eArcu Presents: Uncovering and addressing the issues surrounding Recruitment Tech
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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”?
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eArcu Presents: Uncovering and addressing the issues surrounding Recruitment Tech
- 1. eArcu MAKING RECRUITMENT TECH WORK FOR YOU Kiera Croll, Head of Recruitment & Talent The FIRM
- 2. Joined British 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
- 3. 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 innovation. − Adopt a zero tolerance policy to back-logs and risk. − Work in partnership with our customers. WHO ARE BRITISH ENGINEERING SERVICES?
- 4. WORLD CLASS CLIENT BASE
- 5. Over 30,000 Serious or time qualified defects discovered for customers last year or 30,000 fewer work accidents and insurance claims in 2015 c£50m turnover +94% Client retention rate c450 Highly trained and qualified Engineer Surveyors & Consultant Engineers 2.8 million Inspections every year Over 14,000 clients c12,800 Inspection and c1,200 Testing & Certification 8 years Average length of relationships with top 10 clients 20 accreditations held 62,000 sites visited throughout the UK every year FIRST CLASS CLIENT BASE, WITH LONG TERM RELATIONSHIPS AND HIGH RETENTION KEY FACTS
- 6. OUR HISTORY
- 7. Small but perfectly formed team Lots and lots of things to implement and improve, whilst retaining business as usual Employee relations, union, HRIS, payroll system, benefits, pay structure, recruitment processes, performance management, TUPE, pensions, L&D, expenses (!), IT queries (!!!), facilities management, overtime, fleet management, references, pay increases… We now have an honourary team member… RECRUITMENT AND HR
- 8. WHAT DID I INHERIT? Vacancies not advertised 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….
- 9. END OF WEEK ONE… Where do I start?
- 10. WHAT DO YOU, AND THE BUSINESS, WANT…. WHAT DO YOU, AND THE BUSINESS, NEED…. WHERE TO BEGIN?
- 11. WHAT DID I WANT? (AND NEED…EVENTUALLY!) Amazing candidate experience Reduced administration Improved visibility for hiring managers Automated communications (including SMS) Defined, standardised, process Ability to build talent pools Improved data protection System integration (e.g. with HRIS) Accurate data and reporting Adaptable and flexible system Future proof Online offers and onboarding
- 12. Google ATS and there are hundreds and hundreds of options! All say they can do pretty much the same thing – differentiators cost, customer service Use your network ‒ The FIRM LinkedIn Group ‒ Friends / connections For me, first hand experience and recommendations wins over anything else Talk to a few providers NOW THE FUN BIT…
- 13. You might be lucky enough to have to involve procurement… What are your basic criteria? How will you make your selection? What is important to you? ‒ Basic functionality ‒ What's included, what's additional? ‒ How flexible? ‒ Added extras? ‒ What support will you receive? ‒ How long will it take? ‒ Cost? SELECTION PROCESS
- 14. Once you’ve chosen your provider it’s onto the fun bit! A lot of your requirements will have been discussed during supplier selection Be prepared to invest time in mapping processes… …but be open minded. Keep to the project plan and key dates Speak up and ask questions questions questions…and don’t stop! IMPLEMENTATION
- 15. Don’t underestimate user testing Get hiring managers involved Get “candidates” involved IMPLEMENTATION CONTINUED
- 16. Ability to share vacancies via social media FAVOURITE THINGS
- 17. Candidates can sign in using FaceBook/LinkedIn/Google FAVOURITE THINGS
- 18. Jobs near me FAVOURITE THINGS
- 20. Every system will have its “quirks” Someone won’t like something Essential to chose a system that is adaptable…at no cost Standard reporting: understand them! Ask! Ask! Ask! ‒ Don’t presume system can’t do it ‒ Don’t create manual workarounds LESSONS LEARNT
- 21. Went live after approximately four weeks At last, could advertise vacancies! ‒ 58% direct hire Standardised process ‒ Clear roles and responsibilities Great (I hope!) candidate experience ‒ Quicker ‒ Slicker Data! ‒ Easier to spot issues and fix them…evidence! ‒ Still need some manual manipulation Consistent, on-brand, communications ‒ Easy to update More accurate representation of our organisation HOW DID IT GO?
- 22. Planning further enhancements and system developments: Onboarding phase 1 Onboarding phase 2 Video interviews SJTs WHAT’S NEXT?
Editor's Notes
- None of this was surprising – pretty much why I wanted the job! As part of RSA recruitment was through a RPO – this agreement ceased March 2016, I joined May 2016. There were a lot of spreadsheets…same information on different spreadsheets - info not accurate - no one checking for duplicate applications - lack of clarity as to where a candidate was in the process - concern over data protection
- I’m not going to talk about building the business case here What you want and what you need are likely to be two different things Up to you to know your business and your stakeholders and decide what is going to go down the best For me, we needed something in place quickly, but which had the capability to be developed further in later stages
- Better candidate experience: very competitive market, app. Process needs to be easy, quick. Regular updates, ability to provide feedback quickly. Mobile mobile mobile. For candidates and hiring managers Comms: standardised, “on brand” Process: less chance of human error/forgetfulness One thing on there was need for speed – without forgoing quality (but maybe some enhanced functionality) Also think about the “why” – why are these things important? What benefit will they bring the business?
- By talking to a few providers this will help you to build your requirements
- If you are lucky you might have to involve procurement team… What is your minimum criteria – your must haves? What is included in the price? What’s extra? Will prices go up in time or by user numbers or something else? What else can it do? But don’t get carried away! Remember, what do you need? Once I had narrowed my list to potential three/four I applied for some jobs on some of their customers websites Candidate experience is number one priority for me, then hiring manager, then my team – has to work but we should use it everyday so ease of function not as important So think about your basic criteria from the candidate perspective…think about Taleo!
- Be open minded – don’t want to necessarily translate your current process to the ATS. The ATS should help you be more efficient, and a fresh pair of eyes on your processes always help. Think how many processes your supplier has seen, they should help you to improve. I find at the start, everyone is engaged and it’s all systems go but easy to drop the pace as BAU takes over. A good supplier keeps on at you about key dates And pick up the phone! I found on some occasions we were going back and forward on email and a phone call could have sorted it easily. Keep pushing, if something is important to you and the way you work your supplier should be able to accommodate in some way. Implementation doesn’t stop on launch day – how will you communicate the change? How will you provide training?
- User testing: really important to get the business involved in this. You might be too close to the detail to notice oddities. I got my mum to test as a candidate!
- Find a provider who you can feel you can question, and challenge. Accept you’ll never please absolutely everyone – we know that everyone is an expert when it comes to recruitment, though not to say they might not have great input We had a quick implementation and knew we would need to make tweaks once live so it was important that we had this adaptability Standard report suite: understand the important reports and understand what data goes into them (example of needing to use the “preparing offer” status.