#FIRMday London 24th November 2016 - eArcu 'The key ingredients to adopting a proven future-proof resourcing solution'

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Damian Nolan, Business Development Director, eArcu From contemporary, mobile enabled careers sites, mobile recruiter and hiring manager access, advanced talent-pooling through to gamified on-boarding - some of the key ingredients to consider in future-proofing your end-to-end resourcing solution

Recruiting & HR

The key ingredients to adopting a proven and future-
proof resourcing solution
Damian NOLAN
The Forum for In-House Recruiters (The FIRM) London Winter Conference 2016

Highlights
• Flatter to Deceive … or
An enhanced candidate experience
• (Busy) Hiring Manager Integration and
empowerment
… The growing influence of Mobile
• Enhanced "candidate to employee"
experience

Over 50% of candidates told not to apply

Most common short-fallings …
Non-responsive design or
(even worse) … non-accessible from mobile

The tipping point
“Over 50% (70%?) job searches on mobile”

An opportunity to reaching new
candidates
Bar & restaurant Engineers
Retail
Builders
Nurses, carers, volunteers

Most common short-fallings …
Difficult registration process
Traditional (lengthy) application forms
Difficult CV upload process

Managers working on the move
Bars & restaurants EngineeringRetail
Construction Nurses, carers, volunteersAirports/transportation

Busy managers catching up on their “admin”

Swipe shortlisting
Can scroll up and down
the application form/CV
with the swipe bar
anchored to the screen
Use of names and
photos follows
client policies and
preferences

Swiping to the right to request an interview

Next candidate is then loaded automatically

Swiping to the left to regret with reasons

Automatic switch to buttons on PCs/laptops

Significantly faster time to hire
24 x 7
decision
making
Shortlisting
at home

Award winning BP Retail case study
• From attraction to onboarding
– Consistent branding with mobile access
• Scan QR codes with GPS to present local jobs
– The “no clicks” challenge
• Situational Judgement Tests all on mobile
• Interview booking via smart phone
• Offers accepted with eSignatures on the phone
• On-boarding on any device has
– reduced time from 3 weeks to 24 hours
– (Emergency contact, next of kin, tax, bank account, uniform,
policies, etc.)

Thank you for your attention !!
Damian Nolan
www.earcu.com

MP4 version: https://youtu.be/LRXyZ-7Yp9k The Spectrum of Performance Management 1. Hire the right people 2. Tell them what to do and why 3. Show and train them on how to do it 4. Give them feedback on how they’re doing 5. Make supporting to elevate them as your top mission Recruitment • Define the profile for the open position • Attract and hire candidates with appropriate skills, knowledge, personality, and drive • Hire for strengths than lack of weakness • Provide a positive candidate experience Goal-Setting • Set S-M-A-R-T goals and expectations (specific, measurable, attainable, relevant, time-bound) • Align individual goals with departmental and company goals • For new hires, factor in the “learning” goals with the “production” goals • Explain what the rewards are for meeting such and the implications of not being able to do so Training • Utilize engaging and interactive training tools • Soft-skills training • Training on product, market, and technology landscape • Training on updates and upskill • Conduct training evaluation Evaluation • Skills and behavior • Individual goals and expectations • Key policies and procedures • Product and systems knowledge • Cross-functional relationship and collaboration Coaching • Employ proper approach and build rapport • Define the identified problems or areas of opportunity • Ask why it is important to address the problem and get the employee to buy-in • Do some recap to check retention • Hold the employee accountable to avoid recurrence • Follow-up as planned to check improvement Next-Level Approach • Motivation is our “why?” • Inspiration is our “where?” • Empowerment is our “how?”

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