ofccp and recruiting: how can you innovate and regulate?

Knowledge Infusion & ERE OFCCP and Recruiting

How can you innovate and regulate?

August 2009

Cassie Fireman, Chief Performance Officer Elaine Orler, Consultant

2 Knowledge Infusion Proprietary and Confidential, Copyright 2009

About Knowledge Infusion

•  Leader in human capital management, talent management & social collaboration consulting, advisory and intelligence services

•  Ranked #3 fastest growing private companies in region

•  Headquartered in Minneapolis, Minnesota with offices throughout US

•  Over 200 global customers including MetLife, Turner Broadcasting (CNN), Luxottica Group (Sunglass Hut), Intuit, Fairmont Raffles Hotels, Clorox, Target

•  Largest online human capital management community…with over 2,500 members

Partnership

Passion

Celebration

Talent

Knowledge

Trust


Strategic Advisors Throughout Your Journey


Agenda

• Understand the balance of recruiting and compliance by: •  Defining the current market challenges •  Reviewing the definition for internet

applicant •  Understanding how the technology

offered today has addressed that definition

•  Provide options for how you can continue innovation within regulation and still identify the right talent for your organization


Polling Question:

How long have you been in the recruiting profession?

A.  Less than 1 year

B.  1 - 3 years

C.  3 - 5 years

D.  More than 5 years


Recruiter time in position consistently under 3 years

2008 2009

Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200


Market Overview and Landscape


Recession Impact on Recruiting

  Reduction in resources dedicated to external recruiting

  “Freeze”, “Chill”, in mass hiring efforts

  Redistribution of work related to HR, TM and TA

  Prioritization and Process Analysis

Internal Forces   Increased volume of inquires

related to opportunities

  Increased applicants applying for opportunities they are not qualified for

  Greater exposure to regulatory requirements

  Hesitation in relocation based on global economy

External Forces

  Slower execution of business strategy and operating plans

  Delayed and loner processes to make talent decisions

  Increased transaction based activities with non-qualified applicants

Business Impact


Recruiter Role Consistently Changing

•  General area of discipline

•  Consistent process for identifying talent

•  Harvest candidates from broad categories of qualified resumes/ profiles

•  Strong relationship with line mgmt for continuous recruiting

•  Specialized, targeted

•  Variable processes based on type of talent

•  Few qualified active candidates – stronger sourcing efforts

•  Strong social networking, relationship building with external talent

Farmer Hunter •  Aligns the efforts within the

overall business

•  Understands broad resource objectives, needs and gaps

•  Expert in pinpointing the need and the sourcing plan

•  Strategic alignment of talent across the business

Sous Chef


Generalist •  Multiple job responsibilities

•  Employee Relations critical

•  Limited recruiting experience

•  Individualistic recruitment

•  Varied reports/metrics

•  Position volume varied

Outsourced •  Multiple companies supported

•  Recruiter team work

•  Process ownership and accountability

•  Standard reporting/ metrics

Centralized •  Dedicated staff

•  Recruiter team work

•  Standard processes

•  Standard reports/metrics

•  Position volume shared across the team

•  Direct line reporting structure

Decentralized •  Various roles participating in recruiting

•  Individualistic recruitment

•  Localized processes

•  Varied reports/metrics

•  Position volume varied

•  Consensus voting with participation optional

Today’s Enterprise Recruiting Models

Definition of an Applicant


Polling Question:

Does your company have a formal definition of an internet applicant?

A.  Yes

B.  No

C.  Don’t Know


OFCCP’s Four Point Internet Definition

1.  Individual submits an expression of interest in employment through the Internet or related electronic data technologies

2.  Employer considers the individual for employment in a particular position

3.  Individual’s expression of interest indicates the individual possesses the basic qualifications for the position

4.  At no point during the selection process prior to offer of job, does the individual remove themselves from further consideration from the position


Recruiting Applicant Examples

Company Job Posting on Career Site

Resume and profile

submission for

consideration

Evaluation of basic

qualifications = meets

Recruiter Searches external

database

Identifies talent based on basic qualifications

Requests Resume and

profile submission for consideration

Recruiter searches TAS

database

Reviews search results and refines to

basic qualifications

Reviews all results

meeting basic qualifications


Evolution of Recruiting Process and Technology

Strategic Sourcing ‘Edge’

Talent Acquisition

ATS Core

• Social Collaboration • Dynamic Communications • Predictive Analytics

• Career Portals/Branding • Assessments/Screening • CRM/Sourcing • Onboarding • Metrics

• Requisition Management •  Job Distribution • Applicant Management • Offer Management • New Hire Management • Reporting


Applicant Tracking Technology Impact

•  Late Majority Market •  10 – 20 years old •  First ATS announced in 1988

•  Transitioning from a late adopter market into a legacy market •  V5 – v8 for core ATS applications

•  Focused on the ‘big picture’ •  Expanded footprint in: services,

technology or partnerships

•  Late Majority Technology •  Enterprise TA Suite Solutions •  Enterprise TM Suite Solutions •  ERP Modules

• Compliance Impact •  Internet Definition Adopted •  Search results systematized •  Reduced flexibility in aggregated

definition


Talent Acquisition Systems Impact

•  Early Majority Market •  5 – 10 years

•  Transitioning to Late Majority •  Module Revolution

•  CRM •  Onboarding •  Reporting •  High Volume

• Early Majority Technology Modules •  Core ATS w/ TA Modules •  Candidate Relationship Management •  Job Distribution Tools •  Assessments/Verifications Providers

• Compliance Impact •  Internet definition supported •  Search results systematized •  Dependency on company process

adherence


Strategic Sourcing “Edge” Technology Impact

•  Emerging Market •  0 - 5 years old

•  Proof of concept transitioning to Early Adopters

•  First Generation applications •  Beta – v2 of application development •  Agile development strategy

• Emerging Technology •  Talent Profiling •  Targeted Recruitment Advertising •  Video Interviewing •  Mobile Recruiting

• Compliance Impact •  Undefined territory/exploration •  Visual identification •  Increased exposure

Compliance in the Future Social Networking


What is Social Collaboration

Portals/Self- Service

Social Networking

Profiles & Expertise

Knowledge Sharing

Collaboration Conversations

Intellectual Capital

Communication


Social Networking gaining momentum in Recruiting

Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200


Things to do right now to ensure you’re compliant:

• Talk to your employment counsel representative and Affirmative Action stakeholders about the definition and the systems/tools you use in recruiting

• Create a process flow visual guide of your recruiting process •  Understand where there is consistency and variance in the process

•  Review how your process is managed through each of the four (4) requirements for the internet applicant pool

•  Review job descriptions and postings for consistency and alignment of “basic qualifications.”

•  Review your sourcing and screening processes, determine if applicants are being considered differently vs. equal consideration •  Consider process changes to neutralize screening techniques you might

use to limit review of submissions •  Review how “withdrawals” due to candidate disinterest are managed

and recorded


Continue the Conversation

Cassie Fireman [email protected]

ofccp and recruiting: how can you innovate and regulate?

Business

knowledge

recruiting

basic qualifications

profile submission

sourcing survey

process

recruiting

definition