emerce erecruitment 2016 - gabriela rebrean - hiring people not resumes
TRANSCRIPT
Hiring people not resumes – our journey to get the right people on board
Gabriela Rebrean – on behalf of NCI Agency Recruitment Team
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• Context – NCI Agency recruitment process• Our journey• Some interesting data (statistics)• Conclusions
Topics for today
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www.ncia.nato.int; LinkedIn
Our Story - NATO Communications and Information
Agency – NCI Agency
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Human Resources
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NCI Agency Recruitment process
• Application • Screening• Interview• Offer• Clearances• Joining
Talent management
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- In 2014 – HR Recruitment team implemented E-recruitment tool: Taleo
Recruitment overview
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2009 2013 2014 20150
50
100
150
200
250
0
2
4
6
8
10
12
14
12
8
9 9
58 54
169
238
6 5 5 5
NCI Agency Recruitment Evolution 2009 - 2015
Axis Title
Num
ber o
f adv
ertio
sed
vaca
ncie
s
2009 2013 2014 20150
5000
10000
15000
20000
25000
Total number of ap-plicants - evolution
Total
HireVue- Reduced screening time- Improved candidates visibility- Lower recruitment costs- Promote the brand- Excellent technical support
Our final solution?
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Some dates from our diary:
- May – December 2014 – Identify the solution and get the approval phase- June – August 2015 – implementation phase- September 2015 – HireVue was implemented and ready to be used
HireVue – our journey together
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- Resistance, resistance, resistance- A better understanding of the product from our side
Challenges
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Advantages
- Easy access, both for candidates and hiring officials- Time and money saver
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Lessons learned
- Be more specific with the questions- Length of the interview- Recorded questions
Interviews Completed Since September - 632
Interviews by Position
Customers satisfaction
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“Hi,I have just finished the interview in HireVue. It was VERY GOOD to go through the process from a candidate perspective. And it was HARD!I guess I could never be one of those guys that earn money for uploading videos on YouTube!Anyway, the user experience is VERY good. I did it from my Reach at the office and the connection speed was very good, the sound/video with quality enough, and the speed of the process also very good. It was “clean” in terms of buttons, instructions, etc. with a clear instructions and steps. It was also good to have the testing part. I must admit I did two questions in the testing part and I realized how hard it would be to do the interview.Anyway, excellence experience!! even for people like me, not good in front of a camera. Congrats!”David Sampietro, Senior Scientist, Service Support and Business Applications
Customer satisfaction – what our candidates say?
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Because we respect the people…
“Being able to conduct the interview at my preferred time and pace was a great experience. Scheduling such as for Skype interviews was not required so I was able to find the time slot which I found fitting to my agenda and decided to start the interview at my convenience.The candidate is being provided with additional explanations and can perform a test – interview to get accustomed to the way of how the interview will be conducted, but as most of the steps are truly intuitive, I had no need to read into the documentation.The test – interview helps a lot as it simulates the upcoming question – answer process and allowed me to better understand which steps I can expect in the real scenario. Way to go, Recruitment!”Gregor Gosepath, Head Belgium Section, Core Enterprise Services)
To summarize: why HireVue?
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And the organization!
“The introduction of HireVue dramatically improved the efficiency for screening potential applicants. It eliminates the effort and delay inherent in finding a common Skype meeting time for the participants on both sides. Instead, both the applicant and the hiring manager can complete the process during the gaps in their respective schedules with the added convenience of using mobile devices.” (Bruce MacLennan, Head, C2 Information Services, C2 Services
To summarize: why HireVue?
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Thank you!
www.ncia.nato.intLinkedIn
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