Your SlideShare is downloading. ×
0
Re-writing Your Recruitment Strategy
Rachel Taylor
Cloudera, Head of Talent Acquisition & Development
Joanie Gentile
Cloud...
Introductions
• Rachel Taylor – Head of Talent Acquisition
• Joanie Gentile – Recruiting Operations
• Mason Wong – Jobvite...
The Path to Reconfiguration
• Where We Started
• Plan for Improvement
• Results!
Where We Started
- 250+ Employees
- 100+ Open Requisitions
- 0 internal recruiting resources
- Too many external agencies
...
What’s wrong with Jobvite?
- Jobvite implemented and managed by non-
recruiters - No offers, no social recruiting, complic...
Plan for Improvement
• Consider other ATS vendors - saw a few demos, talked
with other companies, quickly realized there i...
Project Goals
• Alleviate Jobvite usability and related process concerns
• Train all users to fully utilize Jobvite as sys...
Primary Issues
1. Underutilization of key functionality
2. System configuration impedes recruiting, reporting, metrics
3. ...
Underutilization of Key Functionality
System of record for active candidates
Description:
Each of three coordinators maint...
Underutilization of Key Functionality
Offer approvals and letter generation
Description:
Offer requests and approvals curr...
System Configuration
Candidate workflow
Description:
Current workflow includes
custom Inactive status,
lacks offer process...
System Configuration
Source tracking
Description:
Multiple source tracking fields
(default, custom Apply, custom
Candidate...
System Configuration
Dispositions
Description:
Previous list
included overlapping
items. Was not
consistently used.
Offer ...
Project Timeline
2013 PHASE 1
Nov 4 - Project kickoff
Nov 4-19 - Gather requirements
Nov 14-21 - Develop configuration mod...
Results!
 Alleviate Jobvite usability and related process concerns
 Migrate to Jobvite’s new UI with new functionality
...
Icing on the Cake
• Project was completed on time and under
budget!
• Coordinators and Recruiters have more
mobility with ...
Questions?
Rachel Taylor
Cloudera, Head of Talent Acquisition & Development
rachel@cloudera.com
Mason Wong
ZWD, Recruitment Managemen...
Upcoming SlideShare
Loading in...5
×

Summit14 -T2.3: Re-writing Your Recruitment Strategy -Cloudera

630

Published on

Summit14 - Jobvite Annual User Conference - Breakout Session Presentation. 4.30-5.1

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
630
On Slideshare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
10
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Transcript of "Summit14 -T2.3: Re-writing Your Recruitment Strategy -Cloudera"

