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 How to make the application process better for candidates  How to make the sifting process more relevant and easy for the recruiter  How to manage.

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Presentation on theme: " How to make the application process better for candidates  How to make the sifting process more relevant and easy for the recruiter  How to manage."— Presentation transcript:

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2  How to make the application process better for candidates  How to make the sifting process more relevant and easy for the recruiter  How to manage volume candidates and communicate with them more effectively  How to make the emerging technology accessible and easy to use

3 “to make the recruitment process better”

4 We saw a problem and we’re delivering solutions

5 Jackie Staunton, HRD at The British Medical Journal (BMJ)

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7 ATS -Taking Control of Sourcing and Spending The BMJ experience

8 Pre ATS ●Process o HR involvement in recruitment largely admin based o Clunky paper based process o 40+ vacancies with many open for >6 months ●Lack of control o Over costs o Tracking/metrics/data or analysis available o Poor HR awareness of vacancies ●Digital o No use of social media for recruitment o Limited online recruitment

9 Post ATS ●Increased control o Over costs -centralised budget, year on year CPH reduced by 40%, annual spend on track to reduce by 45% with increased volume o Funding of internal recruitment specialist who engages managers and provides continuous improvement o Tracking/metrics/data or analysis available e.g. time to recruit, advert source and diversity monitoring o Total HR awareness of vacancies o Required engagement programme ●Digital o Use of social media for recruitment - LinkedIn, Twitter, Indeed (Facebook in pipeline) o Completely online recruitment - shocked to receive postal application!

10 Post ATS ●Process o HR fully involved o Far more automated -from authorisation through assessment, interview and offer stage o vacancies with average time to recruit 4-6 weeks (depending on level of role)

11 What we have learned ●Need to treat as a project with dedicated resource ●Need to get manager buy-in right from the start (change behaviours) ●Reporting tool - able to set KPIs ●Provides a good ROI via analysis ●Leads to a more efficient and robust process (more HR support for managers) ●Provides a good shop window and user experience - employer branding ●Raised profile of HR ●Customer support responsive

12 Next steps… ●Making managers more self sufficient ●Automate the job offer ●Use of the Talent Management tool ●Using the new reporting tool

13 Summary ●Decide what’s important to your organisation ●Provide a robust business case based on efficiency and ROI ●Be realistic about time frame & allocate dedicated resource ●Communicate change and provide support ●Provides control, efficiency, good ROI and improves user experience internally and externally Overall a very satisfactory and worthwhile investment

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