1. 1 Recruitment : Let’s Discover How WE Can Make it Better CAC Meeting Tuesday, May 27 th, 2014

2. 2 CAC & Recruitment of Talent > Let’s take stock of where we are: what works well, what needs improvement > In order to support you, we need you to support us! > Input via Council meetings, focus groups, online submissions > With your help, we all get better; continuous improvement > better candidates > better hires > better productivity/ clinical outcomes > greater success !

3. 3 CAC & Recruitment Improvement Initiative 4 Questions: 1)What is the understanding/ main message I want to convey to Recruiting? 2)What do I most appreciate/ value about Recruiting? 3)What are the barriers/ obstacles I experience with Recruiting? 4)If I had a wish about something that would be helpful or supportive from Recruiting, what would it be?

4. 4 CAC & Recruitment Improvement Initiative 1) What is the understanding/ main message I want to convey to Recruiting?  Quality of recruiters’ work is good  Recruiters work hard; They are Accessible  Sometimes we work at cross purposes  Time is of the essence  TAM helps – yet has bottlenecks in the system  Not clear when we will receive new applicants (flow)  Little expertise on recruitment for specialized work  Need to be more tailored; closer link to Hiring Manager, if questionable candidate, let Hiring Manager decide

5. 5 CAC & Recruitment Improvement Initiative 2)What do I most appreciate/ value about Recruiting?  Responsiveness; Will do range of verification as needed  Quick entry of posting  Great customer service; They answer questions in very timely manner  Going out of their way; friendly; helpful  Work hard to screen applicants > most qualified  Desire to be of help; Always willing to help  Good job of screening initial applications  Taking over background checks & I9’s  Provides high quality applicants in timely fashion  Posting & routing

6. 6 CAC & Recruitment Improvement Initiative 3) What are the barriers/ obstacles I experience with Recruiting?  Small highly qualified applicant pool  Often not sure of status of an applicant, requires multiple calls to get posted for review  TAM doesn’t allow view of those not qualified; not user friendly  Pushback regarding qualifications not easily measured from a resume (yet recruiter can’t realistically have a handle on all to judge; expertise?); Not understanding nature of the position  Attention to Job Title vs. specific position  Not counting experience for education  Having to post for 5 additional days for changes  Sometimes working with PI or hiring manager without checking with business office  Can take a long time  Sometimes back up by other HR recruiter is lacking  Differentiating role of the hiring manager/ recruiter/ department’s HR re: salary and responsibilities

7. 7 CAC & Recruiter Improvement Initiative 4) If I had a wish about something that would be helpful or supportive from Recruiting, what would it be?  That HR be more proactive in initiating the process  Consult with hiring manager about what they are looking for in a candidate  Be available to check references without costs  Send us the top 3 for hire!  Provide candidates via HRMS not email broadcast  Make it easier to change something on current posting  Consistency in screening, and in application of requirements to match, explain gaps  More avenues for gaining applicants – and why some people do not apply (learn)  Diversity & Inclusion; Manager’s Toolkit

8. 8 Rank Order in terms of “what is IMPORTANT” to you/ your Department: {1= Most Important, 2= Next in Importance, etc.} a.Sourcing/ Finding Applicants_____ b.Prescreening resumes_____ c.Prescreening interviews_____ d.Employment References_____ e.Assistance with the Offer _____

9. 9 {1= Most Important, 2= Next in Importance, etc.} a.Sourcing/ Finding Applicants __1___ b.Prescreening resumes __2___ c.Prescreening interviews __4___ d.Employment References __3___ e.Assistance with the Offer __5___ Rank Order in terms of “what is IMPORTANT” to you/ your Department:

10. 10 Let’s rate On a ten-point scale: “1” = Terrible -------------------------------“10” = Excellent  How would you rate the current Output of Recruiting?  How would you rate the current Service from Recruiting?

11. 11 Let’s rate On a ten-point scale: “1” = Terrible --------------------0S------------“10” = Excellent  How would you rate the current Output of Recruiting? 6.5  How would you rate the current Service from Recruiting? 6.7

12. 12 CAC & Recruitment Improvement Initiative Specific Issues to Address: 1)Access to all applicants as they apply? 2)Expectations around frequency of communication during the search? a)Recruiters b)Hiring Managers 3)Expectations around time to fill? How might answers vary based on the type of position?

13. 13 Specific Needs Based on Position Type Qualifications GeneralSpecific Volume of Applicants High Low

14. 14 Specific Examples of “Output/Service” > Turnaround time of X = ___hours/ days > Prescreening resumes completed by Y and meets all requirements > Employment references completed… > Applicant letters complete and timely… > Rated ‘High quality’ advice provided on interview questions… > Follow up to Z service…

15. 15 Recruitment Improvement Initiative ~ the process: ① Discovery: Determine & Sharpen Requirements by gathering Data (focus groups, council members, recruiters, email submissions, etc.) ② Collate, Summarize, Provide Feedback ③ Optimize the Design (start with what could be) ④ Sourcing Requirements, Validate ⑤ Plan, Implement, Evaluate Time Frame: Late Fall

16. 16 > Thank you chandlel@wusm.wustl.edu cristiani@wustl.edu baldwins@wusm.wustl.edu