campaigning for hr technology young-banket - pdf
TRANSCRIPT
GET THE VOTES NEEDED TO IMPLEMENT
About Us
CHRISTOPHER YOUNG Founded Async Interview Technology Entrepreneur VP of Marketing at RIVS
TONI BANKET Head of TA NA - Sandvik
Meet Sandvik
Pre-Existing HR
• History of Sandvik HR• HR Generalist & Hiring Managers Recruiting
• “Make it Happen” (Decentralized --> Centralized)• Center of Excellence
Build a Centralized Recruiting Functionto handle the 400-500 hires in U.S.
…no roadmap
…no existing processes or tools
…no formal budget
Leadership Directive:
Do it in 3 months
…for a 162 year old organization
“Just do it”
BLOCKS BUILDINGPeople. Process. Technology.
Flexible & Agile
Delivery On-Time
High Level of Service
Top Talent (Quality)
Model Comparison
Recruiters Recruiting Coordinators Copywriters Employee Branding Social Media Contracts (Offer Letters)
10,000 Employees 1,500 Hires Ernst & Young PMO 28 Dedicated Resources
5,000 Employees 500 Hires No PMO 1 Dedicated Resource
USAGLOBAL
Tackling the Challenge: People
PRESENTED
Fighting for Resources 3 Dedicated Resources
APPROVED
People drives process
Business Case for 16 Resources 7 FTE (not all recruiters)
9 contractors
Supplemented RPO (Blue Collar) 0-15 Resources
3 Dedicated Resources …from Sweden
Built Out Team and Flex Up to 16 5 FTE Recruiters
11 Contractors
24 Dedicated Resources in 1st
Year
Tackling the Challenge: Process
Pre-Defined Process from Sweden
Shared Service Model (Cultural Differences)
U.S. Defined Process
1. Standardize Process
Process is the roadmap
2. Ensure High Level of Legal Compliance
3. Positive Manager/Candidate Experience
4. Employee Branding
5. Enhance Quality of Talent
6. Reduce Time to Deliver(Time-to-Hire)
Tackling the Challenge: Programs (Technology)
Focus on Deliverables within Parameters3 month timelineNew team
6 Month Ramp Up Rotating contractors
Video Interviewing How do I get to the candidate fast? How do I professionalize the
experience? How do I present candidates to the
manager? How do I create consistency for my
recruiters? How do I get setup quickly?
Existing Tools1.ATS (PeopleSoft)2.1 Job Board3.Everyday
Technology (lack of)
Surround processes with best in-class technology
Understanding Video InterviewingMatching the Technology with the Problem
Understanding Video InterviewingComparing Pre-Recorded, Live and Chat Tools
Benefits of Video Interviewing
PRE-RECORDED INTERVIEWING
1. Reduced Time-to-Hire
2. Increased Recruiter Productivity
3. Better Candidate Flexibility
4. Increased Insights
LIVE INTERVIEWING
1. Reduced Time-to-Hire
2. Reduced Travel Expenses
Business CaseThe business only understands $
Assumptions
Drastically Under-Resourced
B2B Not B2C No One Knows Us
Culturally Different than Global
Short Time to Get it Right
Leadership Pitch: Video interviewing Business CaseAligning Business Case to Overall Goals & Financial Impact
Time to Deliver (Time-to-Hire) No baseline, but know it was high Reduce manager feedback bottleneck
Flexible & Agile Scale resources up & down with volume Commitment to quality
Standardize Branding & Experience Compliance
Operate Efficiently High ROI on
Processes
1. Standardize Process2. Ensure High Level of Legal
Compliance3. Positive Manager/Candidate
Experience4. Employee Branding5. Enhance Quality of Talent6. Reduce Time to Deliver
(Time-to-Hire)
Leadership Pitch: Measurable Value
Job 1 400
Selected Resumes 10 4,000
Minutes Per Phone Screen 60 60
Hours ScreeningJob Screening Cost
10$550
4,000$220,000
MEASURABLE VALUE
ability to reduce minute per phone screen&
reduce time deliver
2 Weeks to Deliver a Candidate to a Manager
What is our annual investment?
Video Interview
Job 400
Selected Resumes 4,000
Minutes Per Screen 7
Recruiter Hourly Rate $55
Video Interviewing Cost $20,000
Hours ScreeningJob Screening Cost
467$45,685
ImplementationBusiness Case Approved. Now What?
Video Interviewing: Implementation
0DAY
IT Firewalls Spam Security
Procurement W9 AP Setup
Managers New Technology Why It’s Helpful Manager Role in
Process
HR Process Education Recruiter Buy-In Handling Objections
/ Challenges
Training Technical Training of
Users
Account Setup Vendor to Setup Account Configure Account Add Users Kick-off Call to Confirm
Process Branding 9 Brands
1DAY
3DAY
4DAY
7DAY
Quantifying SuccessProving Business Case Hypothesis
Return on Investment (ROI)
Phone Screen Video Interview
Job 400 400
Selected Resumes 4,000 4,000
Minutes Per Screen 60 7
Recruiter Hourly Rate $55 $55
Video Interviewing Cost $20,000
Hours Screening Per JobJob Screening Cost
4,000$220,000
467$45,685
When factoring in managers watching, additional $20,000 cost
Annual U.S. Recruitment Productivity Savings: $154,315
Time to Deliver (Time-to-Hire)
85 days
42-48 days
Reduced Time to Deliver: 50%
Manager Response: 5 days
Manager Response: 24 - 48 hours
Quality of Hire
More informed decision. Recruiter interview notes + resume + video
Benchmarking this year vs. previous year (retention)
Average U.S. retention rate for 2016: 77%
Retaining high performing employees
Candidate & Manager Feedback / Experience
Candidate Feedback
• 89% first time doing video interview
• 84% said video interview created favorable impression of employer
• Positive Experience• 55% able to complete
• 26% able to complete off hours
• 19% didn’t have to take off works
Manager Feedback
• 100% SaidSaved Time
Provided More Insights into My Candidates
Provided Me a Flexible Option to Make a Decision Around My Schedule
OVERALL IMPRESSION
ExcellentAverage
Very Good
44%33%
22%
Snapshots: Voices of the Customers34% response rate
RIVS51% response rate
55%
26%
35%
43%
30%
56%
0% 10% 20% 30% 40% 50% 60%
Value Added Service - Somewhat Agree
Understaning Job Requirements - favorable
Understanding BA - neutral
HM Satisfaction w/amount of cand. - Satisfied
HM Satisfaction w/quality of cand. - neutral
Timeliness of candidates presented - On time
Voice of the Customer (Value Added Proposition)What people are saying about the recruitment team
Scaling Return on Investment Globally
• Is there a need for an RFP?
• Partnership continues• Share best practice with other regions
• Live Video Interviewing
• Hypothesis: U.S. Scaled Globally Could Save Sandvik…
Where do we go from here?
Annual Global Recruitment Savings: $642,334
Questions?
Christopher Young Toni Banket
www.rivs.com
www.sandvik.com