Post on 23-Jan-2018
transcript
Who is the NSPCC?
- 2000 staff
- 1,500 regular volunteers
- 24/7 Helplines (Childline, Adult)
- Direct services across the UK
- Campaigns and lobbying
- Research
- Fundraising
Where we were
• Time to hire took on average four to five months
• Managers didn’t have ownership of their own recruitment process
• High admin costs to maintain the portal
• Inaccurate data reporting
• No option of mobile optimisation
• No integration with other systems
• High level of candidate dropout but no analytics to identify drop out point
What we needed
• Reduction in time to hire, recruitment at pace
• Positive candidate experience
• Significant increase in managers’ engagement with the recruitment process
• Significant increase in accuracy of data gathered through each candidate’s recruitment cycle
• Wide range of reporting tools to add value to directorates’ sourcing strategies
• Automation of recruitment processes without losing human touch
How we approached it
• Reviewed and remapped the whole NSPCC recruitment process (6 months)
• Involved hiring managers throughout
• Searched for potential new ATS suppliers far and wide
• Created a highly detailed technical spec but allowed ourselves to dream too
• Worked in partnership with IT
• Allowed ourselves to change direction radically at the last moment
• Based our decisions on values and culture fit as well as technical ability to execute
Project Key milestones (April – August 2015)
April
•Project scope
•Project governance
•Project teams
•User acceptance group
•Risks and Issues log
•Comms plan
•Data gathering
May
•Data Transfer
•Define all workflows
•Design of careers pages
•Start system configuration
• Start user acceptance testing
•Confirm super user group
•Stakeholder engagement
June
•Continue developing process workflows
•User acceptance testing
•Continue system configuration
•Stakeholder engagement
July
•Super user training
•User acceptance testing
•All staff communication
•Hiring managers training
August
•System goes live
•Hiring managers training
Project scoping Process mapping System Configuration Launch
Project Sponsor
Director
Staff Recruitment team (weekly reviews)
Volunteer Recruitment team
(weekly reviews)
Web design team
(weekly reviews)
Data transfer and configuration team
(weekly reviews)
Communications Team
(weekly reviews)
Project Board
User acceptance group
Hiring managers and candidates
8
Project Governance
What we achieved
• Reduction in time to hire to an average of 1.5 months (from vacancy approval to offer)
• In-depth high quality data reporting
• Single sign on
• Hiring manager self service
• Candidate source tracking
• Mobile optimisation
• Increased background check compliance
• Integration with other HR systems
• Talent pooling
Recruitment
Key Messages
• Main recruitment activity has taken place in CSDD
and National Services.
• Activity by region continues to be largely
dominated by London & South East.
• Overall recruitment times have fallen to 54 days.
The longest recruitment times have been in the
CSDD and People. Positions in the South West
have seen the longest recruitment times.
• Positions in Strategy, Comms and People attract
the highest number of applicants per planned hire.
10NSPCC People Pack March 2017
Recruitment - Diversity
11
Key Messages
• There is little change in the
main themes since last
quarter.
• A quarter of applications are
received from those Under
25, but applicants in this age
group are least likely to be
invited to interview - 12%
compared to 24% overall.
• 6.4% of all applicants are
successful (receive an offer),
but this falls to 4.1% of
applicants who declare a
disability.
• BME applicants are half as
likely to be offered a position
as their White British
counterparts.
• Female applicants outweigh
their male counterparts by
76% to 24%. Women are
slightly more likely to be
shortlisted for interview and
to be offered a position than
men.
NSPCC People Pack March 2017
Recruitment Sources - 12 Month Rolling
Key Messages
• The main source of recruitment (applications) is Indeed although it now accounts for 24% of all applications compared with the 12 months to March 2016
when it accounted for 31% of all applications. LinkedIn has grown as a source of recruitment over the last year.
• However, the main sources of successful recruitment is NSPCC Staff or Volunteer and Word of Mouth. This may be because the applications are more
focused than from other sources e.g. application form rather than CV.
• Although Word of Mouth does not generate significant levels of applicants, the conversion rate (probability of success) is high. However, this may lead to a
tendency towards less diverse recruitment.
12NSPCC People Pack March 2017
What we achieved
Manager“The system looks and feels much easier to use, it keeps information in one place so we can go back to that if we need to and it also helps with the more strategic reporting and then future recruitment planning”.
Manager“I feel it’s modern and efficient, and I am certain this will be something our candidates feel too”
Candidate“The process has felt very smooth from beginning to end. I have found the system easy to use, HR are very supportive at the end of the telephone.”