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GE Taps New Technology to Power Global Recruiting

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Global Recruiting requires 3 elements for success - social, mobile and virtual technology. Find out how GE has implemented new technology to power global recruiting.

Global Recruiting requires 3 elements for success - social, mobile and virtual technology. Find out how GE has implemented new technology to power global recruiting.

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  • Video interviews have numerous potential advantages beyond the obvious reduced travel costs; be specific upfront about why you are using video interviews. 1. Increase Convenience/Efficiency Allow recruiters to conduct interviews from anywhere Make it easier for candidates/interviewers to fit interviews in their schedule 2. Reduce Costs Eliminate candidate travel and accommodation costs Eliminate recruiter travel and accommodation costs Reduce administrative costs (e.g., office space, room hire, refreshments, etc.) 3. Increase Geographic Reach ‘See’ candidates from disparate locations to expand your effective talent market Incorporate dispersed recruiting teams into the interview process 4. Improve Candidate Experience Minimize candidate travel requirements Improve ability to schedule interview at candidate-friendly timeCreate a more engaging experience
  • Quality Does the role require you to assess attributes like body language, mannerisms, and so on? Would it be helpful to engage personally with the candidate earlier in the interview process? Would you appreciate the opportunity to convey aspects of your organizational culture in a more nuanced way?Hiring Volume Do you have a significant volume of applicants for the same position? Do you need to interview a large number of applicants? Do you need to be able to interview candidates in quick succession? Complexity of Interview Process Do many different recruiters and hiring managers need to be involved in the interview process? Are recruiters and hiring managers based at many different locations? Are there multiple interview rounds?Candidate Situation Is your candidate located (prohibitively) far away? Do personal commitments make it hard for your candidate to travel? Do work commitments make it hard for your candidate to travel? Realistically Assess Your Capabilities Objectively evaluate your ability to conduct video interviews well. Analyze Internal Capabilities Do you possess the equipment required to conduct video interviews? Do interviewers have access to a suitably quiet space from which to conduct video interviews? Do interviewers have the technical knowledge and/or training to operate video interviewing equipment? Does your IT system support the required technology? Will your IT colleagues be able to quickly address technical difficulties before and during interviews? Has your compliance team identified and solved any relevant legal issues? Vendor Management Capabilities Do we possess the appropriate combination of business acumen, project management, and negotiation skills to manage a vendor relationship? Do we have prior experience managing vendor relationships for recruiting activities? Do we feel confident that outsourcing to a vendor will not negatively impact the candidate experience and candidate perceptions of our employment brand? When we have outsourced in the past, have we been able to resolve problems quickly and effectively without senior management involvement and approval?
  • - Quickly screen more candidates in less time and get deeper insight early in the process with on demand digital interviews. Secure buy-in from team members and hiring managers by rating, comparing and sharing only the best candidates. HireVue is pre-integrated with more than a dozen existing recruiting platforms. - Finally, a way to validate candidates’ ability to work during the recruiting process - before putting them in front of senior staff. Multi-media questions, tests, and industry-specific evaluation tools perform deeper capabilities assessments and pose real-life scenarios to effectively evaluate skills. - Bring in only the best candidates for final rounds after validating skills, capabilities and cultural fit with live online interviews, questions and probes. Live video and panel interview tools enhance the experience, allow for deeper insights, and can be recorded and shared with the hiring team.
  • Quality Does the role require you to assess attributes like body language, mannerisms, and so on? Would it be helpful to engage personally with the candidate earlier in the interview process? Would you appreciate the opportunity to convey aspects of your organizational culture in a more nuanced way?Hiring Volume Do you have a significant volume of applicants for the same position? Do you need to interview a large number of applicants? Do you need to be able to interview candidates in quick succession? Complexity of Interview Process Do many different recruiters and hiring managers need to be involved in the interview process? Are recruiters and hiring managers based at many different locations? Are there multiple interview rounds?Candidate Situation Is your candidate located (prohibitively) far away? Do personal commitments make it hard for your candidate to travel? Do work commitments make it hard for your candidate to travel? Realistically Assess Your Capabilities Objectively evaluate your ability to conduct video interviews well. Analyze Internal Capabilities Do you possess the equipment required to conduct video interviews? Do interviewers have access to a suitably quiet space from which to conduct video interviews? Do interviewers have the technical knowledge and/or training to operate video interviewing equipment? Does your IT system support the required technology? Will your IT colleagues be able to quickly address technical difficulties before and during interviews? Has your compliance team identified and solved any relevant legal issues? Vendor Management Capabilities Do we possess the appropriate combination of business acumen, project management, and negotiation skills to manage a vendor relationship? Do we have prior experience managing vendor relationships for recruiting activities? Do we feel confident that outsourcing to a vendor will not negatively impact the candidate experience and candidate perceptions of our employment brand? When we have outsourced in the past, have we been able to resolve problems quickly and effectively without senior management involvement and approval?
  • Evolution – to develop graduallyExperimentation - a test, trial, pilotExplosion – to burst, or fly Adoption – to accept
  • Transcript

