6/11/2012

1

RECRUITING MODULE USE & CONFIGURATION FOR

DECENTRALIZED OPERATIONS

Ryan Posner

Interactive Media Manager,

HR & Talent Management with

Tara McDonough

SuccessFactors Professional Services

6/11/2012

2

ABOUT OLDCASTLE

• Oldcastle is the leading provider of integrated

building products in North America.

• 35,000 Employees

• 1,900 operating

locations

ABOUT OLDCASTLE

• A federation of decentralized

operations

• Subsidiary of Ireland based CRH plc

• SuccessFactors modules

• Performance

• Development (2013)

• Succession

• Recruiting

• Analytics

• Jam

6/11/2012

3

THE

DECISION

From Application Tracking

System (ATS)

To Recruiting Management

System (RMS)

• Legacy ATS

– Acquired on April 1st, 2011

– Sunset for the end of June 2012

– 5 years/20GB of information stored

• Request for Proposal (RFP)

– HR & Talent Review Committee established

– Technology Evaluation Centers evaluation

feature worksheet rating

– Conigent consulting services retained

– RFP sent to 5 vendors

• Business Objectives

– OFCCP & Compliance Reporting

– Recruit Talent within

– Improve external recruiting reach & improve

workflow

– Streamline administrative processes

SELECTING THE SYSTEM

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4

• Single Talent Management System

– Reduction of new systems

– Easier preparation for a

centralized payroll and or HRIS

system

• Partnership

– Existing relationship and

understanding of our business

and processes

– Previous implementation success

with other modules

• Flexibility

– Ability to accommodate multiple

branding and decentralized

recruitment needs

SELECTING SUCCESSFACTORS

IMPLEMENTATION

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5

• COMMUNICATION STRATEGY

– Status updates and Executive Summaries after each project team gathering

• Project Leadership

– Executive Sponsorship

– Full Time Project Manager Established

• Project Charter

– Mission/Objectives

– Team Members

– Communication Strategy

• Project Team

– SuccessFactors Professional Services

– Project Coordinators established

– Jam and Google Docs used for document management and collaboration

– Subject Matter Experts

• Primary team members from all areas of the organization

PROJECT ORGANIZATION

• July 2011 Kick Off

– Demo & Discussion

• Plan & Define

– Needs & Requirements

• Iteration 1 Review

• Process & Configure

– Procedure & Build

• Iterations

– 1: Project Team

– 2: Project Team

– 3: Project Management

• Testing & Training/Transition

– User Acceptance & Production

Configuration

• Go-Live/Deployment

PROJECT TIMELINE (6 MONTHS)

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6

GO-LIVE

• January 2, 2012

• Configured for Go-Live

– Posting Jobs to company site

– Review and processing of

applicants

– 3rd party job posting delivery

through eQuest

• Successes

– Reviewing Candidates Easier

– Hiring Manager more involved in

process

– Easier management of un-

selected applicants

MAKING IT HAPPEN

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LESSONS LEARNED

• Subject Matter Experts Involvement

– PM team 1st Iteration configuration

review before brining SMEs in

– Organize a due diligence and

questionnaire for SMEs to test the

applicant experience of other

RMS/ATS systems

• 3rd Party Vendor Integration

– Do not underestimate the time it

will take to work with 3rd party

vendors

– Have a dedicated project manager

for each 3rd party vendor

• Compliance

– Work with legal on how to defend

your process and configuration

LOOKING BACK

• Workarounds

– A compromise today is a headache

tomorrow

• Don’t go against the grain

– Applicant Experience

• 80% HR Influenced

• 20% Staffing Influenced

• Need to have a balance of HR

and Recruiting/Staffing

management. Risk Adverse and

End User demands caused

issues with:

– Forwarding Applicants

– Applicant Confusion of

purpose of a blank Profile

page

– Long Application Process

» Applicant Work

session time out

6/11/2012

8

• Improve Applicant Experience

• Define Staffing and Recruiting

Processes

• Mobile Requisition Approval

• Develop Reporting & Analytics

• Rollout 3rd Party Onboarding

• Integrate Social Recruiting and

Tracking

• Create process for non-exempt

internal opportunities access

• Create a formal Employee Referral

Program

MOVING FORWARD

CLOSING