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How to make the application process better for candidates

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.

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How to make the application process better for candidates

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  1. 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

  2. “to make the recruitment process better”

  3. We saw a problem and we’re delivering solutions

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

  5. ATS -Taking Control of Sourcing and Spending The BMJ experience

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

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

  8. Post ATS • Process • HR fully involved • Far more automated -from authorisation through assessment, interview and offer stage • 10-15 vacancies with average time to recruit 4-6 weeks (depending on level of role)

  9. 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

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

  11. 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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