    • 1. GE Taps New Technology to Power Global Recruiting Shahbaz Alibaig Recruitment Technology Leader, Global Talent Acquisition GE
    • 2. Change is your friend ….
    • 3. Objectives for today • Building the case for Mobile • What to consider before embarking on Digital interviewing journey • Integrating Digital Interviewing within your recruitment process • Examples of Global Success Stories • Strategy for Roll-out of Digital Interviewing
    • 4. WHILE WE WERE SLEEPING, WORK JUST WENT MOBILE
    • 5. SMARTPHONE UNITS SOLD ACTUALLY PASSED PCS BACK IN… Q42010 *IDC Worldwide Quarterly Tracker, January 2011
    • 6. 1.9 BILLION MOBILE SUBSCRIBERS | 2012 US is ranked #3 with 300M+ mobile subscribers as of 2012 according to Wikipedia.
    • 7. VIDEO IS CURRENTLY OF ALL MOBILE DATA TRAFFIC *SOURCE: Morgan Stanley HALF
    • 8. COMPANIES ARE GETTING LEFT BEHIND
    • 9. Identify Objectives for Digital Interviewing Technologies 1. Boundary-less Recruitment 2. Transform HR from International to Global 3. Candidate Experience 4. Hiring Manager & Recruiter Efficiency 5. WOW Hiring Managers 6. Early Talent Recruitment 7. Mobile & Virtual Workforce 8. Branding and EVP 9. Candidate Travel Cost 10.Reduce Cycle time 11
    • 10. Considerations for Digital Interviewing 1. Quality 2. Hiring Volume 3. Recruitment Process 4. Candidate Situation 5. Legal/Compliance 6. IT 7. Culture 8. Change Management 12
    • 11. Expand reach, reduce costs and improve quality of hire Interview more candidates at your convenience On Demand  Eliminate Scheduling  Review on your schedule  Evaluate and rate  Share and collaborate
    • 12. Offset travel time and expense with Live Interviews Improve collaboration without sacrificing convenience Live Interviews  Recorded & non-recorded  Phone line integration  Interview guides  Multiple participants  Share recorded events
    • 13. Integrating Digital Interviewing in Your Recruitment Process Do they meet minimum requirements? Disposition On Demand – use interviews to quickly screen & assess Sourcing & Candidate Pool On Demand – reach passive candidates; digital introductions Hire & Onboard Offer and pre- employment verification Disposition Disposition On Demand & Live Interviews – continue to engage short list & finalists; easily share best with managers; validate skills (coding) Are they the right fit for the team & role? On Demand – Digital introductions help Onboard and introduce new team members in a much more personal way
    • 14. 1. Post position 2. Call candidates 3. Schedule onsite interviews 4. Onsite recruiter interview 5. Onsite manager interview 6. Final round of interviews Inefficient, poor candidate exp. 1. Post position 2. Call candidates 3. Send HireVue On Demand Interview 4. Recruiters and managers watch interviews anytime/anywhere 5. Hold final in person interviews “HireVue On Demand interviews have been a big help in my recruiting strategy. Candidates can interview anywhere, at anytime, even when they are offshore, are traveling, or located in different markets.” LATAM SCREENING THEN SCREENING NOW RECRUITERS: “ Improved quality of hire, more convenient!” MANAGERS: “Watching interview gives me better sense of candidate.” CANDIDATES: “Love recording interview when it’s convenient for me.” Better Candidate Insights!
    • 15. 1. Receive application 2. Manager reviews 3. Schedule recruiter interview 4. Schedule manager interview 5. Coordinate travel 6. Possible additional interviews / travel Limited reach, $$ travel 1. Receive application 2. Manager reviews 3. Live HireVue digital interview with candidates anywhere in the world 4. Bring in best for final interview “With HireVue, I was able to recruit globally to staff locally. We were looking for experienced engineers that just weren't available in Poland. HireVue was a great, easy to use tool for us to interview candidates in India, Spain, Malaysia, and Mexico. Using HireVue was the only way we could have made this possible.” EU SCREENING THEN SCREENING NOW RECRUITERS: “ Border-less recruiting; global reach; more efficient” MANAGERS: “Can consider candidates from other countries; convenient” CANDIDATES: “Like being considered for GE jobs outside of my country” Global sourcing reach!
    • 16. “With On Demand digital interviews, I reviewed candidates anywhere, anytime, giving me a lot of flexibility. No scheduling or rescheduling phone screens, or other admin work. I was also able to improve productivity and interview consistency and finally assess candidates interpersonal & technical skills” USA FLEXIBILITY: “I reviewed candidates when it was convenient for me.” CANDIDATES: “Love anywhere, anytime flexibility and mobile access.” CONSISTENCY: “Rated candidates by question; fairer & more consistent.” LESS ADMIN: “No scheduling or rescheduling phone screens.”
    • 17. Feedback from Hiring Managers, Recruiters and Candidates 19
    • 18. • “I love this new tool. Makes me feel like I'm conducting an on-site interview!” • “It's very easy to navigate.” • “I like the automatic invitation to candidate and line mgr.” • “Video interview allowed me to interview at a schedule and place that was convenient to both parties.” • “I appreciated the fact that I was offered a video interview, it changes the whole dynamic compared to just talking over the phone.” • • “It was very nice to be able to see the interviewer. This was convenient for me, seeing that I live in Colorado and the interviewer was in New York.” • • “GE Healthcare is my dream internship and to have this opportunity was wonderful!” Candidate Feedback
    • 19. Strategy for Digital Interviewing Implementation Identify Champions of Change Who: • GET IT • WANT IT • HAVE CAPACITY TO DO IT
    • 20. Questions? Shahbaz Alibaig Recruitment Technology Leader, Global Talent Acquisition GE
    • 21. APPENDIX
    • 22. GE CANDIDATE EXPERIENCE

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