring ManagersReviews resumes& reports detailed qualify/disqualified explanation back to Recruiting Managers within 24 hours
Recruiting ManagersQualifies somecandidates and forwards them to the hiring managers for further approval
Recruiting ManagersDisqualify some candidates & reports detailed explanation back to sourcers within 24 hours
Recruiting Managers are responsible to
secure timely candidate feedback from Hiring Managers. Staffing Directors are responsible for
enforcing timely feedback from hiring Mgrs and Recruiting
Managers. Recruiting Managers should provide full cycle resume feedback to the sourcing team
within 48 hours.
Automated Application & First Interview Process
Application:1. Work History2. School GPA 3. Reason for changing jobs4. References
1st Interview:1. Several in depth technical
questions2. Several in depth situational
questions3. Several in depth Leadership
questions
Qualified candidates
AutomatedDeclined
Letter
Un-qualified candidates
Recruiting Managers
DataMining PlatformTalent
CommunitySocial NetworkingRe-Recruiting
ATS
Candidates
The application collects pertinent data and the on-lineinterview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified
candidates & map them against current/future positions
AutomatedProcess
In-personInterview Invite
to Qualified Candidates
Automated Interview Inviteto pre-qualified
candidates
Junior SourcingTeam
Conversion > App: Hire Success
Old Model Proposed Model Old Model Proposed
Model
Jobs: Difficulty Level Med - High Med - High
Number of Yearly Openings 1000 1000 Average
Time-to-fill 100 Days 45 Days
B
u
d
g e t
Number of recruiters required 20 - 30 12 - 15
Number of Sourcers 5 - 7 2 - 3 Average Cost-Per-
Hire$12,000 $7,500
Advertisement 20% 20%
Marketing 10% 20% Quality-of-Hire Medium High
Search Firms 50% 20%
Technology 5% 10% Client Satisfaction Medium High
Other 15% 10%
Savings $0 20% Meet
Business Objectives
Low High
Managing Volume Driven Job Openings
1. Automated Phone Screening2. Recruiting Networking Events
Application:1. Junior Sourcer e-mails
invitation with link to phone interview
Phone Interview:1. One technical questions2. One situational questions3. One Leadership questions
Qualified candidates
AutomatedDeclined
Letter
Un-qualified
candidates
Recruiting Managers
DataMining PlatformTalent
CommunitySocial NetworkingRe-Recruiting
ATS
Candidates
Phone AutomatedProcess
In-personInterview Invite
to Qualified Candidates
Phone Interview Invite sent to pre-qualified candidates
Junior SourcingTeam
This step is reserved for volume driven positionsto help recruiting managers qualify those with the
highest communication skills and potential
Automated Phone Pre-Screening
Those with highestCommunication
Skills
Recruiting Event
Even
tEv
ent
Post
Even
tPo
st Ev
ent
Pre-E
vent
Pre-E
vent
Pre-determineArea in need
Pre-determineRight pool of candidates
E-mail resumesTo Hiring Mgrs
For review/approval
Secure: Event locationInterview locationFood/refreshmentsMarketing handouts
Send RSVP letter + e-mail invitations to selected candidates
Confirm attendance with line Mgrs and group leader (VP)
A) First Hour-Candidates register-RM greets candidates-HM & candidates mingle
B) Next ½ Hour-SP Fred’s Video (15 m.)-Keynote Speaker (15 m.)
C) Last Hour-RM Pre-screen candidates-HM Interview candidates-VP interviews finalist
Finalistare invitedto formal
interviews
Rejected candidatesReceived a “No
Thank you letter”Qualified finalist are handed over to RM for interview scheduling and follow up
Exception:Super candidate whom
VP wants to hire during the eventRM has paperwork
just in case
Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers)
Recruiting Networking Events
ATS