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 [email protected] or
• Call + 91 99725 95881
to set up a time for a discussion
Top Related