Talent Acquisition market is getting hotterlearninglabs.in/pdf/BestFit Assessment IT 130312.pdf ·...
Transcript of Talent Acquisition market is getting hotterlearninglabs.in/pdf/BestFit Assessment IT 130312.pdf ·...
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
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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
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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
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Embed BestFit in your Talent Acquisition model
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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
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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 ?
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Analyze the
existing
processes, JD &
Competency
model
Illustration #2 JD: PL/SQL Developer
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Analyze the
existing
processes, JD
& Competency
model
Assessment Design
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Articulate
understanding,
Assessment
design
Assessment Design
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0
5
10
15
20
25
Articulate
understanding,
Assessment
design
Calibrate the test
to suit your
recruitment
Uncovered competency #1: Programming aptitude
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Uncovered competency #2: Communication ability
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Insights & trendspotting thru analytics
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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 [email protected] or
• Call + 91 99725 95881
to set up a time for a discussion