how to build a recruiting system you can love

How to Build a Recruiting System You Can LOVE

Jessica Ramirez Rebekah SurritteHR Manager HR Generalist

Dana CrosbyService Director, Recruiting

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About the decision to move forward with SuccessFactors –

SAP and SF partnership

ERP selection and implementation due to end of life systems

Sustainability and innovation

Suite of modules in one platform

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The choice to work with 3D Results

Product knowledge

HR & process knowledge

Methodology

Culture fit

&

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Agenda

1. The Small But Mighty: Resource Right

2. Improvement, Standardization & Automation

3. Leverage Recruiting Marketing

4. Sneak Peek at Onboarding

5. Tips for Managing Third-Party Vendors

Love’s invests in their people, values and future beginning

with the SuccessFactors Recruiting Suite

The Small But Mighty

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Resourcing Is Key

Three in a box approach• Vendor, HR, IT

Started the project with limited HR and IT resources• Limited, but knowledgeable and dedicated

Team was enabled to make decisions• Had executive support and steering committee

Process Improvement, Standardization & Automation

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What were the processes in the beginning?

Complicated and long application process

Offer letters manual

No centralization or streamlined processes for multiple business groups

No proactive pre-employment screening notifications

Onsite onboarding

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What were the processes after?

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What were the processes after?

Streamlined and consistent application process

Offer Letters generated and accepted online within SFRCM

Centralized and streamlined processes for multiple Business Groups

Proactive pre-employment screening notifications

Prior to start date/offsite onboarding

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Tips from 3D Results on Process Improvement

DISCOVER - Current state and engage sponsors, stakeholders and the project team to build and align a vision of success.

DEVELOP (Design Stage & Testing Stage) - Define future business process design, configure the tool and test the overall process.

DISCIPLINE - Post cut-over support helps ensure rollout success.

DISCOVER DEVELOP DISCIPLINE

KICKOFF STAGE• Sponsor Engagement• Project Planning

Meeting• Kickoff Planning

Meeting• Complete Kickoff Prep

Checklist• Kickoff: Project

Overview• Kickoff: Current State

Workshop• Kickoff: SuccessFactors

Fundamentals• Kickoff: System

Orientation

DESIGN STAGE• Alignment Meeting• Future State Design

Workshop(s)• Technical Services

Meeting(s)• Iteration 1 and 2 Sign

Off, Development & Review

• Sponsor Review• Iteration 3 and Final

Configuration Sign Off, Development & Review

TESTING STAGE• Test Prep• System Integrations

Testing• User Acceptance

Testing• Production

Readiness• Production Cutover• Production

Validation• Project/Phase Sign

Off

SUPPORT STAGE• Post Cutover Support• Project Reflections

Meeting• Project Close• 60 Day Check-in

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Tips from 3D Results on Process Improvement

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Recruiting Management Automated!

Do you wish you could request and automatically see your applicant’s WOTC status within the Candidate Workbench during New Application, Interviewing and Onboarding Status?

Do you wish you could automatically check an applicant’s Rehire eligibility at the time of application and display the results in the Candidate Workbench?

YOU CAN! YOU CAN!

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Recruiting Management Automated!

Do you wish you could automatically trigger Pre-Employment Screening, get notification that results were received and view results in Candidate Workbench?

Do you wish that once an applicant moves to the status of Offer Accepted, an Employee ID could automatically be reserved from your core HRIS system for the New Hire before their first day of work & displayed in the Candidate Workbench?

YOU CAN! YOU CAN!

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Recruiting Management Automated!

Do you wish your candidates could accept their job offers electronically and once they do, they automatically move to the status of Offer Accepted?

YOU CAN!

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Recruiting Management Automated!

Do you wish could select a “easy button” that will automatically start the onboarding process by sending an email to the candidate allowing them to complete onboarding task electronically, offsite and prior to their first day of work?

YOU CAN!

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Recruiting Management Automated!

Do you wish that candidates that successfully completed onboarding automatically moved to the Hired status and then was automatically transmitted via a New Hire file to core HRIS system?

CORE HRIS

YOU CAN!

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Recruiting Management Automated!

Do you wish you could order uniforms or other items from a 3rd party automatically?

YOU CAN!

Leverage Recruiting Marketing

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Recruiting Marketing

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Recruiting Marketing

On the Forefront of Onboarding

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How does Onboarding work for Recruiter / Manager?

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How does Onboarding work for New Hire?

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How does Onboarding work for New Hire?

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How does Onboarding work for New Hire?

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How does Onboarding work for New Hire?

Managing Third-Party Vendors

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What’s the big deal with third-party vendors?

Don’t underestimate time, cooperation or resources

Never too early to start DISCOVERY

Be prepared – acquisitions, staffing, government changes

TEST! TEST! TEST! (allow time to test in production!)

Lessons Learned Increase end-to-end usability testing

• Blind usability testing with integrations, for all groups

Identify the right system admin and support structure early• More HR staff demand

Integrations: big value, big effort

Cross-functionality with other modules

Don’t underestimate the impact of change—people naturally resist • You can never over communicate!

THANK YOU!

Dana CrosbyService Director, Recruiting ServicesC: 815-900-6466Dana.Crosby@3DResults.comwww.3DResults.com

Jessica RamirezCorporate HR ManagerW: 405-302-6717C: 405-990-8597Jessica.Ramirez@loves.comwww.loves.com

Rebekah Surritte HR GeneralistW: 405-242-2471C: 918-605-1394Rebekah Surritte@loves.comwww.loves.com