Talent Acquisition market is getting hotter

Traditional Recruitment Model

Joining and

On boarding

Final Interview

and offer

Technical Interview

Screening

Sourcing

Issues in Traditional Recruitment Model

• Person dependent:

Quality of screening & hiring dependent on recruiter. Is there a way to

institutionalize the hiring practices from recruiter‟s experience?

• Lack of institutionalization of recruiting standards:

No standardized 'measurement' process of skills/competencies leading

to inconsistent quality of recruitment

• Inefficient & scalable but with inconsistent outcomes

Consumes enormous interviewing time of 'technical panels„ (recruiting

effort vs. recruiting outcome can be improved!!). The often heard

refrain is “Isn‟t there a better alternative?”

• Subjectivity at play

An interview without a „reference point about the ability of the

candidate‟ is rendered „extremely subjective', making recruitment

'dicey„. Often this gets flagged off „post facto‟

The Funnel Model of Recruitment

5

Joining

and On

boarding

Final Interview

& offer

Technical Interview

Assessment

CV Review

Sourcing

• HR/Recruitment managers today are expected to create & retain a constant funnel of talent pool (eg: campus hiring to coexist with off-campus hiring, lateral hiring of 2 to 4 years exp et al)

• This calls for building a recruitment model which can deliver anytime, anywhere 24x7 most of the year

Critical internal bottlenecks

Joining

and On

boarding

Final Interview

& offer

Technical Interview

Assessment

CV Review

Sourcing

Assessment

+

Technical

Interview

• 40% of process time is consumed in CV

review, scheduling technical interviews &

attendant delays

• Execution challenges: quality of talent

hired, ability to meet just-in-time hiring

goals and improving and empowering

recruiters to be more effective & efficient

Critical Internal Bottlenecks – The Solution

Joining

and On

boarding

Final Interview

& offer

Technical Interview

Assessment

CV Review

Sourcing

Assessment

+

Technical

Interview

Assessment

The intelligent assessment suite to select the right talent

Excellence in recruiting

Enabled recruiters

Recruitment execution (ability to seamlessly assess from multiple locations + assess candidates

from multi-channels)

Role-based assessment

Excellence in Recruitment

9

How is it Different?

• BestFit is a role-based assessment model. The assessment content is custom developed for each role of a client to ensure guaranteed high quality hiring

vis-a-vis

• IT industry routinely uses an aptitude test covering quantitative ability, logical thinking, reasoning and English comprehension - inadequate

• Our survey shows that the above assessment is inadequate since it does not relate closely to the role these engineers are expected to perform - misaligned

10

Embed BestFit in your Talent Acquisition model

11

36%

24%

23%

7%6%4%

Recruitment portal

Reference/Word of mouth

Recruitment agencies

Print Advt.

Social/Professional networking sites

Job fairs

Regardless of your TA practice &

sourcing plan, BestFit can help

you objectively screen & identify

top talent

Source : timesjobs.com Jan 2012

Enable your Recruiters

Recruiters hire better & faster with BestFit

Objective criteria to 'grade’ candidates

Anytime, anywhere tests

Custom developed tests

Business Benefits

Quality of Best Fit candidates

Reduced costs of interviewing

Cycle time reduction

Benefit # 1- Time

Reduce Recruitment Cycle time

Reduction in

screening

time

Reduction in

Interviewing

time

Manage

multi-location

screening,

assessment &

interview

effortlessly

through BestFit's online assessment

Benefit #2 - Cost

Reduction in Costs

Reduced

technical

resources

used

Reduced

travel costs

for multi-site

recruitment

Benefit # 3 - Quality

• Improved objectivity in hiring

• Sustained identification of candidates who meet the organization‟s standards

• BestFit assessment is customized for each role and hence you can use it regardless of your TA acquisition context: • Whether you’re hiring 5 hotshot PL/SQL

programmers or

• you’re hiring 100 engineers from an off-campus job fair

16

Other Benefits

Uncovers candidate‟s strengths & gaps in understanding for interviewers to probe

Unbiased screening - Facilitates diversity & inclusion

Specifically tuned to your organization‟s TA needs

Nationwide network of assessment centers

Illustrative framework

The BestFit assessment structure for Software Engineering

consists of 3 levels based on job descriptions:

Programming quotient

Tools & Platform Series

Software testing

Project Management

Database Admin Architect

Java Dot NET Open Source

Software Engineering Fundamentals

How do we do it ?

Calibrate the test

to suit your

recruitment

Analyze the

existing

processes & JD,

Competency

model

Assimilate

with reference

to TA objectives

Articulate

understanding,

Assessment

design

Act on

development

of the test

4 AC Model

Illustration #1 JD: Is Java one skill or many skills ?

20

Analyze the

existing

processes, JD &

Competency

model

Illustration #2 JD: PL/SQL Developer

21

Analyze the

existing

processes, JD

& Competency

model

Assessment Design

22

Articulate

understanding,

Assessment

design

Assessment Design

23

0

5

10

15

20

25

Articulate

understanding,

Assessment

design

Calibrate the test

to suit your

recruitment

Uncovered competency #1: Programming aptitude

25

Uncovered competency #2: Communication ability

26

Insights & trendspotting thru analytics

27

College specific analysis

Inter-college analysis

Success story # 1

The Client

• The Software & Technology group of a global IT company, that provides

a portfolio of IT services, software and technology to solve the critical

problems of their clients.

The Challenge

• Find the „best fit‟ candidate out of the reams of resumes received.

• Reduce resume screening time spent by the HR team

• Reduce the time taken by the technical panel for screening the

technically fit resources. e. g. Before implementing the BestFit solution

client's HR team spent 700+ hours to shortlist the candidates.

• Technical team spent more than 400 hours to select 10 candidates

that were given offers

Success story # 1 … Contd.

The Solution

• LearningLabs' „BestFit for Lateral Hire‟ took care of the pre-interview

selection process.

• BestFit solution screened the technically fit resources ready to be

interviewed by the technical team. Hence reducing their time in the

interview process.

• The HR & technical teams got involved in the next level for the

technical interview.

The Bottomline

No. Recruitment Process Attributes BestFit Advantage

1 Interview Calendar Days Reduced by 24%

2 Interviewing Time Reduced by 31%

3 Interview Cost Reduced by 9%

4 Identifying the Right Candidates Prediction Rate Improved by 64%

Implementation Steps

1

2

3

4

5

6

Support requirements

Sponsorship of the head of recruitment/HR

Involvement of various Business units/line managers

into the whole process

Resulting in evolution of Learning Labs‟ „BestFit‟

as a “shared service” for a number of different users

of HR/Recruitment department

Who is LearningLabs? Who is in the Team?

Learning Labs is a specialized Technical Assessment services provider founded by experts from the IT industry

Dr. MVS Peri Sastry

B G Purushotham

Aparna Chandrashekar

V A Ramakrishna

Hari Iyer

B. Ramaswamy

Advisory Board

Contact

To know more about BestFit Pre-Employment Assessment services, please contact Ramki

• By email at ramki@learninglabs.co.in or

• Call + 91 99725 95881

to set up a time for a discussion