HR Summit presentation with speakers Chris Young & Toni Banket for Penn State Great Valley SHRM

1. GET THE VOTES NEEDED TO IMPLEMENT

4. About Us
CHRISTOPHER YOUNG
 Founded Async Interview
 Technology Entrepreneur
 VP of Marketing at RIVS
TONI BANKET
 Head of TA NA - Sandvik

5. Meet Sandvik

6. Pre-Existing HR
• History of Sandvik HR
• HR Generalist & Hiring Managers Recruiting
• “Make it Happen” (Decentralized --> Centralized)
• Center of Excellence

8. Build a Centralized
Recruiting Function
to handle the 400-500 hires in U.S.
…no roadmap
…no existing processes or tools
…no formal budget
Leadership Directive:
Do it in 3 months
…for a 162 year old organization

9. “Just do it”

10. BLOCKS BUILDING
People. Process. Technology.
Flexible & Agile
Delivery On-Time
High Level of Service
Top Talent (Quality)

11. Model Comparison
 Recruiters
 Recruiting Coordinators
 Copywriters
 Employee Branding
 Social Media
 Contracts (Offer Letters)
 10,000 Employees
 1,500 Hires
 Ernst & Young PMO
 28 Dedicated Resources
 5,000 Employees
 500 Hires
 No PMO
 1 Dedicated Resource
USAGLOBAL

13. Tackling the Challenge: People
PRESENTED
 Fighting for Resources
 3 Dedicated Resources
APPROVED
People drives process
 Business Case for 16 Resources
 7 FTE (not all recruiters)
 9 contractors
 Supplemented RPO (Blue Collar)
 0-15 Resources
 3 Dedicated Resources
 …from Sweden
 Built Out Team and Flex Up to 16
 5 FTE Recruiters
 11 Contractors
 24 Dedicated Resources in 1st
Year

15. Tackling the Challenge: Process
Pre-Defined Process from Sweden
 Shared Service Model
(Cultural Differences)
U.S. Defined Process
1. Standardize Process
Process is the roadmap
2. Ensure High Level of Legal
Compliance
3. Positive Manager/Candidate
Experience
4. Employee Branding
5. Enhance Quality of Talent
6. Reduce Time to Deliver
(Time-to-Hire)

17. Tackling the Challenge: Programs (Technology)
Focus on Deliverables
within Parameters
3 month timeline
New team
 6 Month Ramp Up
 Rotating contractors
Video Interviewing
 How do I get to the candidate fast?
 How do I professionalize the
experience?
 How do I present candidates to the
manager?
 How do I create consistency for my
recruiters?
 How do I get setup quickly?
Existing Tools
1.ATS (PeopleSoft)
2.1 Job Board
3.Everyday
Technology (lack of)
Surround processes with best in-class technology

18. Understanding Video Interviewing
Matching the Technology with the Problem

19. Understanding Video Interviewing
Comparing Pre-Recorded, Live and Chat Tools

20. Benefits of Video Interviewing
PRE-RECORDED INTERVIEWING
1. Reduced Time-to-Hire
2. Increased Recruiter Productivity
3. Better Candidate Flexibility
4. Increased Insights
LIVE INTERVIEWING
1. Reduced Time-to-Hire
2. Reduced Travel Expenses

22. Business Case
The business only understands $

23. Assumptions
 Drastically Under-Resourced
 B2B Not B2C
 No One Knows Us
 Culturally Different than Global
 Short Time to Get it Right

24. Leadership Pitch: Video interviewing Business Case
Aligning Business Case to Overall Goals & Financial Impact
 Time to Deliver (Time-to-Hire)
 No baseline, but know it was high
 Reduce manager feedback bottleneck
 Flexible & Agile
 Scale resources up & down with volume
 Commitment to quality
 Standardize
 Branding & Experience
 Compliance
Operate Efficiently
 High ROI on
Processes
1. Standardize Process
2. Ensure High Level of Legal
Compliance
3. Positive Manager/Candidate
Experience
4. Employee Branding
5. Enhance Quality of Talent
6. Reduce Time to Deliver
(Time-to-Hire)

