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[Day in a Life] Polycom & Kenexa Brass-Ring - Video Interview
The document demonstrates how a fictional company, Verve, uses IBM Kenexa, social media, and Polycom video conferencing to streamline their recruitment and hiring process. It shows how Verve identifies potential candidates on Facebook, invites them to apply on their website, screens them through an online survey, schedules video interviews through their Polycom system, and tracks applicants and feedback in their Kenexa applicant tracking system. The integrated system allows Verve to shorten time-to-hire by conducting remote video interviews, screening candidates more efficiently, and facilitating collaboration between recruiters, hiring managers and candidates regardless of location.
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[Day in a Life] Polycom & Kenexa Brass-Ring - Video Interview
- 1. Enhanced IBM KenexaHR– Recruiting by RealPresence CloudAXIS A “Day In The Life” Demonstration Vincent Perrin, Global UC Solutions Architect © Polycom, Inc. Tous droits réservés.
- 2. Video Collaboration isthe New Standard in Communication Businesses say the top benefits of video conferencing are: 87% 94% Increased efficiency and productivity Say video helps employees work remotely without feeling disconnected from their colleagues 88% Increased impact of discussions 87% 71% Expedited decision making Say they want to use video to meet with customers and partners 87% Reduced travel costs Polycom and Wainhouse Research Report, “The Real Benefits of Video” © Polycom, Inc. Tous droits réservés. 2
- 3. Talent Acquisition Shortening Timeto Hire Traditional Hiring Process (average of 90 days) Job Requisition / Posting Inter/Intra Dept Collaboration Sourcing / Shortlisting Initial Phone Interview Face-to-Face Interview Follow-up Interviews Ref. Checks Rich Media Job Descriptions Visual access regardless of location Enhanced experience Collaboration with Agencies Enhanced accuracy of assessment Elicit honest & in-depth info Quick internal agreements Eases scheduling & administration Saves time & cost Option to record for review or reference Job Requisition / Posting Sourcing / Shortlist Initial Video Intervie w Follow-up Interview s Ref. Checks Video-enabled Hiring Process © Polycom, Inc. Tous droits réservés. 3 Offer Negotiation /Acceptanc e Offer Negotiation/A cceptance Enhanced position compared to audio negotiation
- 4. Talent Acquisition Hiring andInterviewing with Polycom RP CloudAXIS HR Manager Hiring Manager Recruitment Agency Candidate Department’s Head © Polycom, Inc. Tous droits réservés. The world’s first breakthrough pure software solution that enables businesses to collaborate with other businesses – or individuals – easily and securely, independent of application, system, or device Other Stakeholders 4
- 5. Disclaimer • Verve isa fictional company which uses IBM Kenexa Brassring solution, Social Media and Polycom RealVu for doing e-recruitment via video. © Polycom, Inc. Tous droits réservés. 5
- 6. Verve is nowkeenly focused on developing its people as a major competitive advantage. Here we will see how they do that. 1 -1Click on ‘Facebook’ - Click on ‘Send’ 3x to chat with Lucille 2 – Click on bottom link © Polycom, Inc. Tous droits réservés. 6
- 7. To attract theright candidates, Verve is aggressive in the career marketplace, these days defined as the social networks. David Braun is a prospective recruit who is sharing his job concerns on Facebook. Scroll down David’s page a bit to find his first wall post. Click on the link from Frank’s comment © Polycom, Inc. Tous droits réservés. 7
- 8. Scroll down thepage © Polycom, Inc. Tous droits réservés. 8
- 9. Verve has donean excellent job promoting positive sentiment toward their brand as a potential employer. Here we see David linked to the Verve Facebook pages, just one facet of a full spectrum of interactions Verve is able to manage across the social nets. On Verve’s company page, Dave checks out some of the wall posts. One of the first is about new career opportunities, so he clicks on the link. © Polycom, Inc. Tous droits réservés. 9
- 10. The Facebook providesa link to a “walled garden” site from Verve. Here Verve can directly manage the recruit’s experience. As the company looks intriguing to David, he clicks to register. 1 - Click on ‘Register’ © Polycom, Inc. Tous droits réservés. 10
- 11. Of course heis happy to pass his credentials from his preferred social net, as a means to authenticate here. Verve is quick to capture this vital information into its recruit relationship management system. Click on ‘Login with Facebook’ © Polycom, Inc. Tous droits réservés. 11
- 12. Click on ‘Allow’ © Polycom,Inc. Tous droits réservés. 12
- 13. Once on-line withVerve, he is offered a “quick cull” survey. He is interested to know more and so proceeds. Click to take quiz © Polycom, Inc. Tous droits réservés. 13
- 14. The survey carrieshim thru a wide array of evocative questions. Click here © Polycom, Inc. Tous droits réservés. 14
- 15. Through the questions,the culture and focus of “Verve as an employer” is revealed”. Clearly they are pursuing “leaders”, which appeals to David. He has always thought he learned more from the people around him, than thru formal means. Click here © Polycom, Inc. Tous droits réservés. 15
- 16. Independence and autonomyare also obvious attributes of the firm. David recalls his most rewarding work experiences have been when he has been given some degree of control and responsibility for his works. Click here © Polycom, Inc. Tous droits réservés. 16
- 17. David is agreat candidate! By pre-screening with the survey, Verve has managed to trim 80% of the candidates out of their pipeline. This not only saves the management team many hours of triage, but also increases the focus on right candidates. Click here © Polycom, Inc. Tous droits réservés. 17
- 18. Now, David cansee the list of all job offered by Verve. © Polycom, Inc. Tous droits réservés. 18
- 19. David can reada description of the job offering and click on « Apply on ». © Polycom, Inc. Tous droits réservés. 19
- 20. Automatically, Ted, HRrecruiter receives an email with a notification of the apply of David and a link to the new system allowing him to organize video interview. © Polycom, Inc. Tous droits réservés. 20
- 21. He has tolog in to the platform © Polycom, Inc. Tous droits réservés. 21
- 22. He has adirect view on all scheduled meeting with candidates. © Polycom, Inc. Tous droits réservés. 22
- 23. And he canschedule a interview with David and linked it with the Job ID coming from Kenexa. © Polycom, Inc. Tous droits réservés. 23
- 24. He can selecta feedback template. © Polycom, Inc. Tous droits réservés. 24
- 25. He has toenter the email of interviewers. © Polycom, Inc. Tous droits réservés. 25
- 26. The planned datefor the meeting © Polycom, Inc. Tous droits réservés. 26
- 27. The duration forthe meeting © Polycom, Inc. Tous droits réservés. 27
- 28. © Polycom, Inc. Tousdroits réservés. 28
- 29. This interview hasbeen added to the interview list. © Polycom, Inc. Tous droits réservés. 29
- 30. List of jobsfrom Kenexa application © Polycom, Inc. Tous droits réservés. 30
- 31. © Polycom, Inc. Tousdroits réservés. 31
- 32. Feeback form abouta candidate. © Polycom, Inc. Tous droits réservés. 32
- 33. List of currentinterviews © Polycom, Inc. Tous droits réservés. 33
- 34. Access to thevideo meeting © Polycom, Inc. Tous droits réservés. 34
- 35. © Polycom, Inc. Tousdroits réservés. 35
- 36. © Polycom, Inc. Tousdroits réservés. 36
- 37. Thank You © Polycom, Inc.Tous droits réservés.