  1. 1. Re-writing Your Recruitment Strategy Rachel Taylor Cloudera, Head of Talent Acquisition & Development Joanie Gentile Cloudera, Recruiting Operations Mason Wong ZWD, Recruitment Mgmt & Jobvite Consultant
  2. 2. Introductions • Rachel Taylor – Head of Talent Acquisition • Joanie Gentile – Recruiting Operations • Mason Wong – Jobvite Consultant
  3. 3. The Path to Reconfiguration • Where We Started • Plan for Improvement • Results!
  4. 4. Where We Started - 250+ Employees - 100+ Open Requisitions - 0 internal recruiting resources - Too many external agencies - Jobvite wouldn’t be able to support the scale!
  5. 5. What’s wrong with Jobvite? - Jobvite implemented and managed by non- recruiters - No offers, no social recruiting, complicated workflow, no reporting - No change management -Free for all on configuration changes, no understanding of potential value, no initiative to reach out to Jobvite for help - No training, perception that Jobvite was “broken” – Coordinators and Recruiters worked around system rather than with it, no training for Hiring Managers, lack of awareness and bad system configuration, broke system functionality
  6. 6. Plan for Improvement • Consider other ATS vendors - saw a few demos, talked with other companies, quickly realized there is no ATS “nirvana” • Stick with Jobvite and fix it? –Jobvite wasn’t implemented correctly and was underutilized, could we fix it? • Asked for recommendations on independent expert - objective on capabilities and limitations, no bias to sell Jobvite • MASON WONG!
  7. 7. Project Goals • Alleviate Jobvite usability and related process concerns • Train all users to fully utilize Jobvite as system of record • Streamline Jobvite workflows to improve hiring results • Create recruitment operations dashboard and reporting • Migrate to Jobvite’s new UI with new functionality
  8. 8. Primary Issues 1. Underutilization of key functionality 2. System configuration impedes recruiting, reporting, metrics 3. Change management previously ad hoc System of record for active candidates Employee referrals / social recruiting Interview scheduling invitations and rooms Candidate pre-screening / application forms Candidate messages and responses Offer approvals and letter generation Candidate search and sourcing Hiring Mgr-Finance sync/approvals of req details Reqs workflow Candidate workflow Source tracking Dispositions
  9. 9. Underutilization of Key Functionality System of record for active candidates Description: Each of three coordinators maintain separate Excel spreadsheets for tracking active candidates and their interview details Recommendation: Revise candidate workflow. Mandate Jobvite as system of record. Mandate all interview scheduling thru Jobvite. Mandate all Candidate messaging thru Jobvite. Train coordinators, recruiters and hiring mgrs. Generate regular reports reflecting data completeness. Impact: Painfully tedious for coordinators. Jobvite is not the system of record, as designed. Loss of historical data as spreadsheet fields are manually overwritten.
  10. 10. Underutilization of Key Functionality Offer approvals and letter generation Description: Offer requests and approvals currently in emails. Offer letters currently generated and distributed outside Jobvite. Recommendation: Fully implement offer process in Jobvite. Build custom offer fields, configure offer request form, configure offer approval chain, configure offer letter template(s) in Jobvite. Build onboarding data collection upon offer acceptance. Train all stakeholders in using Jobvite for offers. Impact: Offer process is cumbersome, results in delays and errors. Especially if non- US/non-standard. Offer activity not reportable from Jobvite. Lack of offer details at offer acceptance status impedes onboarding data collection
  11. 11. System Configuration Candidate workflow Description: Current workflow includes custom Inactive status, lacks offer process, and has default functionality semi- hidden. Old statuses included dispositions. Recommendation: Rebuild workflow, using default statuses and carefully named and ordered steps. Candidates who need follow up at a later date are managed outside req, either in Candidates Collection or special req (or track in Engage). Impact: Low trust amongst stakeholders in candidate status accuracy. Unclear which status to use, resulting in problems for reports Current Proposed New Prospecting Recruiter Courting Recruiter Screen Qualified Screen #1 Screen #2 Interview #1 Interview #2 Follow up at later date Reference Checks Offer Stage Offer Sent Offer Generation Hired - Offer Rejected Unqualified Candidate Declined Candidate Non- Responsive Considered for other position Rejected Rejected Complete New* Prospecting Recruiter Screen Phone Screen Interview Keep Warm Reference Checks Request Offer Approval* - Offer Approved* - Offer Not Approved* Offer Generation* Offer Sent* - Offer Accepted* - Offer Rejected* Need to Reject Inactive**
  12. 12. System Configuration Source tracking Description: Multiple source tracking fields (default, custom Apply, custom Candidate). Previously, too many source types. Recommendation: Phase out existing custom source fields. Rely on default fields automatically populated. Consolidate source types. Impact: Overlapping, potentially conflicting source data. Automatic source tracking underutilized. Incomplete source tracking reports which rely on the default source tracking fields. Proposed Source Types Agency* Agency not registered Career site* Event Employee referral* Hiring Manager* Import* Internal* Job Boards* Job Notification* LinkedIn Cloudera Recruiter*
  13. 13. System Configuration Dispositions Description: Previous list included overlapping items. Was not consistently used. Offer declines spreadsheet. Recommendation: Revise list based on consolidation and best practices. Track more details for offer rejected and candidate withdrew using custom Candidate fields. Generate tracking spreadsheet from Jobvite. Create custom AAP reports. Impact: Imprecise reporting with too many items. Insufficient for compliance reporting. Proposed Dispositions Not dispositioned Withdrew Lost contact Other candidate chosen Rejected - comp expectations Rejected - Lacks skills/exp Rejected - Other Relocation issues Offer rejected Considered for other position Future consideration Req canceled Internal transfer Hired Proposed Withdraw/Offer Rejected Primary Motivation Insufficient cash compensation Insufficient job title Insufficient equity compensation Insufficient benefits Job interests no longer aligned Unwilling to sufficiently travel Unsatisfactory candidate experience Unexpected personal / family / health Other - explain Primary Action Accepted competing job offer Accepted current employer counter-offer Decided to stay with current employer Start their own business Unexpected need to move away Additional custom Candidate fields Detailed reasons for Withdraw/Offer rejected; Date of candidate decision; Accepted offer from which company?; Accepted offer details Current employer; Current comp details; Current title
  14. 14. Project Timeline 2013 PHASE 1 Nov 4 - Project kickoff Nov 4-19 - Gather requirements Nov 14-21 - Develop configuration model Nov 21-30 - Configure existing UI instance and document Dec 3 - Initial training on config changes and new UI Dec 4-18 - User acceptance testing of staging instance Dec 19 - Go live with new config / UI Dec 20-31 - Tweak configuration 2014 PHASE 2 Jan 1-3 - Continue tweak configuration Jan 7 - Train all hiring mgrs, all employees Jan 9-14 - Develop recruitment metrics / dashboard Jan 15-19 - Build system reports for metrics Jan 21-24 - Implement reqs-headcount sync Jan 23-31 - Implement Jobvite Engage
  15. 15. Results!  Alleviate Jobvite usability and related process concerns  Migrate to Jobvite’s new UI with new functionality  Train all users to fully utilize Jobvite as system of record  Streamline Jobvite workflows to improve hiring results  Create recruitment operations dashboard and reporting – In process with the help of Thomas Hofer
  16. 16. Icing on the Cake • Project was completed on time and under budget! • Coordinators and Recruiters have more mobility with reqs and share ownership • Accessibility and storage of candidate NDAs and Employment apps huge administrative time saver
  17. 17. Questions?
  18. 18. Rachel Taylor Cloudera, Head of Talent Acquisition & Development rachel@cloudera.com Mason Wong ZWD, Recruitment Management & Jobvite Consultant mason@zwd.com @ZWDcom THANK YOU!
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×