TeamStation AI System Report LATAM IT Salaries 2024
Accolo Process Overview
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2. Accolo Process May 2013
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What we’ll cover
• Our Foundation: 10 Universal Hiring Best Practices
• Hiring Performance Model
• The Accolo 6-step process
• Accolo services
3. Accolo Process May 2013
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Path of Least Resistance for the
Hiring Manager
The hiring process should be the path of least resistance for hiring managers. They will
typically embrace this path regardless of the desires of other stakeholders.
Every Job is Unique Every job is as unique as the hiring manager, team, geography, function and company
and should be profiled and managed accordingly.
Courteous, Respectful and
Confidential
Every stakeholder deserves to be treated with courtesy, respect and complete
confidentiality. Applicants may have many points of intersection with the hiring company
as consumers, investors, referral sources and future hires, and the totality of this
relationship must be considered.
Referrals Must be Leveraged Referrals are a primary source of hirable candidates, and each recruiting effort should
actively seek and follow-up with referrals via social media and direct personal outreach.
Incorporate All Sources All sources should be incorporated into the recruiting process, including traditional, non-
traditional and direct sourcing methods.
Adaptable Process Recruiting approaches should be responsive to different job types (Executive, technical,
non-exempt, etc.).
Diversity Sourcing Diversity sourcing should be included with every job. The world is diverse and a diverse
workforce gives a company a strategic advantage.
Fair and Equal Opportunity Every candidate deserves a fair and equal opportunity to apply and receive job-specific
consideration.
Follow up and Closure Every candidate deserves follow-up and closure, regardless of outcome.
Applicant Tracking EEO data capture, applicant tracking and reporting must be complete and accurate for
every job.
10 Universal Hiring Best Practices
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Core Process
Applicant Decisioning
Performance Reporting
EEO/OFCCP Data
Capture/Reporting
Profile Job1
Candidate
Scoring &
Presentation
4
Interview &
Make Decisions5
Accolo process :
ensures consistency & repeatability
Identify
Candidates3
6
Review
and
Adjust
Develop the Recruitment Plan
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5. Accolo Process May 2013
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Profiling the job
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Interviewing the hiring manager
Learning the specifics of the position
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Profiling the job
The goal of the profile discussion is to extract the information
that is unique and exciting about the position.
1.Why would a candidate want this job? i.e. what is the
#1 most attractive element about this job? What sets it apart
from similar positions?
2.What are the hot sells of the job, your company and your
team?
3.Primary mission or function of the role?
4.Projects and responsibilities starting on day one?
5.Future projects and responsibilities?
6.How will their success be measured?
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7. Accolo Process May 2013
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Developing the recruitment plan
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Writing a compelling job plan with
relevant screening questions
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Identifying candidates
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Doing research, sourcing, using Accolo’s
referral network, and job boards
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Progressive job marketing campaigns
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Articulation
of need
On-line
Job
Marketing
Social Media
Marketing
Referral
Campaigns
Intelligent
Targeted
Sourcing
Candidate
Relationship
Management
• Social Recruiting is eMarketing
Leverage the proven techniques of
marketing and marketing automation
• Every Job Search is a Marketing
Campaign
Allow the Data to Drive the Process and treat
every candidate with courtesy and respect
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Online interview
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Having the applicants complete online
screening questions and documenting
all contact with them
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Interview and make decisions
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Interviewing candidates
Ranking and recommending applicants
Following up with the hiring manager
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Review and Adjust
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Reviewing the job progress
Adjusting the effort based on the hiring
manager’s decisions and feedback
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Accolo Services
Accolo Core Process
Accolo
Managed
Accolo
Managed
Shared
Services
Hiring Manager Involvement
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Requisition
Approval
Reference/
Background
Check
New Hire
Processing
Negotiate
& Close
Assimilation
and
Retention
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Typical Ratio of time spent by an HCN
Writing plans
Sourcing - 3 hours
Reviewing Candidates
Phone screening
Talking to hiring managers*
Interview scheduling/follow up
Misc. work - posting, rewriting, etc
Profiling an HM
Researching for a profile
Offer extension/negotiation
Reference check/background check
*reviewing candidates, follow up, weekly meetings, etc.
