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E=Mc2 Talent Acquisition Model
 

E=Mc2 Talent Acquisition Model

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    E=Mc2 Talent Acquisition Model E=Mc2 Talent Acquisition Model Presentation Transcript

    • E fficient Talent Identification M anaging Application Volume C onversion > App:Hire Success 2 E = MC
    • Talent Identification Search Opt. Vendor Adv. Aggregator TRM ATS
      • Active Job Seekers
      • Advertisement / Posting
      • Major Boards
      • Niche Boards
      • Passive Job Seekers
      • Marketing
      • Search Optimization
      • Banners, Mass E-Mail
      Selection Talent Identification Process Start
    • Managing Application Volume TRM 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 Networking Employee Referrals Re-Recruiting Alumni Advertisement Platform Marketing Platform Talent Landing Pages Job Distribution Email/RSS Marketing Job Classifieds Job Boards
    • Processing Candidates For Volume Driven Positions Only 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 and secures feedback (all within 48 hours) . This will increase precision and reduce interview : hire ratio This step is reserved for volume driven positions to 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-line interview 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-Screening
      • Questions:
      • Work/Home proximity
      • Years of experience
      • Work eligibility status
      • One or Two minimum skills questions
      • Certifications
      • Degree
      • Salary
      Automated Declined Letter ATS Once Recruiting Mgrs approve candidates Sourcers send them automated Interview Invite Junior Sourcing Team Approves resumes, forwards them to hiring manager & secures feedback (all within 48 hours). Prospects Recruiting Managers Forwards qualified prospects for approval Qualified candidates Un- qualified Prospects DataMining Platform Talent Community Social Networking Re-Recruiting
    • Resume Review / Feedback Process The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager and secures feedback (all within 48 hours). This will increase precision and reduce interview : hire ratio Recruiting Managers Sourcing team pre-qualifies candidates & forwards their resumes to Recruiting Managers Hiring Managers Reviews resumes & reports detailed qualify/disqualified explanation back to Recruiting Managers within 24 hours Recruiting Managers Qualifies some candidates and forwards them to the hiring managers for further approval Recruiting Managers Disqualify 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. Junior Sourcing Team Hiring Managers
    • Automated Application & First Interview Process
      • Application:
      • Work History
      • School GPA
      • Reason for changing jobs
      • References
      • 1 st Interview:
      • Several in depth technical questions
      • Several in depth situational questions
      • Several in depth Leadership questions
      Automated Declined Letter Un- qualified candidates ATS Candidates The application collects pertinent data and the on-line interview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified candidates & map them against current/future positions Automated Process In-person Interview Invite to Qualified Candidates Automated Interview Invite to pre-qualified candidates Junior Sourcing Team Qualified candidates Recruiting Managers DataMining Platform Talent Community Social Networking Re-Recruiting
    • Conversion > App: Hire Success                     High Low Meet Business Objectives   20% $0 Savings             10% 15% Other   High Medium Client Satisfaction   10% 5% Technology           20% 50% Search Firms   High Medium Quality-of-Hire   20% 10% Marketing           20% 20% Advertisement   $7,500 $12,000 Average Cost-Per- Hire   2 - 3 5 - 7 Number of Sourcers           12 - 15 20 - 30 Number of recruiters required B u d g e t   45 Days 100 Days Average Time-to-fill   1000 1000 Number of Yearly Openings             Med - High Med - High Jobs: Difficulty Level     Proposed Model Old Model     Proposed Model Old Model                      
    • Managing Volume Driven Job Openings
      • Automated Phone Screening
      • Recruiting Networking Events
    • Automated Phone Pre-Screening
      • Application:
      • Junior Sourcer e-mails invitation with link to phone interview
      • Phone Interview:
      • One technical questions
      • One situational questions
      • One Leadership questions
      Automated Declined Letter Un- qualified candidates ATS Candidates Phone Automated Process In-person Interview Invite to Qualified Candidates Phone Interview Invite sent to pre-qualified c andidates Junior Sourcing Team This step is reserved for volume driven positions to help recruiting managers qualify those with the highest communication skills and potential Those with highest Communication Skills Qualified candidates Recruiting Managers DataMining Platform Talent Community Social Networking Re-Recruiting
    • Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers) Recruiting Networking Events ATS