Customer Success : Austin Independent School Distirict

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HireVue customer Austin ISD uses digital interviewing to help improve new hire quality and screening efficiency while reducing time per requisition by 17 hours.

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Customer Success : Austin Independent School Distirict

  1. 1.    AMAZING DIGITAL INTERVIEWS    CASE STUDY    AMAZING DIGITAL INTERVIEWS    AUSTIN INDEPENDENT SCHOOL DISTRICT SAVES 17 INTERVIEW HOURS PER POSITION
  2. 2. ORGANIZATION SNAPSHOT«  Urban School District«  5th Largest in Texas«  High Candidate Volumes«  Committee Process«  Screening Bottleneck
  3. 3. THE CHALLENGE.: Limited Recruiting Staff Recruiting Process.: Prescreening Volume ①  Source.: Interviewing Committee ②  Prescreen (HR).: Manual Reviews ③  Screen (Screening Committee).: Lengthy Review Process ④  Interview (Interview Committee).: Lengthy Approval Process ⑤  Final Interviews (Superintendent).: Several Reviews & Approvers ⑥  Approval (Board of Trustees).: 6-8 Week Posting-Hire
  4. 4. “These individuals dedicate their time to determinewhich two to three candidates will advance for finalinterviews with the Superintendent and ChiefSchools Officer, so we need to be sure we providethem with the best candidates for review.”.: Austin Independent School District
  5. 5. SCREENING BOTTLENECK COMMITTEE SCREEN COMMITEE INTERVIEW MANUALLY OMITTING 6-8 87 – 96% OF CANDIDATES BASED ONLY ON RESUMES & REFERENCES 60-140 CANDIDATES MANUAL PROCESS COMMITTEE REVIEWS CHALLENGES «  Resume «  Manual & Time Intensive «  Teaching History (Years, Positions) «  Difficult to Assess «  Candidate References «  Low Conversion Rate (Submits) «  Missing Good Candidates
  6. 6. THE SOLUTIONTECHNOLOGY Used For.: On Demand Interviews «  Administration.: 10 Prescreening Questions «  Directors & Principals.: Digital Collaboration «  Teachers.: Side-by-Side Comparison & Rating «  Internal Talent Development.: PROCESS Why HireVue.: New Digital Screening Layer «  On Demand Interviews .: KSA’s, Urban Skills & Language «  Simple .: Situational Assessment «  Reporting .: Teaching Philosophy & Methods «  Leadership Reputation.: Accelerated Process «  Continuous Innovation.: Faster + Deeper Insights «  Superior Support.: Internal Mobility & Development
  7. 7. DIGITAL ACCELERATION COMMITTEE SCREEN COMMITEE INTERVIEW 6-8 DIGITAL SCREENING 60-140 LAYER CANDIDATES NEW PROCESS SOLUTION «  On Demand Interviews «  Rapidly Engage All Candidates «  Quickly Assess (Watch): OLD PROCESS «  Teaching Philosophy «  Teaching Behaviors CHALLENGES «  Language Fit «  Manual & Time Intensive «  Play, Rate & Share – Side by Side «  Difficult to Assess «  Low Conversion Rate (Submits) «  Missing Good Candidates
  8. 8. BEFORE + AFTER HR PRESCREEN PRESCREEN Why HireVue « 50% Demand Interviews ~ On SCREENING COMITEE COMMITTEE SCREEN «  Simple OF ON DEMAND INTERVIEWS RESULT IN NO COMMITTEE SCREEN «  Reporting SUBMISSION COMMITTEE REVIEWS: Manually screening out 87 – 96% of candidates + «  Innovation COMMITTEE REVIEWS: Previously would have based only on resumes Resume & been submitted based + + & references References only on qualified resume Experience Resume & On Demand & experience at a cost of Experience References Interview Interviews scheduled with 40 min per candidate candidates in sets of 6-8 Screening On Demand Interviews (10 Questions) INTERVIEW COMITEE COMMITEE INTERVIEW COMMITEE INTERVIEW SUPERINTENTEND FINAL INTERVIEW HIGHER FINAL INTERVIEW CONVERSIONBOARD OF TRUSTEES APPROVAL RATE APPROVAL HIRE HIRE
  9. 9. THE RESULTS+100% INCREASED .: Benefits CONVERSION RATE (OF SUBMISSIONS)+ «  Quality SOURCING CAPACITY «  Speed+ «  Efficiency CANDIDATE EXPERIENCE «  Experience- 40 min PER CANDIDATED SCREENED SAVED = 17 HOURS PER POSITION «  Visibility
  10. 10. “We love HireVue’s technology.The committee gets toexperience a true snapshotof each candidate. And inthat snapshot, we can seethem, hear them, let thembring their resume to life andunderstand their depth ofknowledge andunderstanding of curricula.That’s something a piece ofpaper can’t provide”.: Austin Independent School District :.
  11. 11. THAT’S NOT ALL…AISD is also using On Demand Interviews for internaltalent mapping. To help find those individuals who mightbe ready to move into principal and assistant principalpositions, the District invited a pool of 30 potentialinternal candidates to participate in an On DemandInterview and soon discovered talent within theorganization of which they were previously unaware.
  12. 12. .: read the full story at hirevue.com/customers :.

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