25. Leadership Pitch: Measurable Value
Job 1 400
Selected Resumes 10 4,000
Minutes Per Phone Screen  60  60
Hours Screening
Job Screening Cost
10
$550
4,000
$220,000
MEASURABLE VALUE
ability to reduce minute per phone screen
&
reduce time deliver
2 Weeks to Deliver
a Candidate to a
Manager

26. What is our annual investment?
Video Interview
Job 400
Selected Resumes 4,000
Minutes Per Screen 7
Recruiter Hourly Rate $55
Video Interviewing Cost $20,000
Hours Screening
Job Screening Cost
467
$45,685

27. Where do you begin?

28. Implementation
Business Case Approved. Now What?

29. Video Interviewing: Implementation
0
DAY
IT
 Firewalls
 Spam
 Security
Procurement
 W9
 AP Setup
Managers
 New Technology
 Why It’s Helpful
 Manager Role in
Process
HR
 Process Education
 Recruiter Buy-In
 Handling Objections
/ Challenges
Training
 Technical Training of
Users
Account Setup
 Vendor to Setup Account
 Configure Account
 Add Users
 Kick-off Call to Confirm
Process
 Branding 9 Brands
1
DAY
3
DAY
4
DAY
7
DAY

30. Quantifying Success
Proving Business Case Hypothesis

31. Return on Investment (ROI)
Phone Screen Video Interview
Job 400 400
Selected Resumes 4,000 4,000
Minutes Per Screen 60 7
Recruiter Hourly Rate $55 $55
Video Interviewing Cost $20,000
Hours Screening Per Job
Job Screening Cost
4,000
$220,000
467
$45,685
When factoring in
managers watching,
additional $20,000 cost
Annual U.S. Recruitment Productivity Savings: $154,315

32. Time to Deliver (Time-to-Hire)
85 days
42-48 days
Reduced Time to Deliver: 50%
Manager Response: 5 days
Manager Response: 24 - 48 hours

33. Quality of Hire
 More informed decision.
Recruiter interview notes +
resume + video
 Benchmarking this year vs.
previous year (retention)
 Average U.S. retention rate for
2016: 77%
Retaining high performing employees

34. Candidate & Manager Feedback / Experience
Candidate Feedback
• 89% first time doing video
interview
• 84% said video interview
created favorable impression of
employer
• Positive Experience
• 55% able to complete
• 26% able to complete off hours
• 19% didn’t have to take off works
Manager Feedback
• 100% Said
Saved Time
Provided More Insights into My
Candidates
Provided Me a Flexible Option to Make a
Decision Around My Schedule
OVERALL IMPRESSION
Excellent
Average
Very Good
44%
33%
22%

35. Snapshots: Voices of the Customers
34% response rate
RIVS
51% response rate
55%
26%
35%
43%
30%
56%
0% 10% 20% 30% 40% 50% 60%
Value Added Service - Somewhat Agree
Understaning Job Requirements - favorable
Understanding BA - neutral
HM Satisfaction w/amount of cand. - Satisfied
HM Satisfaction w/quality of cand. - neutral
Timeliness of candidates presented - On time
Voice of the Customer (Value Added Proposition)
What people are saying about the recruitment team

36. Scaling Return on Investment Globally
• Is there a need for an RFP?
• Partnership continues
• Share best practice with other regions
• Live Video Interviewing
• Hypothesis: U.S. Scaled Globally Could Save Sandvik…
Where do we go from here?
Annual Global Recruitment Savings: $642,334

37. Questions?
Christopher Young Toni Banket
312-583-7585
cyoung@rivs.com
www.rivs.com
484-885-7063
toni.banket@sandvik.com
www.sandvik.com