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. 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 expect? How to ensure effective Hiring Manager engagement? Victoria GOLOKOZ from the NSPCC and Kiera CROLL from BRITISH ENGINEERING SERVICES, 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. Replacing legacy ATS
NSPCC EXPERIENCE

2. 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

4. 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

5. 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

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

7. 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. 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

9. 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

10. 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

11. 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
as their White British
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

12. 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

13. 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.”