hcn training ongoing jobmgmt_11-11-11

Ongoing Job Management Nov 092

What We’ll Cover

• Customer satisfaction and HM engagement

• What to do if the candidates flow is:

•too low

•too high

•off target

• Ongoing job management

• Sourcing


Job Management

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Having the applicants complete online screening questions and documenting

all contact with them


Hiring Manager Engagement

4


Client Satisfaction

It’s our first priority.

• Advise and consult with the HM

• Establish yourself as a credible authority on the recruiting process

• Be willing to go the extra mile for your HM


First Check In Meeting

• Platform overview for new HMs

•Using social networking posting

•Employee e-mails

•Personal e-mails

• Have three to five profiles ranked and reviewed

• Dig for specific feedback

• Establish a timeline for interviews

• Identify interviewing team members

• Coach on interviewing best practices

6


Ongoing

• Be proactive

• Solicit detailed candidate feedback

• Discover roadblocks and propose solutions

• Coach!

7


Documentation

8


Documentation

9


Escalation

10

CE/CPM/CAM

Client HR


Benchmarks

30 days 60 days


Red Jobs

A job may be designated “red” if:

• Low flow or no flow

• Candidates not on target

• Hiring Manager is not engaged

• Job is behind timeline (due to the above)

• Competing against other internal recruiters or agencies


If Candidate Flow is Too Low

Check the following:

• Title - is there something wrong with the title that is not attracting attention or possibly misleading?

• Description - is something in the job description turning candidates away?

• Job links - are they working correctly?

• Posting - is job posted properly on the job boards?

• Referral search– is the profile pulling appropriate referral sources?

IIQsIIQs


Increasing the Flow

Try the following:

• Increase your sourcing efforts

• Job boards, networking tools, etc.

• Specialty postings

• Screen through the candidates that did not pass the IIQs to see if any are viable candidates

IIQsIIQs


If PASSING Candidate Flow is Too Low

Check the following:

• Do you have knockouts that are too stringent?

• Is the min IIQ score too high?

• Are the question weightings correct?

• Are there questions that most candidates are getting wrong?

IIQsIIQs


If Candidates Are Off-Target

• What is the core skill or experience that is missing? Consider an automatic disqualifier

• Does the job description properly explain the position?

• Discuss the current applicants with the HM to see what you’re missing

• Review candidates who have been knocked out and adjust IIQs if needed

• Reject candidates in the system who are not a good fit after reviewing with HM

IIQsIIQs

?

?

?

?


If The Candidate Flow is Too High

Consider the following:

• Raising the min IIQ score

• If all of the candidates are on target

• Change the weighting on preference questions

• To separate the great from the good

IIQsIIQs


Ongoing Job Management

• Check the candidate flow at least once every 2 days

• Make sure that all candidates are properly reviewed

• That decisions are being made – interview, knock out, or put on hold

• Check for reasonable candidates who have not completed IIQs and request they do so

• Update job status, stage and status update notes every Friday by 2pm detailing current activity; naming candidates in interviews

• Detail your efforts in the job notes:

• For posting, sourcing, contact with HM, interviews scheduled as well as any problems


Sourcing

19


progressive job marketing campaigns

20

Articulation

of need

On-line

Job

Marketing

Social Media

Job Marketing

Referral

Campaigns

Intelligent Targeted Sourcing

Candidate Relationship Management

Candidate Relationship Management

• Social Recruiting is eMarketingLeverage the proven techniques of marketing and marketing automation

• Every Job Search is a Marketing CampaignAllow the Data to Drive the Process and treat every candidate with courtesy and respect


When to source?

= Accolo= Accolo

ProfileProfileJobJob

Offer and Offer and CloseClose

Reference, Reference, Background Background

ChecksChecks

Hiring Hiring ManagerManager

InterviewsInterviews

SourceSourceCandidatesCandidates

ScreenScreenCandidatesCandidates

Develop Develop RecruitmentRecruitment

PlanPlan

Sourcing


Best practices

22

Active candidates

Passive candidates


Documentation

23


Escalation

24

CE/CPM/CAM

JPC


Review


Review Questions

• Name two things you should do in the first HM meeting.

• When would a job be considered “red”?

• Candidate flow passing the IIQs is too low. What should you consider doing?

• Candidate flow is too high. What should you consider doing?

• How often should you be in contact with your HM?

• Name two actions you should take in managing a job.

hcn training ongoing jobmgmt_11-11-11

Technology

min iiq score

ongoing job

candidate

job boards

job

flow

posting

candidates