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Review questions
1. How is Accolo different from other recruitment/hiring
companies?
2. What is the most crucial part of the Accolo process and
why?
3. Why do we drive all candidates through the online
interview?
4. What is an IIQ and a ISQ?
5. We are source neutral. What does this mean?
Editor's Notes
Profiling the job is one of the most crucial steps in the process. A good profile will enable you to create an effective Job Plan. Profiling is a 30 minute conversation with the Hiring Manager (HM) to gather the essence of the job. We focus on 5 primary data points: What needs to be done by when? How quantitatively will you measure the person’s success? What are the unique skills, abilities and characteristics of a top performer? Why would the right candidate want the job? Service delivery expectations and communication plan, based on the HM’s preferences
After profiling you develop the Job Plan. The Job Plan is the marketing piece for the position. The Job Plan consists of 3 parts: A unique and compelling job description that is focused on attracting top performers. 15-20 multiple-choice screening questions, designed to identify markers for talent. This is uniquely written for each job in order to attract top performers. 2-4 open-ended questions. This allows a candidate to apply his or her experience to the position. These are similar to the questions you might get on a first interview. After developing the job plan and having it reviewed internally and by the hiring manager, the job is launched and posted on appropriate job boards.
Accolo casts the widest net possible in order to identify candidates from all appropriate sources. We are source neutral, which means that it doesn’t matter where the best candidate comes from – we use any sources that can provide results. Our sourcing techniques include: Posting to all major job boards, including Monster, CareerBuilder, Craigslist, LinkedIn, Indeed, TheLadders, Salesjobs.com (for sales jobs), and Dice (for tech positions) Tapping into the Accolo career referral network, creating a viral marketing buzz around every job we support. Allows us to scale the ability to refer candidates into a position. Direct and targeted sourcing using investigative research and cold calling techniques and Networking through user groups, associations, professional organizations We follow up with all candidates and treat them with respect. See the Candidate Bill of Rights in the Appendix.
As candidates begin to apply for the position, they are taken through the online interview process. Candidate applications are documented and available for review in the Accolo system. The Accolo process ensures that every candidate receives a fair shot at the position as each applicant is evaluated against the same set of consistent criteria. Every candidate receives follow-up and closure regardless of the outcome. 94% of candidates who apply online never hear back. 100% of Accolo candidates receive closure. All EEO and applicant tracking data is kept, providing access to performance metrics and ensuring legal compliance for every position that is supported.
All candidates who meet the minimum criteria are presented to the Hiring Manager in a web-based console. The HM can then review candidates via a console or can receive them via email from the HC. The HC will drive the recruiting process by reviewing each candidate and providing feedback to the HM, conducting additional phone screens and ranking candidates. As the hiring manager makes decisions, the hiring consultant will manage the process accordingly, including coordinating interviews, scheduling, and candidate follow-up.
Our objective for every job we support is to attract candidates that will become great employees. Because every job is a living breathing thing, it is often necessary to review and adjust throughout the process. Any and all aspects of the process can be adjusted, including the screening question, the job description, sources, phone screening and interview techniques.
We can provide other services to our clients. The six steps we just reviewed are what we do for all clients – these constitute the core Accolo process. We can also offer the other services shown here.
How does an HC spend his or her time? Here is a graph showing the relative time spent on each activity. Notice that writing job plans and sourcing candidates is what HCs spend most of their time on.
1. Adhere to best practices, a methodology plus a system tool. Candidate focus. 2. Enterprise, On-Demand and Project 3. Profiling. Crucial to unearth the hot sell, skills, and job requirements to create a complete and compelling job plan. 4. Filter them, unearth the qualified candidates, make sure we track each candidate. 5. To act as a consultant to the HM – advise and guide. 6. Initial screening question – talent marker. Behavioral based question – learn more about who they are and give them an opportunity to brag. 7. We use any and all sources to find candidates.