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Candidate Success Cycle
- 2. Page 2 Candidate Success Cycle x x x x x Need Identified Sourcing Plan Interview Selection Onboarding Candidate Success Pre- onboarding Culture & PM principles defined Orientation
- 3. Page 3 Talent Acquisition Workflow Performance Management Tied to Consciously Created Culture • Define Vision and Guiding Principles to guide Culture • Establish Performance Mgmt., Core Competencies and metrics 3 Need Identified • Job Description • Behavioral questions aligned to each position • Job Profile created through PI • Creation of Market Based Salary Structures and Job Slotting • Talent Acquisition plan Sourcing • Automated ATS with One-Click application capability • Passive Recruitment • Active Recruitment • Partnerships Interview • Behaviorally Based Interview Questions scored by Position • Behavioral Assessment through PI • Cognitive Testing • Develop Best in Class Interview Process Selection • Creation of Evaluation Metrics • Position Fit • Culture Fit
- 4. Page 4 Orientation Introduction to company • Mandatory new hire paperwork • Logistics On-boarding Workflow Pre-onboarding • Space and Equipment Planning • Welcome Login Info and Follow-up 4 On-boarding • 3-6 month program • Training- Mgmt Dev /Standards/P&P/ Perf Mgmt • Buddy system Candidate Success • Candidate Success Models • Evaluation Against Pre-determined Core Competencies • Turnover Metrics and Prediction Models
- 5. Considerations What type of culture do you want to build? How will you reinforce it? Does your Perf Mgmt system tie to your culture? Will you have behavioral assessment? Will you have cognitive assessments? How sophisticated is your ATS? Texting? One-click application? Do you have evaluation metrics by position in place? How will you keep your candidates engaged during the process? Once on board, is there a buddy system? How do you determine candidate success? How long do you continue your on-boarding program What method do you use for capturing feedback? 1 2 3 4 5 6 1 2 1 1 1 0 9 8 7 1 12 2 3 4 5 6 7 8 9 10 11