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Transitioning from a Traditional Recruiting Model to a CRM-Based Solution Carlyne Quirino-Ringle AVP, Talent Process Owner

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Presentation on theme: "Transitioning from a Traditional Recruiting Model to a CRM-Based Solution Carlyne Quirino-Ringle AVP, Talent Process Owner"— Presentation transcript:

1 Transitioning from a Traditional Recruiting Model to a CRM-Based Solution Carlyne Quirino-Ringle AVP, Talent Process Owner

2 Agenda  Meet PNC  Using Avature at PNC  Non-Linear Campus Recruiting  Streamlined Recruiting Model  Tour of Portals  User Adoption of the New Process  Next Season  Questions

3 Meet PNC  One of the leading financial services organizations  Consumer and small business banking primarily in 19 states and the District of Columbia  Residential mortgage banking and corporate and institutional banking offices across the continental United States  Headquarters located in Pittsburgh, Pennsylvania  Approximately 53,500 employees in the U.S. and abroad  Approximately 2,700 Branch locations in 19 states and the District of Columbia  Approximately 8,600 ATMS *As of December 31, 2014

4 Using Avature at PNC Over 100 users, Four Instances, Multiple Uses:  Diversity and Campus Recruiting  Sourcing & Passive Candidate Strategy  Internal Placement Recruiting  Executive Search  Specialized Recruiting Request System  Content Management for Onboarding System  HR Operations Request System  HR Operations Project Management  Corporate Relocation Management Specialized Recruiting Internal Placement HR Operations Content Management

5 Non-Linear Campus Recruiting ATS Career Fairs Referrals Direct Submission spreadsheets ATS Invitation Invitation/ event system Gather Manage & Slate On Campus Events spreadsheets

6 Streamlined with Avature Avature Career Fairs Referrals Direct Submission ATS Multi-Page Portal & Avature App Talent Community Dropbox Event Registration Portal On-Campus Events Lists Time slots Folders Tagging & Source Code Templates Workflow Gather ManageSlate

7 Multi-Page Portal Page 1 (Candidate self-selects)

8 Page 2 Input Page (Conditionally formatted by selection: Early Career Development/Summer Internships) Multi-Page Portal – Campus

9 Multi-Page Portal-Candidate TY 9 Page 3 Thank You Message (Handoff to PNC Representative)

10 Multi-Page Portal – Feedback Page 10 Page 4 Feedback form (To be completed by PNC Representative)

11 Multi-Page Portal - Confirmation 11 Page 5 Confirmation to Start Over (To be completed by PNC Representative)

12 Talent Community

13 Event Registration Portal

14 Portal Access Request 14

15 Correspondence 15

16 Portal Access Request Content 16

17 Time Slot Portal

18 User Adoption  Nine Campus Recruiters New to Avature, Four Diversity Recruiters Currently Using Avature  Aggressive Change Management Approach –Two months prior to deployment, encouraged users to begin playing in the Sandbox –Began familiarization with concepts, usage and taxonomy of Avature –Training, training, training  Established Internal Escalation Procedures –Project Manager for team became Subject Matter Expert –Funnels questions and concerns to the Avature administrator –Documents process and procedures  Engaged Avature Adoption for enhanced training –Three months after deployment –Identified gaps in knowledge (list usage, smart searching, folder structuring, workflow)

19 Possible Enhancements for Next Season  Update Workflow  Improve Talent Community  Utilize Avature Offline App  Improve Templates  Build Out a “Drip Campaign” to Keep Students Engaged  Update Registration Portal for More Flexibility

20 Questions?


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