Workforce Optimization Strategies for Recruiters

Max Simkoff CEO, Evolv On-Demand

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Overview

• Why should I care about optimizing my recruitment and hiring process?- US call centers: $2 Billion – $5 Billion spent annually on “fixing” broken hiring processes- Recent survey: 89% of companies that employ technology saw benefits in their hiring

management of hourly employees; (1) better quality candidates and (2) shorter and less expensive hiring cycles

• How can a technology-optimized recruitment and hiring process measurably affect my call center workforce quality?

- Savings for company w/ 10,000 applicants, utilizing electronic hiring management tools: (1) Average of $900 per new hire, and (2) time to fill vacant positions dropped by 50-63%

• What can I do in order to optimize my recruitment and hiring process?

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Case Study

BackgroundWell-established accounts receivable management outsourcer with over 250 agents,

$1 Billion in placements, and 100 clients nationwide. Primary gauge for workforce quality: “learning-curve”.

Challenges• Lengthy Time-to-Hire• Difficulty Tracking Applicants• High-Value “Resource Drain” on Recruiting • Ineffective Screening Processes• High Annual Turnover• Sub-Optimal Agent Productivity

Pre-Optimized ApproachStep Approach Time Added Benefit

Source Write, purchase and post each job separately across multiple online & offline sources.

15 min. per posting, per

source

~$40K in Cost Savings (575 hrs screening

time saved)

~$200K in Revenue Produced

Screen/Track Resumes manually screened for experience. Phone screens done by recruiters for potential fit candidates. Info stored in Excel.

1 min. per resume,

10 min. per phone screen

Interview Interview scheduling/tracking customized by interviewer. Ad hoc questions used, notes stored in Excel.

1 hr intvw (incl.

scheduling)

Check SSN & DOB collected at interview, paper-based BG check used post-interview.

6 days (avg. duration)

On-Board W4/I9/Onboarding forms completed manually, data loaded manually into payroll/HRIS

10 min. per hire

Total Manual process with heavy involvement/labor cost from recruiters and call center supervisors.

75 hrs total, or 4 hrs/hire, over 1 week

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Job Posting Aggregator

Automated Online App w/ Position-Specific Assessments

Automated Online Intvw Scheduling, Standardized Question Templates

Online BG Check w/ Data Capture from App

Automated Forms Pre-Population & Payroll System Integration

15 min. total

No resume screen,

3 min. phone screens

½ hr interviews

3 days (avg. duration)

3 min. per hire

32 hrs total, or 1 hr/hire over 3 days

Automated Process with No Call Center Supervisor Involvement Required

Post-Optimized Approach

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Employee Contribution

Breakeven

Time

Hire Onboard Ramp Up OptimalProductivity

Pre-Optimized

Post-Optimized

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Wrap Up

Our experience has shown that the following best practices hold true:

•Optimize Use of Desktop Applications by Recruiters to Yield Significant Dollar Value

- Today’s electronic hiring management tools can optimize most, if not all, stages of the recruiter workflow into a synchronized and automated process

- Result: quantifiably more efficient process

•Standardization = Reduced Subjectivity = More Control Over Outcomes- Using scientifically-validated standardized screening tools within the application not only provides

legal defensibility for hiring decisions, it also reduces agent turnover and improves hourly agent productivity