If a business doesn’t have tools to filter the incoming applicants, they are going to find themselves short changed, drowning in an endless volume of resumes. Quality candidates will get overlooked in the resume tide, or get snatched up by competitors equipped with tools to quickly find, interview and hire the people they need. TalentBox is a place where talent meets opportunity. We enable companies, teams and groups to identify and recruit top talent in an effective and efficient manner, AND provide talent with more opportunities to showcase their potential and demonstrate why they are the right person for an opportunity. Whether you're hiring, or looking to get hired, visit out website now to get started @ www.talentbox.me

1. Where talent meets opportunity.
Conquering the resume tsunami

2. Three views of the recruitment journey
• SME Hiring Manager
• Job Seeker
• Corporate Hiring Manager

3. WARNING!
The following journeys are long, frustrating, extremely time
consuming and may lead to nausea if precautions not taken…
To bypass please go to: www.talentbox.me

4. #1 - SME Hiring Manager Journey
I create a brief, I need to
notify HR (more We advertise the
meetings & email!) job (I prefer seek
I need to fill this Finally we agree on and our website) I check on a weekly basis
job/ role soon the brief and the if applications have
ad is created come in (inbox, seek)
2
4
1
Someone will 3 5
schedule the If I have time I send I print CVs and pile
interviews – but it the no an email, the I go through them – I use a them on my desk. I’ll
I interview the first Yes, No, Maybe filter - review them one day
never works out first Yes and Maybe I’ll
candidate (round 1) someone else will also look
time organise an interview
9 6
10 8 7
I go through my notes and
I will ring the I organise the next
decide who to bring in for I interview final 2
I do the same thing for unsuccessful interview
the next round - Often with candidates
4 people (interview) candidates (more scheduling)
someone else’s view
with a colleague
11 12 14
13 15
I breathe a sigh of I call the
relief... Until next We organise a start I make a decision
unsuccessful
time! date I ring the successful on who to select
candidate
candidate
20 17
19
16
18

5. #2 - Job Seeker Journey
I take a look on “seek” and “my
career” and the other usual places I see jobs and apply
I need a new job or including target company websites – it’s so easy to Sometimes I hear back,
role.
submit my CV sometimes I don’t
2
1 3 4
I get a call that I am
I am organised to go in successful for an I try to stand out by I see a job I really like
for an interview to the interview making my CV a little
company different
7 5
6
8
I walk away not sure how I I get a call saying I I have to go in for
I go for the first
went. It appeared a little am or not another interview
interview – its with 2
informal successful
people
9 10 11 12
I get a call saying I I get interviewed by 2
I get told I got the I walk away feeling
am or not people (1 new person).
job!! quite good. How
successful They ask some of the
will they rate me? same questions
16 15 14 13

6. #3 - Corporate Hiring Manager Journey
I create a brief, I need to
notify HR (more We advertise the
meetings & email!) job (I prefer “seek”
I need to fill this and our website) I check on a weekly basis
job/ role soon Finally we agree on the brief
and the ad is created – it is in Taleo for the
so easy from Taleo & Page applications
2 Up to create a “seek” ad
4
1
3 5
I work with HR to
I interview the first I print CVs and pile
schedule the I use Taleo to track the I go through them – I use a
candidate (round 1) them on my desk. I’ll
interviews & record it applicants and manage Yes, No, Maybe filter -
& use the company review them one day
in the system each step for each job someone else will also look
objective questions)
9 6
10 8 7
I go through my notes and
I organise the next
decide who to bring in for I interview final 2
I do the same thing for I will ring the unsuccessful interview
the next round - Often with candidates
4 people (interview) candidates - This will be (more scheduling)
someone else’s view
with a colleague tracked in our system
11 12 14
13 15
I breathe a sigh of I call the unsuccessful
relief... Until next We organise a start I make a decision
I ring the successful candidate – HR often
time! date on who to select
candidate – again it is helps
recorded in our system
20 17
19
16
18

7. The resume tension point …
“We get blanket CV’s
coming in from overseas
– its so hard to tell on a
CV alone”
I check on a weekly basis if I print CVs and pile them on
We advertise the job (I prefer
applications have come in my desk. I will go through
“seek” and our website)
(inbox, seek) them one day
“The point when I know I have to go and review
applications.
I dread the number of applications, the time it takes and
how hard it is to review based on CV’s alone.”

