E=Mc2 Talent Acquisition Model

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Information about E=Mc2 Talent Acquisition Model
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Published on February 26, 2009

Author: frank_pacheco

Source: slideshare.net

E fficient Talent Identification M anaging Application Volume C onversion > App:Hire Success 2 E = MC

Talent Identification Search Opt. Vendor Adv. Aggregator TRM ATS Active Job Seekers Advertisement / Posting Major Boards Niche Boards Passive Job Seekers Marketing Search Optimization Banners, Mass E-Mail Selection Talent Identification Process Start

Active Job Seekers

Advertisement / Posting

Major Boards

Niche Boards

Passive Job Seekers

Marketing

Search Optimization

Banners, Mass E-Mail

Managing Application Volume TRM Job Family Evergreen Reqs Talent Folders Map to Org Charts Smart Agent Talent Folders Pre-Screening Knockout Questions Automated Phone Pre-Screening Recruiting Network Events Automated Interview - Application Resume Review Feedback Process Search Opt. Vendor ATS DataMining Platform Talent Community Social Networking Employee Referrals Re-Recruiting Alumni Advertisement Platform Marketing Platform Talent Landing Pages Job Distribution Email/RSS Marketing Job Classifieds Job Boards

Processing Candidates For Volume Driven Positions Only Pre-Screening Knockout Questions Automated Phone Pre-Screening Recruiting Network Events Automated Interview - Application Resume Review Feedback Process ATS The goal is to disqualify those that do not meet “ minimum requirements” > Qualified candidates get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager and secures feedback (all within 48 hours) . This will increase precision and reduce interview : hire ratio This step is reserved for volume driven positions to help recruiting managers qualify those with the highest communication skills and potential Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers) The application collects pertinent data and the on-line interview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified candidates & map them against current/future positions

Automated Pre-Screening Process The goal is to disqualify those that do not meet “ minimum requirements” > Qualified candidates get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community Pre-Screening Questions: Work/Home proximity Years of experience Work eligibility status One or Two minimum skills questions Certifications Degree Salary Automated Declined Letter ATS Once Recruiting Mgrs approve candidates Sourcers send them automated Interview Invite Junior Sourcing Team Approves resumes, forwards them to hiring manager & secures feedback (all within 48 hours). Prospects Recruiting Managers Forwards qualified prospects for approval Qualified candidates Un- qualified Prospects DataMining Platform Talent Community Social Networking Re-Recruiting

Pre-Screening

Questions:

Work/Home proximity

Years of experience

Work eligibility status

One or Two minimum skills questions

Certifications

Degree

Salary

Resume Review / Feedback Process The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager and secures feedback (all within 48 hours). This will increase precision and reduce interview : hire ratio Recruiting Managers Sourcing team pre-qualifies candidates & forwards their resumes to Recruiting Managers Hiring Managers Reviews resumes & reports detailed qualify/disqualified explanation back to Recruiting Managers within 24 hours Recruiting Managers Qualifies some candidates and forwards them to the hiring managers for further approval Recruiting Managers Disqualify some candidates & reports detailed explanation back to sourcers within 24 hours Recruiting Managers are responsible to secure timely candidate feedback from Hiring Managers. Staffing Directors are responsible for enforcing timely feedback from hiring Mgrs and Recruiting Managers. Recruiting Managers should provide full cycle resume feedback to the sourcing team within 48 hours. Junior Sourcing Team Hiring Managers

Automated Application & First Interview Process Application: Work History School GPA Reason for changing jobs References 1 st Interview: Several in depth technical questions Several in depth situational questions Several in depth Leadership questions Automated Declined Letter Un- qualified candidates ATS Candidates The application collects pertinent data and the on-line interview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified candidates & map them against current/future positions Automated Process In-person Interview Invite to Qualified Candidates Automated Interview Invite to pre-qualified candidates Junior Sourcing Team Qualified candidates Recruiting Managers DataMining Platform Talent Community Social Networking Re-Recruiting

Application:

Work History

School GPA

Reason for changing jobs

References

1 st Interview:

Several in depth technical questions

Several in depth situational questions

Several in depth Leadership questions

Conversion > App: Hire Success                     High Low Meet Business Objectives   20% $0 Savings             10% 15% Other   High Medium Client Satisfaction   10% 5% Technology           20% 50% Search Firms   High Medium Quality-of-Hire   20% 10% Marketing           20% 20% Advertisement   $7,500 $12,000 Average Cost-Per- Hire   2 - 3 5 - 7 Number of Sourcers           12 - 15 20 - 30 Number of recruiters required B u d g e t   45 Days 100 Days Average Time-to-fill   1000 1000 Number of Yearly Openings             Med - High Med - High Jobs: Difficulty Level     Proposed Model Old Model     Proposed Model Old Model                      

Managing Volume Driven Job Openings Automated Phone Screening Recruiting Networking Events

Automated Phone Screening

Recruiting Networking Events

Automated Phone Pre-Screening Application: Junior Sourcer e-mails invitation with link to phone interview Phone Interview: One technical questions One situational questions One Leadership questions Automated Declined Letter Un- qualified candidates ATS Candidates Phone Automated Process In-person Interview Invite to Qualified Candidates Phone Interview Invite sent to pre-qualified c andidates Junior Sourcing Team This step is reserved for volume driven positions to help recruiting managers qualify those with the highest communication skills and potential Those with highest Communication Skills Qualified candidates Recruiting Managers DataMining Platform Talent Community Social Networking Re-Recruiting

Application:

Junior Sourcer e-mails invitation with link to phone interview

Phone Interview:

One technical questions

One situational questions

One Leadership questions

Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers) Recruiting Networking Events ATS

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