Hcn training ongoing jobmgmt_11-11-11

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  • Effective management of every job is essential to Accolo’s success
  • Benchmark: 0-15 days Stage: < 3 active candidates through the SIQs Stage: > 3 active candidates through the SIQs   Benchmark: 16-30 days Stage: Phone screening Stage: Initial interviews   Benchmark: 31-45 days Stage: 2/3 Round interviews Stage: Final interviews   Benchmark: 46- 60 days Stage: Offer extended
  • Jobs may be designated red due to: - Low/no flow, for a variety of reasons. To name a few: Unrealistic expectations Low salary Not reaching the right audience (job description is off or not posted in the right places) - Candidates not on target - HM is not engaged. Including, but not limited to: No feedback on candidates No availability to interview Missing interviews Not responding to HC's contact Doesn't believe in the process, or want to work with it Behind timeline (e.g. First round interviews 45 days in) This is usually a result of any of the first three things Single-threading (the HM really likes one person, but you have no back-up plan) Parallel recruiting processes (either you're working against other internal recruiters, or the job is out to agencies)
  • TalentHook is a resume search tool that allows you to simultaneously search hundreds of Internet resume sources—in a matter of seconds. By automatically sifting through the payboards, freeboards, and independent sites across the open web, TalentHook saves the Internet recruiter hours of wasted time.  TalentHook requests are created on the AccoloSphere.
  • Compensation question knockouts often cause this flow problem.
  • You can also contact a few of the candidates that were clearly not a fit, and ask them what triggered them deciding to apply.
  • Review the candidates with the HM and use feedback to refine the IIQs
  • Make sure the HM is putting candidates on hold – many HMs review a candidate and let him/her sit in the console for weeks. Explain that by putting the candidate on hold, they will keep candidates engaged in the process and also clear out their “Make Decisions” bar. If the client has a list of candidates that you have personally reviewed and approved and are awaiting decisions from the HM, hold off on extensive manual sourcing efforts or re-launching until you have feedback on the candidates in the queue and the HM has made decisions. Don’t let the candidates sit there long - escalate to the deal contact at the client or your own manager. Periodically check for candidates that have passed the IIQ but not the SIQ and e-mail or call those that look qualified to request they finish the SIQ. Candidates that have passed the IIQ and do not go on to finish the SIQ will be notified 48 hours after passing the IIQ that s/he needs to finish the process. It is still a good idea to follow up quickly however with a phone call and/or email. If candidate flow is slow or has leveled off, screen through the candidates that did not pass the IIQ to see if any are viable candidates. Pass along the resumes of any that look interesting to the HM and offer to renew the process for that candidate if the HM is interested. Match your level of contact to the particular client. They are engaging us because they don’t have time to do this themselves. If you create work for them by consistently interrupting them or requesting they call you, they will not view Accolo as a net benefit. Make it easy -- if the HM wants to run the show, great, but assume they don’t. Phone screen, rank, and coordinate between the HM and candidates.
  • Need a better graphic
  • DISCUSS PRIMING THE PUMP REASONS TO SOURCE (LOW FLOW, NARROW SKILLSETS, ETC.) TYPICALLY ENDS UP SAVING YOU TIME Job Aids on the Training site.
  • Be source inclusive Go through each one briefly and how to utilize Side note on using social networking within the system, distribution, referral search. Several touches.
  • Hcn training ongoing jobmgmt_11-11-11

