E-Recruitment: The Revolution in How We Find Talent
Joye Lang, IPMA-CP, OHR Assistant Director Scott Letourneau, President, NEOGOV
SC Environmental Scan
Poor economic conditions and high unemployment rates over the past several years Reduced recruiting and hiring efforts, except for critical positions Employees who remained unhappily in positions expected to begin to seek other positions as new jobs become available due to improving economic conditions Potential for a significant number of retirements by the Baby Boomer generation over the next five years
Impact of SC Environmental Factors
An unprecedented impact on recruitment and hiring expected in the immediate future The need for more strategic recruitment by employers The need for increased use of technology for recruitment processes
S.C. State Governments Recruitment History
Pre-1998: Paper Postings at OHR & the Merit System with the Merit Lists
Since 1998: Vacancy-Driven Application Process & Electronic Vacancy Posting
Current Recruitment and Hiring Issues and Trends
A multi-generational workforce: the Veterans (born 1922-1943) the Baby Boomers (born 1943-1960) the Generation Xers (born 1960-1980) the Generation Nexters (born 19802000). Other facets of diversityrace, national origin, geography, religion, culturehave increased
Ron Zemke, Claire Raines, & Bob Filipczak, Generations at Work 3 (2000).
SC State Governments Current Statewide Recruitment Process
State agencies post their vacancies on the South Carolina State Jobs website through the HRIS at no cost to the agencies Public access to state government vacancies through this website State agencies statutorily required to post their vacancies with OHR and the South Carolina Employment Security Commission. See S.C. Code Ann. 8-11-120 (2007 Cum. Supp.).
SC State Governments Current Statewide Recruitment Process
Centralized job postings Decentralized applications Four page long applications mailed (or e-mailed) to individual agencies Paper laden process
What S.C. State Governments Recruitment Process Should Be
A centralized and branded application site that links all state agencies into a single system Ability to accept job applications via the Internet at any time A single sign-on capability
What S.C. State Governments Recruitment Process Should Be
A screening option with jobspecific questions based on the necessary knowledge, skills, and abilities
Ability to market appropriately based on the generational diversity of the applicant pool
What S.C. State Governments Recruitment Process Should Be
Ability for individual agencies to search through the applicants to be considered for that agencys specific vacancies
An electronic recruitment approach to reduce its current paper-laden process
What S.C. State Governments Recruitment Process Should Be
Ability to provide screened electronic applications to the hiring authority without paper copies A reduced number of background check, signed applications, and completed addenda to applications after reviewing screened applicants
What S.C. State Governments Recruitment Process Should Be
Ability to archive records EEO data collection and reporting Reduced collection of redundant information A secure system to maintain confidential information
NEOGOV
Mission: To improve the services public sector agencies deliver to society.
Exclusively focused on public sector Over 170 Government Agencies & 25,000 users in 40 States Over 6 Million applications processed annually Customer focused and driven
Overview
Workflow Workflow
Requisition
Recruitment
Selection/ Testing
Applicant Tracking
Certification
Web Hire Services
HRIS/Payroll (ERP)
Results:
Time Effort Cost Service Satisfaction Retention
Goals
Increase efficiency and effectiveness
Move towards paperless recruiting Reduce 90% administrative processes (filing, photocopy, printing, etc.) Increase services to citizens (applicants) Proactively keep applicants informed of recruitment status Increase communication with Hiring Managers Buy staff time back and reallocate to more productive tasks
New Processing
Job Interest Cards auto notification of job openings Create & Approve requisitions online Post jobs on central State site Career Seeker applies online Auto screen Minimum Qualifications Send email notices Auto identify good, better, best Filter (dept, geog, skills, etc.) Refer applications to Hiring Manager online Applicants use the Citizen Self Service Portal to answer 90% of their common questions
Benchmarking Results
Recruiter/Analyst Effort 37% Reallocation Support Staff Effort 77% Reallocation Time-to-Hire Reduction (Average) 5 Weeks 33% Reduction Department Satisfaction Rating: 25% Increase Consolidated 5 existing systems into 1 Recruiter/Analyst Effort 48% Reallocation Support Staff Effort 29.5 hr/wk 75% Reallocation Time-to-Hire Reduction (Average) 5 Weeks 33% Reduction Department Satisfaction Rating: 25% Increase Consolidated 7 existing systems into 1
Job Requisitions
Job Announcements
Recruitment Plans
Citizen Self Service Portal
Reports & Dashboards
Thank You
Additional Resources NEOGOV Web site: www.neogov.com NEOGOV Customers: www.neogov.com/custo mers Contact Information Scott Letourneau, President Phone: (888) NEOGOV1 x 203
Email: [email protected]
Supplemental 1 Ability to Decrease Cost Per Hire
Automating workflow increases productivity Reports identify the most productive recruitment sources Integrating with other enterprise systems eliminates redundant data entry Use advanced screening and filtering tools to reduce the time that hiring managers and others spend interviewing candidates.
Supplemental 2 Ability to Increase Retention Rates
Identifying employees who will succeed with an agency Reduce turnover in the first year of employment, where voluntary turnover rates are typically a full ten percentage points higher than overall agency turnover rates Encouraging promotional recruitments through an automatic system, enabling employees to advance their careers within the agency
Supplemental 3 Ability to Improve Time-to-Fill
Streamlining job requisition creation and approval processes Employing pre-screening capabilities Increasing collaboration and communication Reporting on key metrics to identify bottlenecks
Supplemental 4 Ability to Increase Productivity
Better-fit candidates require less training
Better fit candidates are more productive from day one
Increase focus on more value-added strategic activities Increased services to citizens and departments while reducing effort
Supplemental 5 Recruitment Features
Post Job Descriptions to your Website Automatic Online Job Interest Cards Create and Post Job Announcements Employment Opportunities Report Accept Job Applications Online Recruitment and Examination Planning
Proven Results: 90% Applications Online 75% Reallocation in Support Staff Effort 30% Reallocation in Recruiter Effort
Supplemental 6 Selection Features
Create and Manage Pre-Screening Questions Pre-Screen Applicants Automatically, as they Apply Define and Store Scoring Plans Training and Experience Evaluations Subject Matter Expert Review Score and Rank Applicants Proven Results: 30% Reallocation in Screening Effort 25% Reduction in Duration
Supplemental 7 Applicant Tracking Features
Track Applicants by Step/Hurdle Generate Email and Hard-Copy Notifications Maintain Detailed Applicant History Establish and Manage Eligible Lists Online Eliminate Data Entry with ICR Scanning Conduct Testing Online
Proven Results 80% Reallocation in Support Staff Effort
Supplemental 8 Certification & Eligible List Features
Establish and Manage Certification Lists Online Refer All Application Materials Electronically Capture Applicant Notes and Dispositions Generate Email and Hard-Copy Notices Conduct and Track Interview Process Results: 100% Reduction in Referral Duration 96% Reduction in Support Staff Effort NOW: 15 Minutes - Requisition with Existing Eligible List referral
