In a recent membership survey by The FIRM, of the respondents who use an Applicant Tracking System only 36% have a good experience. In addition, legacy ATS solutions have not kept-a-pace with the changing mobile and socially connected recruiting landscape and are often no longer “fit for purpose”. eArcu look at the benefits of adopting a contemporary end-to-end solution, looking in particular at: • Best practice Case Study presentations from several industry sectors. • Key criteria to consider in selecting the solution that will best meet your company’s needs • How to enhance your candidate experience with the mobile and social features your applicants want • How to ensure effective Hiring Manager engagement Victoria Golokoz from the NSPCC and Kiera Croll from British Engineering Services, two guest speakers from very different sectors, will share their invaluable insight into some of the challenges and questions they faced in renewing their resourcing technology platform. Victoria and Kiera will share valuable insights into how they approached key questions such as: • Is our recruitment management technology serving us well? • Are we managing the complete end-to-end recruitment process in an integrated fashion? • Are we providing an attractive, engaging and mobile-friendly candidate experience? • Have we got access to real-time and accurate analytics and KPIs in a format that can be easily shared with the business? • How can we achieve greater engagement from our internal Line-Managers? • How best to integrate recent trends such as Video Interviewing? • Can a single platform help us manage everything from careers-site design and build, candidate assessment, right through to “Offers & On-Boarding”?

1. Uncovering and addressing
the issues surrounding
Recruitment Tech
A SUMMARY

2. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 2
Introduction
One of the most popular member discussions on our forum is surrounding recruitment
technology and in particular the ATS – how to choose the right one for your business, how
to implement effectively , what are the key elements to take into consideration and what
are the perils and pitfalls to avoid.
Buying an ATS is the enjoyable and not too difficult part – getting it right on the other hand
is not so straightforward and fixing any mistakes can be time consuming and expensive.
Our recent breakfast kindly supported by eArcu looked at these exact issues and some of
the key takeaways from the round table discussions for me were as follows:
• ATS implementation is as much about refining your recruitment workflow as it is the
system itself.
• Map out your candidate experience for the first 90 days and then look at what
technology you need to enable that
• When looking at potential ROI look at it from four angles: technical, operational,
strategic and financial
• Be aware of time frames – whether you have 6 weeks, 6 months, a year or more make
sure you include deadlines for delivering information, data migration, UAT and for
training
• Give priority to the mobile candidate experience and integration with existing social
profiles. Also, a well-designed mobile-enabled process opens up access to additional
on-the-move talent and significantly extends the periods of the day during which
recruiters can engage with candidates. Line manager “Swipe-Shortlisting” from smart-
phone and tablet devices is proving to be the silver bullet in reducing recruitment
bottle-necks!
• Getting it right will have a massive impact on your time to hire – some of the examples
shown reduced time to hire by nearly two months
• Future-proof your system – make sure it has the potential to increase functionality and
move with the times.
Many thanks to Damian and his team at eArcu and to Victoria Golokoz from the NSPCC
and Kiera Croll from British Engineering Services for their insights and we look forward to
seeing you all at our next event!
Emma Mirrington
The FIRM

3. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 3
Concrete and no-holds-barred feedback on key criteria to consider when reviewing your
recruitment technology platform formed the basis of a well-attended breakfast event at
the exclusive Hospital Club in London’s Covent Garden recently.
Organised by The FIRM and sponsored by eArcu www.earcu.com the high-light of the
event saw Kiera Kroll from British Engineering Services and Vika Golokoz from the NSPCC
share valuable insights into how they approached key questions such as:
• Is our recruitment management technology serving us well?
• Are we managing the complete end-to-end recruitment process in an integrated
fashion?
• Are we providing an attractive, engaging and mobile-friendly candidate experience?
• Have we got access to real-time and accurate analytics and KPIs in a format that can
be easily shared with the business?
• How can we achieve greater engagement from our internal Line-Managers?
• How best to integrate recent trends such as Video Interviewing?
• Can a single platform help us manage everything from careers-site design and build,
candidate assessment, right through to “Offers & On-Boarding”?
The round-table discussion sessions provided further insight into some of the challenges
attendees are facing and debate around how the effective use of a contemporary and
future-proof resourcing technology platform allows organisations to attract, engage with
and hire top talent – faster !
Damian Nolan
Business Development Director
eArcu

4. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 4
Who is the NSPCC?
- 2000 staff
- 1,500 regular volunteers
- 24/7 Helplines (Childline, Adult)
- Direct services across the UK
- Campaigns and lobbying
- Research
- Fundraising
Replacing legacy ATS
NSPCC EXPERIENCE

5. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 5
Where we were
• Time to hire took on average four to
five months
• Managers didn’t have ownership of
their own recruitment process
• High admin costs to maintain the
portal
• Inaccurate data reporting
• No option of mobile optimisation
• No integration with other systems
• High level of candidate dropout but
no analytics to identify drop out
point

6. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 6
How we approached it
• Reviewed and remapped the whole
NSPCC recruitment process (6 months)
• Involved hiring managers throughout
• Searched for potential new ATS suppliers
far and wide
• Created a highly detailed technical spec
but allowed ourselves to dream too
• Worked in partnership with IT
• Allowed ourselves to change direction
radically at the last moment
• Based our decisions on values and
culture fit as well as technical ability to
execute
What we needed
• Reduction in time to hire, recruitment
at pace
• Positive candidate experience
• Significant increase in managers’
engagement with the recruitment
process
• Significant increase in accuracy of data
gathered through each candidate’s
recruitment cycle
• Wide range of reporting tools to add
value to directorates’ sourcing
strategies
• Automation of recruitment processes
without losing human touch

7. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 7
Project Sponsor
Director
Staff Recruitment
team (weekly reviews)
Volunteer
Recruitment team
(weekly reviews)
Web design team
(weekly reviews)
Data transfer and
configuration team
(weekly reviews)
Communications
Team
(weekly reviews)
Project Board
User acceptance
group
Hiring managers and
candidates
8
Project Governance
Project Key milestones (April – August 2015)
April
• Project scope
• Project
governance
• Project teams
• User
acceptance
group
• Risks and
Issues log
• Comms plan
• Data gathering
May
• Data Transfer
• Define all
workflows
• Design of
careers pages
• Start system
configuration
• Start user
acceptance
testing
• Confirm super
user group
• Stakeholder
engagement
June
• Continue
developing
process
workflows
• User
acceptance
testing
• Continue
system
configuration
• Stakeholder
engagement
July
• Super user
training
• User
acceptance
testing
• All staff
communication
• Hiring
managers
training
August
• System goes
live
• Hiring
managers
training
Project scoping Process mapping System Configuration Launch

8. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 8
Recruitment
Key Messages
• Main recruitment activity has taken place in CSDD
and National Services.
• Activity by region continues to be largely dominated
by London & South East.
• Overall recruitment times have fallen to 54 days. The
longest recruitment times have been in the CSDD
and People. Positions in the South West have
seen the longest recruitment times.
• Positions in Strategy, Comms and People attract the
highest number of applicants per planned hire.
10NSPCC People Pack March 2017
What we achieved
• Reduction in time to hire to an average of
1.5 months (from vacancy approval to
offer)
• In-depth high quality data reporting
• Single sign on
• Hiring manager self service
• Candidate source tracking
• Mobile optimisation
• Increased background check compliance
• Integration with other HR systems
• Talent pooling

9. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 9
Recruitment Sources - 12 Month Rolling
Key Messages
• The main source of recruitment (applications) is Indeed although it now accounts for 24% of all applications compared with the 12 months to March 2016 when
it accounted for 31% of all applications. LinkedIn has grown as a source of recruitment over the last year.
• However, the main sources of successful recruitment is NSPCC Staff or Volunteer and Word of Mouth. This may be because the applications are more focused
than from other sources e.g. application form rather than CV.
• Although Word of Mouth does not generate significant levels of applicants, the conversion rate (probability of success) is high. However, this may lead to a
tendency towards less diverse recruitment.
12NSPCC People Pack March 2017
Recruitment - Diversity
11
Key Messages
• There is little change in the
main themes since last
quarter.
• A quarter of applications are
received from those Under
25, but applicants in this age
group are least likely to be
invited to interview - 12%
compared to 24% overall.
• 6.4% of all applicants are
successful (receive an offer),
but this falls to 4.1% of
applicants who declare a
disability.
• BME applicants are half as
likely to be offered a position
a s t h e i r W h i t e B r i t i s h
counterparts.
• Female applicants outweigh
their male counterparts by
76% to 24%. Women are
slightly more likely to be
shortlisted for interview and
to be offered a position than
men.
NSPCC People Pack March 2017

10. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 10
What we achieved
Manager
“The system looks and feels much easier to
use, it keeps information in one place so we
can go back to that if we need to and it also
helps with the more strategic reporting and
then future recruitment planning”.
Manager
“I feel it’s modern and efficient, and I am
certain this will be something our
candidates feel too”
Candidate
“The process has felt very smooth from
beginning to end. I have found the system
easy to use, HR are very supportive at the
end of the telephone.”

11. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 11
Joined Bri=sh Engineering Services May 2016
Previously, spent 4.5 years at the City & Guilds Group
Needed a new challenge…
…and a move out of London
LITTLE BIT ABOUT ME
eArcu
MAKING RECRUITMENT TECH WORK FOR YOU
Kiera Croll, Head of Recruitment & Talent
The FIRM

12. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 12
WORLD CLASS CLIENT BASE
Changed ownership in October 2015.
Private Equity backing from
Our aims:
− Modernise and improve our customer offering.
− Provide the industry benchmark for quality, safety and
innova=on.
− Adopt a zero tolerance policy to back-logs and risk.
− Work in partnership with our customers.
WHO ARE BRITISH ENGINEERING SERVICES?

13. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 13
IMAGE HOLDING SLIDE
OUR HISTORY
Over 30,000
Serious or =me qualified defects
discovered for customers last year
or 30,000 f ewer
work accidents and insurance claims in
2015
c£50m
turnover
+94%
Client reten=on rate
c450
Highly trained and
qualified Engineer
Surveyors &
Consultant Engineers
2.8 million
Inspec=ons every
year
Over 14,000
clients
c12,800 Inspec=on
and c1,200 Tes=ng &
Cer=fica=on
8 years
Average length of
rela=onships with top
10 clients
20
accredita=ons
held
62,000 sites
visited throughout
the UK every year
FIRST CLASS CLIENT BASE, WITH LONG TERM RELATIONSHIPS AND HIGH
RETENTION
KEY FACTS

14. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 14
WHAT DID I INHERIT?
Vacancies not adverDsed anywhere
‒ 100% reliance on agencies
Confusing process
‒ Lots of hand-offs
‒ Not sure who did what
Poor candidate experience
‒ Significant delays/hold ups
‒ Losing candidates
‒ Brand damage
No data
‒ Well, no accurate data
No consistency
‒ No email templates
And….
Small but perfectly formed team
Lots and lots of things to implement
and improve, whilst retaining business
as usual
Employee rela=ons, union, HRIS,
payroll system, benefits, pay structure,
recruitment processes, performance
management, TUPE, pensions, L&D,
expenses (!), IT queries (!!!), facili=es
management, over=me, fleet
management, references, pay
increases…
We now have an honourary team
member…
RECRUITMENT AND HR

15. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 15
WHAT DO YOU, AND THE BUSINESS,
WANT….
WHAT DO YOU, AND THE BUSINESS,
NEED….
WHERE TO BEGIN?
END OF WEEK ONE…
Ok, but why?
Where do I start?

16. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 16
Google ATS and there are hundreds
and hundreds of op=ons!
All say they can do preny much the
same thing – differen=ators cost,
customer service
Use your network
‒ The FIRM LinkedIn Group
‒ Friends / connec=ons
For me, first hand experience and
recommenda=ons wins over
anything else
Talk to a few providers
NOW THE FUN BIT…
WHAT DID I WANT? (AND NEED…EVENTUALLY!)
Amazing
candidate
experience
Reduced
administra=on
Improved
visibility for
hiring managers
Automated
communica=ons
(including SMS)
Defined,
standardised,
process
Ability to build
talent pools
Improved data
protec=on
System
integra=on (e.g.
with HRIS)
Accurate data
and repor=ng
Adaptable and
flexible system
Future proof
Online offers
and onboarding

17. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 17
Once you’ve chosen your provider it’s
onto the fun bit!
A lot of your requirements will have
been discussed during supplier
selec=on
Be prepared to invest =me in
mapping processes…
…but be open minded.
Keep to the project plan and key
dates
Speak up and ask ques=ons
ques=ons ques=ons…and don’t
stop!
IMPLEMENTATION
You might be lucky enough to have
to involve procurement…
What are your basic criteria?
How will you make your selec=on?
What is important to you?
‒ Basic func=onality
‒ What's included, what's addi=onal?
‒ How flexible?
‒ Added extras?
‒ What support will you receive?
‒ How long will it take?
‒ Cost?
SELECTION PROCESS

18. Uncovering and addressing the issues
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Tuesday 7th June 2017 18
Ability to share vacancies via social media
FAVOURITE THINGS
Don’t underes=mate user tes=ng
Get hiring managers involved
Get “candidates” involved
IMPLEMENTATION CONTINUED

19. Uncovering and addressing the issues
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Tuesday 7th June 2017 19
Jobs near me
FAVOURITE THINGS
Candidates can sign in using
FaceBook/LinkedIn/Google
FAVOURITE THINGS

20. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 20
Every system will have its “quirks”
Someone won’t like something
Essen=al to chose a system that is
adaptable…at no cost
Standard repor=ng: understand
them!
Ask! Ask! Ask!
‒ Don’t presume system can’t do it
‒ Don’t create manual workarounds
LESSONS LEARNT
Online contracts
FAVOURITE THINGS

21. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 21
Planning further enhancements and
system developments:
Onboarding phase 1
Onboarding phase 2
Video interviews
SJTs
WHAT’S NEXT?
Went live aPer approximately four weeks
At last, could adverDse vacancies!
‒ 58% direct hire
Standardised process
‒ Clear roles and responsibili=es
Great (I hope!) candidate experience
‒ Quicker
‒ Slicker
Data!
‒ Easier to spot issues and fix them…
evidence!
‒ S=ll need some manual manipula=on
Consistent, on-brand, communicaDons
‒ Easy to update
More accurate representa=on of our
organisa=on
HOW DID IT GO?

22. Uncovering and addressing the issues
surrounding Recruitment Tech
Tuesday 7th June 2017 22
IMAGE HOLDING SLIDE