sce recruitment

8/2/2019 SCE Recruitment

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E-Recruitment:

The Revolution in How We

Find Talent

Joye Lang, IPMA-CP,OHR Assistant DirectorScott Letourneau,President, NEOGOV


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SC Environmental Scan

Poor economic conditions and highunemployment rates over the past severalyears

Reduced recruiting and hiring efforts,except for critical positions

Employees who remained unhappily inpositions expected to begin to seek otherpositions as new jobs become availabledue to improving economic conditions

Potential for a significant number ofretirements by the Baby Boomergeneration over the next five years


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Impact of SC

Environmental Factors An unprecedented impact on

recruitment and hiring expected

in the immediate future The need for more strategic

recruitment by employers

The need for increased use oftechnology for recruitment

processes


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S.C. State Governments

Recruitment History Pre-1998:

Paper Postings at OHR & the

Merit System with the MeritLists

Since 1998:

Vacancy-Driven Application

Process &

Electronic Vacanc Postin


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Current Recruitment and

Hiring Issues and Trends A multi-generational workforce:

the Veterans (born 1922-1943)

the Baby Boomers (born 1943-1960) the Generation Xers (born 1960-1980)

the Generation Nexters (born 1980-

2000).

Other facets of diversityrace, nationalorigin, geography, religion, culturehave

increasedRon Zemke, Claire Raines, & Bob Filipczak, Generations

at Work 3 (2000).


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SC State Governments

Current Statewide

Recruitment Process State agencies post their vacancies

on the South Carolina State Jobswebsite through the HRIS at no cost

to the agencies Public access to state government

vacancies through this website

State agencies statutorily required

to post their vacancies with OHRand the South Carolina EmploymentSecurity Commission. See S.C. CodeAnn. 8-11-120 (2007 Cum. Supp.).


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SC State Governments

Current Statewide

Recruitment Process Centralized job postings

Decentralized applications

Four page long applications

mailed (or e-mailed) to

individual agencies

Paper laden process


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What S.C. State

Governments Recruitment

Process Should Be A centralized and branded

application site that links all

state agencies into a singlesystem

Ability to accept job

applications via the Internet atany time

A single sign-on capability


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What S.C. State


Process Should Be A screening option with job-

specific questions based on the

necessary knowledge, skills,and abilities

Ability to market appropriatelybased on the generational

diversity of the applicant pool


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What S.C. State


Process Should Be Ability for individual agencies to

search through the applicants

to be considered for thatagencys specific vacancies

An electronic recruitmentapproach to reduce its current

paper-laden process


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What S.C. State


Process Should Be Ability to provide screened

electronic applications to the

hiring authority without papercopies

A reduced number of

background check, signedapplications, and completed

addenda to applications after

reviewing screened applicants


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What S.C. State


Process Should Be Ability to archive records

EEO data collection and

reporting

Reduced collection of

redundant information

A secure system to maintain

confidential information


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NEOGOV

Mission: To improve the servicespublic sector agencies deliver tosociety. Exclusively focused on public sector

Over 170 Government Agencies &25,000 users in 40 States

Over 6 Million applicationsprocessed annually

Customer focused and driven


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Overview

CertificationApplicant

Tracking

Selection/

Testing

RecruitmentRequisition

Hire

Workflow

Time Effort Cost Service Satisfaction Retention

Results:

HRIS/Payroll(ERP)

Web

Services

Workflow


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Goals

Increase efficiency and effectiveness

Move towards paperless recruiting

Reduce 90% administrative processes (filing,photocopy, printing, etc.)

Increase services to citizens (applicants)

Proactively keep applicants informed ofrecruitment status

Increase communication with Hiring Managers Buy staff time back and reallocate to more

productive tasks


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New Processing

Job Interest Cardsauto notification of job

openings

Create & Approve requisitions online

Post jobs on central State site Career Seeker applies online

Auto screen Minimum Qualifications

Send email notices

Auto identify good, better, best

Filter (dept, geog, skills, etc.)

Refer applications to Hiring Manager online

Applicants use the Citizen Self Service Portal to

answer 90% of their common questions


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Benchmarking Results

Recruiter/Analyst Effort

48% Reallocation

Support Staff Effort

29.5 hr/wk75% Reallocation

Time-to-Hire Reduction(Average)

5 Weeks

33% Reduction

Department Satisfaction Rating:

25% Increase

Consolidated 7 existing systems

into 1

Recruiter/Analyst Effort

37% Reallocation

Support Staff Effort

77% Reallocation

Time-to-Hire Reduction(Average)

5 Weeks

33% Reduction

Department Satisfaction Rating:

25% Increase

Consolidated 5 existing systems

into 1


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Job Requisitions


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Job Announcements


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Recruitment Plans


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Citizen Self Service

Portal


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Reports & Dashboards


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Thank You

Additional Resources

NEOGOV Web site:

www.neogov.com

NEOGOV Customers:www.neogov.com/custo

mers

Contact Information

Scott Letourneau,President

Phone: (888) NEOGOV1 x

203

Email: [email protected]
http://www.neogov.com/http://www.neogov.com/customershttp://www.neogov.com/customershttp://www.neogov.com/customershttp://www.neogov.com/customershttp://www.neogov.com/


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Supplemental 1Ability to

Decrease Cost Per Hire

Automating workflow increases productivity

Reports identify the most productive

recruitment sources

Integrating with other enterprise systems

eliminates redundant data entry

Use advanced screening and filtering tools

to reduce the time that hiring managers and

others spend interviewing candidates.


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Supplemental 2Ability to

Increase Retention Rates

Identifying employees who will succeed with

an agency

Reduce turnover in the first year of

employment, where voluntary turnover rates

are typically a full ten percentage points

higher than overall agency turnover rates

Encouraging promotional recruitments

through an automatic system, enabling

employees to advance their careers within

the agency


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Supplemental 3Ability

to Improve Time-to-Fill

Streamlining job requisition creation and

approval processes

Employing pre-screening capabilities

Increasing collaboration and communication

Reporting on key metrics to identify

bottlenecks


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Supplemental 4Ability

to Increase Productivity

Better-fit candidates require less training

Better fit candidates are more productive

from day one

Increase focus on more value-addedstrategic activities

Increased services to citizens and

departments while reducing effort


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Supplemental 5

Recruitment Features

Post Job Descriptions to your Website

Automatic Online Job Interest Cards Create and Post Job Announcements

Employment Opportunities Report

Accept Job Applications Online

Recruitment and Examination Planning

Proven Results:

90% Applications Online

75% Reallocation in Support Staff Effort

30% Reallocation in Recruiter Effort


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Supplemental 6

Selection Features

Create and Manage Pre-Screening Questions

Pre-Screen Applicants Automatically, asthey Apply

Define and Store Scoring Plans

Training and Experience Evaluations

Subject Matter Expert Review

Score and Rank Applicants

Proven Results:

30% Reallocation in Screening Effort

25% Reduction in Duration


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Supplemental 7Applicant

Tracking Features

Track Applicants by Step/Hurdle

Generate Email and Hard-Copy Notifications Maintain Detailed Applicant History

Establish and Manage Eligible Lists Online

Eliminate Data Entry with ICR Scanning

Conduct Testing Online

Proven Results

80% Reallocation in Support Staff Effort


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Supplemental 8

Certification & Eligible List

Features

Establish and Manage Certification Lists

Online Refer All Application Materials Electronically

Capture Applicant Notes and Dispositions

Generate Email and Hard-Copy Notices

Conduct and Track Interview Process

Results:

100% Reduction in Referral Duration

96% Reduction in Support Staff Effort

NOW: 15 Minutes - Requisition with

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