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2018's Recruitment Operations Best Practices Guide

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If you think some of your processes are falling through the cracks, especially when you have a bunch of open seats, come by and get some ideas for bolstering the nuts and bolts of what you do.


Understand your source channel percentages - and recruit differently when you do
Match your recruiting team design to your process and your organization - and don’t have senior recruiters process applicants all day (but definitely process all your applicants!)
Contract with executive leadership on cost/quality/speed – and leverage that agreement to drive agreement (and sanity) at the HM and Director level

Published in: Recruiting & HR
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2018's Recruitment Operations Best Practices Guide

  1. 1. 2018’s Recruitment Operations Best Practices Guide
  2. 2. Housekeeping: ● Listen only mode ● Take notes ● Recording in 24 hours ● Thank you sponsors!
  3. 3. Key to kicking your feet up and living the good life in Talent Acquisition Presented by: Steve O’Brien Vice President, Talent Fusion
  4. 4. Points of View I start with: Process design and organizational design are closely related Everyone seems to have an option about what we should be doing We must design with an understanding of mental bandwidth I’m suspicious of the panacea du jour Talent Acquisition means a million things to a million companies
  5. 5. REDUCE TIME TO HIRE IMPROVE CANDIDATE QUALITY PROVIDE CONSUMER LEVEL EXPERIENCES MANAGE SOURCING COSTS INCREASE CANDIDATE DIVERSITY Why’d we get in to all this anyway? INTEGRATE AUTOMATION/ AI Digital Transformation Reimaged Processes Data and Analytics
  6. 6. TECHNOLOGY HAS RADICALLY CHANGED HUMAN RESOURCES
  7. 7. History of the Recruiting Black Box All our candidates were literally in a black box Sourcing Ninjas had to Boolean candidates out of databases Sourcing Scientists had to find then mine candidate data Turns out those weren’t candidates they were targets to be developed We can’t keep track of the status, the work, or channels anymore Analogue Web 1.0 Web 2.0 Social A.I., Data, & Analytics
  8. 8. My intention in this webinar: Applicant value leak Hiring Manager influence leak Executive alignment leak Identify recruiting effort increasers and ways to dissolve them! Working hard than you need to Losing control of your desk Entering battle w/o cover
  9. 9. Talent Acquisition CRMATS Background, Verification, & On-Boarding Assessment and Selection HRIS Talent Management and Engagement Perm Force Gig Force Tier-0/VMSGigManagementSystem $9.2 Billion Venture Funding 2010 – 2017 TOP HRTECH PRIORITIES
  10. 10. Talent Acquisition CRMATS Background, Verification, & On-Boarding Assessment and Selection HRIS Talent Management and Engagement Tier-0/VMSGigManagementSystem OBSERVATIONS Data and Analytics ❖ Midmarket is being served 50 – 10k FTEs ❖ Job boards are still getting VC (If they’re called marketplaces) ❖ Freelance is now called Gig and it’s getting huge chunks of funding ❖ User experience almost always wins ❖ Artificial Intelligence beat Gary Kasparov, and Ken Jennings, and Go, and Poker, and (but) not recruiting yet ❖ The HR/TA Operating environment is way to complicated at the moment TOP HRTECH PRIORITIES
  11. 11. Source Engage Select Job Marketing & Distribution Job Board Aggregation Job Marketplaces Temporary Labor Marketplace Crowd Sourced Recruitment Social Search Candidate Relationship Management (CRM) Employer Reviews Resume Parsing Assessments Artificial Intelligence Video Interviewing
  12. 12. 13 THE WORLD HAS CHANGED.
  13. 13. TALENT ACQUISITION IS STILL A PEOPLE BUSINESS.
  14. 14. REDUCE TIME TO HIRE IMPROVE CANDIDATE QUALITY PROVIDE CONSUMER LEVEL EXPERIENCES MANAGE SOURCING COSTS INCREASE CANDIDATE DIVERSITY TALENT ACQUISITION 2018 TOP PRIORITIES INTEGRATE AUTOMATION/ AI Digital Transformation Reimaged Processes Data and Analytics
  15. 15. WHERE DO WE START? Optimize Paid Traffic Discover and Develop EVP Maximize Free Traffic Advise & Deliver Process & Org Design Time Management Analysis Messaging CRM ATS
  16. 16. WHERE DO WE START? Discover and Develop EVP Maximize Free Traffic Analysis Messaging CRM ATS ▪ Who are you as an employer? ▪ What percentage of your jobs will be filled “for free”? ▪ Can you identify the requisition patterns that lead to applicant hires?
  17. 17. WHERE DO WE START? Optimize Paid Traffic Advise & Deliver Process & Org Design Time ManagementCRM ATS ▪ Can we increase direct applicants? ▪ What percentage of your requisitions require sourcing? ▪ How much time do your recruiters have to recruit?
  18. 18. KEY METRICS: Direct Applicant Variability Source Channel Percentages CRM ATS Recruiting Hours per Requisition Percentage Recruiting Hours
  19. 19. INTRODUCE AGILE TEAM DESIGN Strategic Business Units HM Set 1 HM Set 2 Team Team Lead Recruiter Lead Recruiter Recruiter Recruiter Senior Recruiter Recruiter Single point of contact Opportunities: Project Leadership Agile Learning & Scaling Stable Institutional Insight Base +/- 80 hours/week Scalability
  20. 20. INTRODUCE AGILE TEAM DESIGN Facilitate the process: Are we maximizing our corporate website and active channels? Motivate semi-active seekers: Do we have the right people selling our roles? Prioritize impact: When there is more work than time how do we work as smart as possible?
  21. 21. UNDERSTAND YOUR PARAMETERS: COST QUALITY SPEED
  22. 22. Talent Acquisition CRMATS Background, Verification, & On-Boarding Assessment and Selection HRIS Talent Management and Engagement Perm Force Gig Force Tier-0/VMSGigManagementSystem Design Process. Select Talent. Pick technology. For your organization.
  23. 23. SET ACHIEVABLE GOALS: INTEGRATE AUTOMATION/ AI REDUCE TIME TO HIRE PROVIDE CONSUMER LEVEL EXPERIENCES IMPROVE CANDIDATE QUALITY MANAGE SOURCING COSTS INCREASE CANDIDATE DIVERSITYWe Will: By: INSERT STRATEGIC STATEMENT BASED ON YOUR UNDERSTANDING OF YOUR DATA BASED STARTING POINT, YOUR PROCESS AND DESIGN, TECHNOLOGY, AND YOUR GOAL ☺
  24. 24. Thoughts
  25. 25. Appendix
  26. 26. Data and Analytics Optimize Paid Traffic Discover and Develop EVP Maximize Free Traffic Integrate and Deliver The Foundry Monster Data & Analytic Monster Programmatic Talent Fusion Monster Recruitment Optimization CandidateRelationshipManagement(CRM) ApplicantTrackingSystem(ATS) Partnering to do this Many companies are: Throwing tools at this Accidentally doing this Wishing they did this
  27. 27. Data and Analytics Optimize Paid Traffic Discover and Develop EVP Maximize Free Traffic Integrate and Deliver The Foundry Monster Data & Analytic Monster Programmatic Talent Fusion Monster Recruitment Optimization CandidateRelationshipManagement(CRM) ApplicantTrackingSystem(ATS) Companies are: Simplifying Optimizing & Achieving Results With Monster
  28. 28. Data and Analytics

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