8. An administrative nightmare!
58%
HR professionals spend 58 percent of their time on administration
After the Transformation: Achieving Strategic
HR, ADP Research Institute

9. Swamped by the resume tsunami
“If a business doesn’t have tools to filter the incoming
applicants, they are going to find themselves short changed,
drowning in an endless volume of resumes. Quality candidates
will get overlooked in the resume tide, or get snatched up by
competitors equipped with tools to quickly find, interview and
hire the people they need.”
Shafiq Lokhandwala, CEO of NuView Systems,
“Preparing for a Resume Tsunami”

10. Finding in 2001 vs Filtering in 2013
“It used to be that finding the right talent was the biggest challenge a
recruiter had, and in a way it still is. The difference is that 10 years ago the
problem was marketing a position to get the attention of potential candidates
— now it’s filtering the flood of resumes. One position posted on a website or
job board can bring in thousands of applicants, and most of these candidates
aren’t qualified or aren’t a fit for the culture of the hiring organization.”
Robert Mattson, Director of Talent Management Marketing, ADP, June 15, 2012

11. E-Recruitment creates order out of chaos
E-Recruitment is the process of using electronic resources, in particular the
internet, to facilitate the recruitment process. E-Recruitment has
demonstrated the potential to radically improve and transform the
recruitment process to make it more effective and efficient for both the
employer and the candidate. Results such as those outlined below are
typical:
“… savings of around 44 percent on recruitment costs have been identified.
There is now less reliance on recruitment consultants and search agents. The
average time to fill vacancies has fallen from 70 to 37 days. The cost per hire
has dropped.”
Sharon Pande, (2011) "E-recruitment creates order out of chaos at SAT Telecom: System cuts costs and improves
efficiency", Human Resource Management International Digest, Vol. 19 Iss: 3, pp.21 - 23

12. Video emerging as a “must have” tool in
the E-Recruitment process
Video interview platforms are transforming the recruitment process and
delivering:
1. 2. 3.
Shortened time to Better matching of Access to a bigger
hire candidates to job pool of candidates
requirements and (fewer geographical
employer culture constraints)
4. 5. 6.
Reduced travel and Improved A great experience
administrative costs transparency and for both the
regulatory candidate and the
compliance recruiter

13. Video is defining “Best-in-Class”
“Companies utilizing video enabled talent
acquisition practices are nearly twice as likely
to become Best-in-Class.”
“52% of Best-in-Class performers are now
conducting interviews via video-enabled
applications.”
Mollie Lombardi, Ted Bodenrader, (2011) “Straight to Video – Talent Acquisition
Strategies Innovate the Casting Call”, Aberdeen Group

14. Video delivers on key performance metrics
60%
54%
Percentage of respondents – n=506
50% 46%
43% 44%
40% 35%
30%
30%
20%
10%
0%
Organizational KPI's or MBO's New hires meeting time to New hires highly engaged
achieved productivity goals
Using Video Not Using Video
Mollie Lombardi, Ted Bodenrader, (2011) “Straight to Video – Talent Acquisition
Strategies Innovate the Casting Call”, Aberdeen Group

15. And delivers real cost savings
42%
reduction in travel time within a year of implementing video collaboration
Russ Banham, “Smile you’re on camera – Assessing
candidates by video”, HRO Today, March 2011

16. Learn more about how video-based E-Recruitment
can transform your recruitment process and
become a source of competitive advantage.
www.talentbox.me