1. Strategic Recruitment and Search at Penn ABA March 17, 2017

2. The Need Improved Job Market and Competition for Talent
Greater Number of Job Opportunities
FY 15 – 2,048 Jobs Filled
FY ‘ ,257 Job Filled
Greater Access to Job Opportunities
Recruitment Process Shortened
The job market has improved and recruitment has become more sophisticated making it harder to attract candidates.
-There are more opportunities to choose from, organizations have increased hiring, unemployment is down
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Review of Numbers of jobs Penn
Besides the number of available Job Opportunities, a couple of factors contribute to the competition for candidates
candidates can search for job opportunities at any time on their phone
Organizations are using social media to very quickly spread the word of opportunities, to connect with candidates and position themselves as an employer of choice Through the use of technology and large recruitment teams
3. Increasingly sophisticated technology allows companies to move candidates through the hiring process more quickly, attributed.
4. Additionally, with the improved economy they have the ability to counter offer creating, in many, cases loss of qualified candidates

3. HR’s Response
Simply posting jobs to the Penn site is no longer an option!
EXPERTISE AND ACCESSABILITY
Four Professional Recruiters w/in Division of Human Resources
40+ Years of Agency (contingency and retained) and In-House Recruitment Expertise
Executive Recruitment Function to Support Grades 29/E+
Customized and Consistent Approach
Expertise to Assist Hiring Managers Efficiently and Selectively Recruit
Candidate Engagement Throughout Process
-simply Posting jobs to our website is no longer good enough
#1 and #2 Expertise to help hiring managers, many of whom have not had a ton of experience recruiting and hiring.
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Collectively, the staff has 30+ years with both internal, contingency staffing and retained executive search experience
Recruiters are accessible, available and in touch with hiring managers and HR Liaisons.
Recruiters stay current on trends, tools available – 3 certified internet recruiters, 3 certified PHR, SHRM (nationally recognized certifications) CLICK
Executive recruitment option to support grades 29/E+ - full service recruitment similar to the service from a retained executive search firm
Our approach is to be there as a PARTNER to hiring managers and create and executive an approach to recruiting that works for them and their school or center
We use our expertise and recruitment knowledge to partner with hiring managers in the development of a plan that works for them. The goal is to always have a spectrum of candidates for them to interview
#4Discuss the candidate engagement, availability of recruiters to discuss benefits and keep candidates engaged throughout the process – relocation assistance, area tours throughout interview process

4. Service Level Agreement
Advertising Strategy - Graystone Development of Search Strategy Stakeholder Meetings Research and Sourcing Identification and Recruitment of Candidates Communication Strategy with Applicants Qualifying Questions Phone Screens Weekly Candidate Reports Interviews Management of References Relocation Assistance Salary Negotiations
When jobs are input to HR Manager, multiple recruitment options available to assist Hiring Managers through our service level agreement, this is something that is presented at the time that a requisition to hire is input.
CLICK – Advertising Strategy – we have created a director of job posting sites divided by functional area and industry, based on the job description, job families and duties, we develop a list of appropriate job posting sites
CLICK – Development of Search Strategy – a plan of action for the search including a list of desired skills, target industries, posting options outside of suggestions for 1st round screening questions and timeline
CLICK – Stakeholder meetings include gathering input from the people around campus with whom the selected candidate will interact – i.e. – Deputy Director of Student Conduct – input from Director of Fraternity and Sorority life, Public safety and other key stakeholders
CLICK – Research and Sourcing – development of a list of names of potential candidates, use of linked-in and other internet tools
CLICK – Identification and recruitment of candidates – outreach to prospective candidates and review of applicants
CLICK – Communication Strategy with Applicants – such an important part of the process that large organizations are not always great at doing. Recruitment works with the hiring manager to ensure that candidates are contacted in a consistent and timely manner, helping present Penn as an employer of choice
CLICK – Qualifying Questions – Development of questions to be used for the on-line application or first round phone screens
CLICK – Phone Screens – Can manage the first round phone screens, provide detailed notes and feedback on the candidates
CLICK – Weekly Candidate Reports- Weekly communication with Hiring Manager with detailed report on candidate activity
CLICK – Interviews – recruiters are available to be part of or manage the interviews
CLICK – Management of References – conduct references
CLICK – Relocation Assistance – in most cases this is done by the school of center but we are able to provide resources to candidates through the process

5. Recruitment Supports Penn Compact 2020
INCLUSION
Partner with Hiring Managers
More Diverse Talent Pools
Creation of Evaluation Process
Involvement of Key Stakeholders Early in Process
Strategic Partnering on Job Fairs
Recruitment today supports Penn Compact 2020 through INCLUSION
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Recruiters meet with hiring managers earlier in the process, develop a candidate search strategy and candidate competency list
Our Outreach aimed at developing a robust pool of candidates creating more diversity and a range of experience and
When appropriate recruiters work with search committee, key stakeholders to ensure that everybody is on the same page
We work with hiring managers to develop evaluation criteria that can be used throughout the process,
Reference Net/Work Philly and other jobs fairs, more information on that! Brought together a group of technology and HR professionals from across various schools and centers, we worked to create consistent messaging about Penn as an employer. The table was staffed with a technology and HR rep.

6. RECRUITMENT SUPPORTS INNOVATION
Mobile Friendly Website
Sparkhire Video Interviews
Skill Survey – On-line Reference
Leadership Assimilation Introduction for New Hires (grades 29/E+)
QR Code with Link to ISC Job Postings
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Mobile Friendly site allowing candidates to search Penn Jobs on their phone
Great feedback on video interviews – available at 2 or 1 way, it is innovative and helps speed the recruitment process particularly when we are conducting a national search
Leadership Program Video for New Hires
QR code linking job fair attendees to ISC Job Postings

7. RECRUITMENT SUPPORTS IMPACT
19 Placements (FY15) of Highly Qualified Diverse Candidates
Estimated Cost Savings $400,000
Number of Open Jobs Currently Receiving Recruitment Assistance - 24
Greater Awareness of Penn as Employer of Choice
Increased Request for Recruitment Services
Recruitment of Passive Candidates Resulting in Passive Candidate Database of 3000+
Net/Work Philadelphia, HR Representative and Functional Representative with screen showing available jobs; recruiters visible on social media, benefits information and positive information on Penn shared early in the process as part of recruitment; define passive candidate;

8. More Recruitment Tools
Manager’s Tool Kit
Access to All Things Recruitment, Onboarding, Managing
Hiring Manager Video
Interview Guidance – Legal/Illegal Questions;
Video Review of Recruitment Services
Writing an Effective Job Description (Coming Soon)

9. For Discussion
How can schools/centers better utilize the new recruitment tools as well as HR professional recruiters?
How do we educate hiring managers on recruitment best practices, hiring techniques, and the ability to promote Penn as an “employer of choice”?