#firmday london 28/04/16 - earcu 'questions to consider in upgrading and future-proofing your...

Questions to consider in upgrading and future-proofing your

recruitment management solution (ATS)

Damian NOLAN

Andrew HYLANDRecruitment and Resourcing Manager

THE FIRM - London Conference - April 2016

Highlights

• Flatter to Deceive … orAn enhanced candidate experience

• A data-driven approach to managing a multi-channel resourcing strategy

• (Busy) Hiring Manager Integration and empowerment… The growing influence of Mobile

• Enhanced "candidate to employee" experience

Most common short-fallings …

Significant investment in « Employer Brand »Beautifully constructed and branded careers home-page but …Candidates re-directed to a– Non-branded– Someone else’s technology …– Multi-window …– Non-company URL

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

The tipping point

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

EE (Orange/T-mobile)

5O%

Avis Budget Group

43%

First Group

58%

52%

BP Retail

47%

Fullers

An opportunity to reaching new candidates

Bar & restaurant Engineers

Retail

BuildersNurses, carers, volunteers

Opening up new times of the day

Most common short-fallings …Difficult registration process

Traditional (lengthy) application forms

Difficult CV upload process

Andrew’s Perspective

Candidate experience in a competitive talent market• Communication is key• being responsive (SMS) • appropriate messaging that enhances your brand • ease of applicationLeveraging your brand messages• connection to social channel e.g. Facebook / Twitter we are in the top 100 in house recruiter index for use of SM alongside brands like ITV and IBM

Highlights

• Flatter to Deceive … orAn enhanced candidate experience

• A data-driven approach to managing a multi-channel resourcing strategy

• (Busy) Hiring Manager Integration and empowerment… The growing influence of Mobile

• Enhanced "candidate to employee" experience

A data-driven approach …Ambitious growth plans of 70% increase in headcount over 4 years 2011 - decision was made to bring Recruitment in-house.Objective - build an in-house team and implement a best-in-class ATS (eArcu) with consumer experience in its coreTechnology to save the time of our busy hiring managers while giving them greater control of their recruitment, and sophisticated MI Key aims were to provide a candidate experience consistent with our brand, to reduce cost per hire and time to hire- With an overall reduction in budget !!

A data-driven approach …

Using MI from eArcu and Google Analytics to• identify appropriate routes to market for every level and type

of role and identify roles that can be recruited direct from our careers site

Source of Hire By Grade and Area

A data-driven approach …Using MI from eArcu and Google Analytics to• identify appropriate routes to market for every level and type

of role and identify roles that can be recruited direct from our careers site

• Demonstrated to each media their actual application and hire rates compared to previous years and competitors enabling us to negotiate extremely favourable unlimited posting contracts with our major job boards

Application Source – Breakdown by Status

A data-driven approach …Using MI from eArcu and Google Analytics to• identify appropriate routes to market for every level and type

of role and identify roles that can be recruited direct from our careers site

• Demonstrated to each media their actual application and hire rates compared to previous years and competitors enabling us to negotiate extremely favourable unlimited posting contracts with our major job boards

Using geographic data we can plot where our applicants are coming from for certain roles and target specific geographic areas to maximise reach.

Heat map of applicant location (all roles)

A data-driven approach …Moving from advertising agency to posting direct to job boards via API’s therefore saving on time and agency fees Limiting agency use and directly competing against agency through both our own in-house Direct Sourcing Partner and advertising concurrently. Time to hire has reduced to 36 days (down from 2011 figure of 70 days - limiting the need for temp spend

Year on year application rate comparison

A data-driven approach …Used eArcu to bring the offer and referencing process online and reduce manager and administration time. Rolled out Skype to support interviewing non office based roles.

Career management programme to help staff identify appropriate career paths and increase cross organisation movement

Increased social media presence including LinkedIn and Twitter. Recognised by CV Library’s In-house Recruitment Power 100 #IRP100 for companies who are active on social media as scored by Klout

Highlights

• Flatter to Deceive … orAn enhanced candidate experience

• A data-driven approach to managing a multi-channel resourcing strategy

• (Busy) Hiring Manager Integration and empowerment… The growing influence of Mobile

• Enhanced "candidate to employee" experience

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

Andrew’s Perspective

Highlights

• Flatter to Deceive … orAn enhanced candidate experience

• A data-driven approach to managing a multi-channel resourcing strategy

• (Busy) Hiring Manager Integration and empowerment… The growing influence of Mobile

• Enhanced "candidate to employee" experience

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.)

Award winning BP Retail case study

Online Offers

Online Offers

Online Offers + integrated e-Signatures

On-Boarding

On-Boarding

On-Boarding

On-Boarding

On-Boarding

On-Boarding

On-Boarding

On-Boarding

On-Boarding

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.)

Andrew’s Perspective

Thank you for your attention !!

Damian Nolan

Andrew Hyland

Come and say hello on our stand