Winning The War For Talent: 10 Ways to Build a Killer College Recruiting Program
How to Build a Recruiting System You Can LOVE
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Transcript of How to Build a Recruiting System You Can LOVE
How to Build a Recruiting System You Can LOVE
Jessica Ramirez Rebekah SurritteHR Manager HR Generalist
Dana CrosbyService Director, Recruiting
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About the decision to move forward with SuccessFactors –
SAP and SF partnership
ERP selection and implementation due to end of life systems
Sustainability and innovation
Suite of modules in one platform
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The choice to work with 3D Results
Product knowledge
HR & process knowledge
Methodology
Culture fit
&
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Agenda
1. The Small But Mighty: Resource Right
2. Improvement, Standardization & Automation
3. Leverage Recruiting Marketing
4. Sneak Peek at Onboarding
5. Tips for Managing Third-Party Vendors
Love’s invests in their people, values and future beginning
with the SuccessFactors Recruiting Suite
The Small But Mighty
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Resourcing Is Key
Three in a box approach• Vendor, HR, IT
Started the project with limited HR and IT resources• Limited, but knowledgeable and dedicated
Team was enabled to make decisions• Had executive support and steering committee
Process Improvement, Standardization & Automation
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What were the processes in the beginning?
Complicated and long application process
Offer letters manual
No centralization or streamlined processes for multiple business groups
No proactive pre-employment screening notifications
Onsite onboarding
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What were the processes after?
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What were the processes after?
Streamlined and consistent application process
Offer Letters generated and accepted online within SFRCM
Centralized and streamlined processes for multiple Business Groups
Proactive pre-employment screening notifications
Prior to start date/offsite onboarding
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Tips from 3D Results on Process Improvement
DISCOVER - Current state and engage sponsors, stakeholders and the project team to build and align a vision of success.
DEVELOP (Design Stage & Testing Stage) - Define future business process design, configure the tool and test the overall process.
DISCIPLINE - Post cut-over support helps ensure rollout success.
DISCOVER DEVELOP DISCIPLINE
KICKOFF STAGE• Sponsor Engagement• Project Planning
Meeting• Kickoff Planning
Meeting• Complete Kickoff Prep
Checklist• Kickoff: Project
Overview• Kickoff: Current State
Workshop• Kickoff: SuccessFactors
Fundamentals• Kickoff: System
Orientation
DESIGN STAGE• Alignment Meeting• Future State Design
Workshop(s)• Technical Services
Meeting(s)• Iteration 1 and 2 Sign
Off, Development & Review
• Sponsor Review• Iteration 3 and Final
Configuration Sign Off, Development & Review
TESTING STAGE• Test Prep• System Integrations
Testing• User Acceptance
Testing• Production
Readiness• Production Cutover• Production
Validation• Project/Phase Sign
Off
SUPPORT STAGE• Post Cutover Support• Project Reflections
Meeting• Project Close• 60 Day Check-in
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Tips from 3D Results on Process Improvement
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Recruiting Management Automated!
Do you wish you could request and automatically see your applicant’s WOTC status within the Candidate Workbench during New Application, Interviewing and Onboarding Status?
Do you wish you could automatically check an applicant’s Rehire eligibility at the time of application and display the results in the Candidate Workbench?
YOU CAN! YOU CAN!
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Recruiting Management Automated!
Do you wish you could automatically trigger Pre-Employment Screening, get notification that results were received and view results in Candidate Workbench?
Do you wish that once an applicant moves to the status of Offer Accepted, an Employee ID could automatically be reserved from your core HRIS system for the New Hire before their first day of work & displayed in the Candidate Workbench?
YOU CAN! YOU CAN!
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Recruiting Management Automated!
Do you wish your candidates could accept their job offers electronically and once they do, they automatically move to the status of Offer Accepted?
YOU CAN!
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Recruiting Management Automated!
Do you wish could select a “easy button” that will automatically start the onboarding process by sending an email to the candidate allowing them to complete onboarding task electronically, offsite and prior to their first day of work?
YOU CAN!
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Recruiting Management Automated!
Do you wish that candidates that successfully completed onboarding automatically moved to the Hired status and then was automatically transmitted via a New Hire file to core HRIS system?
CORE HRIS
YOU CAN!
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Recruiting Management Automated!
Do you wish you could order uniforms or other items from a 3rd party automatically?
YOU CAN!
Leverage Recruiting Marketing
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Recruiting Marketing
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Recruiting Marketing
On the Forefront of Onboarding
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How does Onboarding work for Recruiter / Manager?
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How does Onboarding work for New Hire?
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How does Onboarding work for New Hire?
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How does Onboarding work for New Hire?
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How does Onboarding work for New Hire?
Managing Third-Party Vendors
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What’s the big deal with third-party vendors?
Don’t underestimate time, cooperation or resources
Never too early to start DISCOVERY
Be prepared – acquisitions, staffing, government changes
TEST! TEST! TEST! (allow time to test in production!)
Lessons Learned Increase end-to-end usability testing
• Blind usability testing with integrations, for all groups
Identify the right system admin and support structure early• More HR staff demand
Integrations: big value, big effort
Cross-functionality with other modules
Don’t underestimate the impact of change—people naturally resist • You can never over communicate!
THANK YOU!
Dana CrosbyService Director, Recruiting ServicesC: [email protected]
Jessica RamirezCorporate HR ManagerW: 405-302-6717C: [email protected]
Rebekah Surritte HR GeneralistW: 405-242-2471C: 918-605-1394Rebekah [email protected]