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Henley Enterprises Intern Project
- 1. Talent Acquisition Increasing the Qualified Applicant Pool
- 2. Millennials Why we matter- make up 25% of the workplace Characteristics: uncomfortable with the typical corporate structure (hierarchies) varied/ interesting career and constant feedback desire to move up in the organization drawn to a collaborative/ social work environment What are we looking for?: career progression wages training programs Survey of satisfaction- give employees a survey to find out what they like/don’t like about the job
- 3. Growing Issues - Targeting Applicants applicants Career Bulider VIOC.com College Board Craigslist Employee Referral Facebook Current Employee Indeed 2014 40,166 1,055 3,824 163 12123 2135 359 81 1973 2015 42,208 777 3,530 338 19542 2129 418 80 4837 5.08% ^ 26.35% v 7.69% v 107.36% ^ 61.2% ^ 0.28% v 16.43% ^ 1.23% v 145.16% ^ JobDiagn osis.com Job Fair LinkedIn Monster Newspap er Simply Hired Snag State Job Boards No input 2014 2 132 64 315 309 101 12786 251 4072 2015 90 148 67 264 397 229 5093 400 3685 4400% ^ 12.12% ^ 4.69% ^ 16.19% v 28.48% ^ 126.73% ^ 60.17% v 59.36% ^ 8.49% v
- 4. Issues Growing issues What will spark applicant interest Competitors Money issues
- 5. Finding Application through Corporate ● Too many steps to get to Application ○ could result in losing qualifiable applicants ○ A more direct path to the Henley website would help ○ Little changes could make a big difference ■Large “Apply Now” Link on Store Page ● Nothing specifies a Henley position
- 6. Henley’s Website/Finding an Application People applying for jobs do not know to search for Henley Careers (Based on store visits, the employees did not know the name “Henley” until after hiring process) From searching VIOC application, it is hard for applicants to find the Henley Careers website “Search Open Jobs” link: Too many options in the Title Drop Down box could be confusing/overwhelming TH
- 7. Assessment- ● Test length - biggest concern ○ 24.5% of applicants did not complete the survey ● Review certain questions ○Allow applicants more flexibility with answers ○Questions that are obvious about what the company is looking for
- 8. Dismissal of Capable Applicants ● 51% of total applicants do not make it past the PreVisor assessment ○24.5% do not finish the assessment ■Sharpen/narrow test ○26.5% do not pass the assessment ■Reduce restrictions and disqualifying factors ●BUT we do not want to flood the store managers with too many applications
- 9. “You made the first offer” ● Most employees applied to several other automotive stores/garages ○ Emphasis on speed of response from stores ○Having a paycheck is a highest priority
- 10. Brand Awareness Sponsoring Schools- Activities/Events/Fairs Hand out company branded items: Keychains,Car Chargers, Fresheners, etc. Advertisement Facebook MBTA/Public Transportation Ads “Now Hiring” at the bottom of receipts Potential upside, No downside
- 11. Ideas for Expansion ●Attend College Fairs, Tech Schools, & Events to become more well known to the public Add to Facebook page stories about employee’s work experiences to engage audiences
- 12. Job Qualities to Promote ● Growth opportunities within VIOC Most employees strive to move up and like to work toward a goal Growth happens fast- one tech reached Assistant Manager in 6 months ● Employees enjoy the work environment There is a team atmosphere employees refer to each other as the guys They see each other outside of work Pace of work Fast paced with down times in between
- 13. Talent Acquisition Program (TAP) Based on store visits, many new employees hear about Valvoline jobs through referrals. However, not many current employees know about the Talent Acquisition Program employees sound more motivated to make referrals once we told them about the program More referrals leads to more applicants, qualified workers, and effective work environments.
- 15. Steps to Improve Referral Program Awareness/significance Assessment Review questions for clarity/overall test length Progress/completion bar Application discoverability Website on receipts
Editor's Notes
- Intro: Millennials already make up 25% of the workplace and this number is continuing to grow. Importance: Millennials’ thought process/ideas are much different from other generations, causing a gap/misunderstanding in the workplace. Knowing how to interact with one another results in better communication and a more effective work environment.
- It is very difficult to find the Henley application online through the Corporate website. An applicant ends up opening three different windows just to get to the application. Even when the applicant gets to the store page it is hard to find where the “Apply Now” button is. The button should be much bigger and stand out.
- People only know the name VIOC, not Henley, so finding the application on HenleyCareers is difficult. Store Visit: We asked the employees if they knew what Henley was before working there. Not one person knew. There is a “Search Open Jobs” link on the HenleyCareers page. There are too many options in the title drop down box. Many applicants do not know what these titles are/mean. This is a bit overwhelming. → Eliminate unnecessary job titles to make the process more straightforward.
- Flexibility - Instead of “You have never”, use “Do you often...” or “Are you willing to...” When the answer the company is looking for is clear, applicants will prioritize picking the right answer over telling the truth Math-related questions not relevant Issue Questions: In a group, you usually do things your way because you have the best ideas T/F It’s often not worth trying to figure out why people act the way they do T/F You have never hurt someone’s feelings T/F
- We don’t want everyone to pass the assessment - it is good to narrow down the pool of applicants without wasting any time or resources interviewing obviously unfit candidates. Definitely some of this 51% are not going to be good hires, but disqualifying half of the total applicant pool is extreme - for example, I scored a 19 (out of 100) on the Customer Service test, though I’d like to think I would be a good hire, or at least qualify for an interview. Numbers from first 6 months of 2015. 2% of applicants fail the essential questions (authorized to work in USA, drug test, background check). Only 4% of people who apply are hired - this number easily could be higher if necessary. Very unlikely that only 4% of the 24,000+ applicants are fit to work for us. Currently 38% of applicants make it to the Store Manager’s computer. The missing 11% leave the application incomplete before they even get to the PreVisor or do not qualify on one of the immediate red flag questions (drug test, authorization to work in USA, background check). Also need to make sure that everyone who makes it through the screening - especially those with strong scores - are quickly given a phone interview from the store manager. One of the big things people are looking for is a paycheck… so if they get a job offer from us before a competitor (they will be more likely to work for us).
- A large part of the decision to work at Valvoline was speed of response from us/the store managers. While nearly all of the hires do like to work on and around cars, many applied to a lot of jobs. Often, it was VIOC that gave them the first offer. As it turns out they love working here, but they did not know that going in or when they received the offer.
- Sponsoring- labeled items remind potential employees as well as potential customers Alternative Education ads are all over public transportation, VIOC is another attractive route/ life path
- Intro with Employees like coming to work.. one employee told us that he recruited his friend to come to work at henley for less from a car dealership across the street
- The referral program could easily be a big deal for employees - bump it to $50 per hire and give the store manager $50 to spend on whatever he wants for his team - snacks, drinks, stuff for the break room, etc.