    1. 2. What We’ll Cover <ul><li>Customer satisfaction and HM engagement </li></ul><ul><li>What to do if the candidates flow is: </li></ul><ul><ul><li>too low </li></ul></ul><ul><ul><li>too high </li></ul></ul><ul><ul><li>off target </li></ul></ul><ul><li>Ongoing job management </li></ul><ul><li>Sourcing </li></ul>
    2. 3. Job Management <ul><li>Having the applicants complete online screening questions and documenting all contact with them </li></ul>Profile Job Develop Job Plan Identify Candidates Interview Online & Document Review and Adjust Interview & Make Decisions 
    3. 4. Hiring Manager Engagement
    4. 5. Client Satisfaction <ul><li>It’s our first priority. </li></ul><ul><li>Advise and consult with the HM </li></ul><ul><li>Establish yourself as a credible authority on the recruiting process </li></ul><ul><li>Be willing to go the extra mile for your HM </li></ul>
    5. 6. First Check In Meeting <ul><li>Platform overview for new HMs </li></ul><ul><ul><li>Using social networking posting </li></ul></ul><ul><ul><li>Employee e-mails </li></ul></ul><ul><ul><li>Personal e-mails </li></ul></ul><ul><li>Have three to five profiles ranked and reviewed </li></ul><ul><li>Dig for specific feedback </li></ul><ul><li>Establish a timeline for interviews </li></ul><ul><li>Identify interviewing team members </li></ul><ul><li>Coach on interviewing best practices </li></ul>
    6. 7. Ongoing <ul><li>Be proactive </li></ul><ul><li>Solicit detailed candidate feedback </li></ul><ul><li>Discover roadblocks and propose solutions </li></ul><ul><li>Coach! </li></ul>
    7. 8. Documentation
    8. 9. Documentation
    9. 10. Escalation CE/CPM/CAM Client HR
    10. 11. Benchmarks 30 days 60 days
    11. 12. Red Jobs <ul><li>A job may be designated “red” if: </li></ul><ul><li>Low flow or no flow </li></ul><ul><li>Candidates not on target </li></ul><ul><li>Hiring Manager is not engaged </li></ul><ul><li>Job is behind timeline (due to the above) </li></ul><ul><li>Competing against other internal recruiters or agencies </li></ul>
    12. 13. If Candidate Flow is Too Low <ul><li>Check the following: </li></ul><ul><li>Title - is there something wrong with the title that is not attracting attention or possibly misleading? </li></ul><ul><li>Description - is something in the job description turning candidates away? </li></ul><ul><li>Job links - are they working correctly? </li></ul><ul><li>Posting - is job posted properly on the job boards? </li></ul><ul><li>Referral search– is the profile pulling appropriate referral sources? </li></ul>IIQs
    13. 14. Increasing the Flow <ul><li>Try the following: </li></ul><ul><li>Increase your sourcing efforts </li></ul><ul><ul><li>Job boards, networking tools, etc. </li></ul></ul><ul><ul><li>Specialty postings </li></ul></ul><ul><li>Screen through the candidates that did not pass the IIQs to see if any are viable candidates </li></ul>IIQs
    14. 15. If PASSING Candidate Flow is Too Low <ul><li>Check the following: </li></ul><ul><li>Do you have knockouts that are too stringent? </li></ul><ul><li>Is the min IIQ score too high? </li></ul><ul><li>Are the question weightings correct? </li></ul><ul><li>Are there questions that most candidates are getting wrong? </li></ul>IIQs
    15. 16. If Candidates Are Off-Target <ul><li>What is the core skill or experience that is missing? Consider an automatic disqualifier </li></ul><ul><li>Does the job description properly explain the position? </li></ul><ul><li>Discuss the current applicants with the HM to see what you’re missing </li></ul><ul><li>Review candidates who have been knocked out and adjust IIQs if needed </li></ul><ul><li>Reject candidates in the system who are not a good fit after reviewing with HM </li></ul>IIQs ? ? ? ?
    16. 17. If The Candidate Flow is Too High <ul><li>Consider the following: </li></ul><ul><li>Raising the min IIQ score </li></ul><ul><ul><li>If all of the candidates are on target </li></ul></ul><ul><li>Change the weighting on preference questions </li></ul><ul><ul><li>To separate the great from the good </li></ul></ul>IIQs
    17. 18. Ongoing Job Management <ul><li>Check the candidate flow at least once every 2 days </li></ul><ul><li>Make sure that all candidates are properly reviewed </li></ul><ul><ul><li>That decisions are being made – interview, knock out, or put on hold </li></ul></ul><ul><li>Check for reasonable candidates who have not completed IIQs and request they do so </li></ul><ul><li>Update job status, stage and status update notes every Friday by 2pm detailing current activity; naming candidates in interviews </li></ul><ul><li>Detail your efforts in the job notes: </li></ul><ul><ul><li>For posting, sourcing, contact with HM, interviews scheduled as well as any problems </li></ul></ul>
    18. 19. Sourcing
    19. 20. progressive job marketing campaigns <ul><ul><li>Social Recruiting is eMarketing Leverage the proven techniques of marketing and marketing automation </li></ul></ul><ul><li>Every Job Search is a Marketing Campaign Allow the Data to Drive the Process and treat every candidate with courtesy and respect </li></ul>Articulation of need On-line Job Marketing Social Media Job Marketing Referral Campaigns Intelligent Targeted Sourcing Candidate Relationship Management
    20. 21. When to source? = Accolo Profile Job Offer and Close Reference, Background Checks Hiring Manager Interviews Source Candidates Screen Candidates Develop Recruitment Plan Sourcing
    21. 22. Best practices Active candidates Passive candidates
    22. 23. Documentation
    23. 24. Escalation CE/CPM/CAM JPC
    24. 25. Review
    25. 26. Review Questions <ul><li>Name two things you should do in the first HM meeting. </li></ul><ul><li>When would a job be considered “red”? </li></ul><ul><li>Candidate flow passing the IIQs is too low. What should you consider doing? </li></ul><ul><li>Candidate flow is too high. What should you consider doing? </li></ul><ul><li>How often should you be in contact with your HM? </li></ul><ul><li>Name two actions you should take in managing a job. </li></ul>

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