By Frank Pacheco

E fficient Talent IdentificationM anaging Application VolumeC onversion > App:Hire Success

2E = MC

Talent Identification

Search Opt. Vendor

Adv. Aggregator

TRM

ATS

Active Job Seekers Active Job Seekers Advertisement / Advertisement /

PostingPosting• Major BoardsMajor Boards• Niche BoardsNiche Boards

Passive Job Passive Job Seekers Seekers

Marketing Marketing • Search Search

OptimizationOptimization• Banners, Mass E-Banners, Mass E-

MailMail

Selection

Talent IdentificationProcessStartStart

Managing Application Volume

TRMTRM

Job Family Evergreen Reqs

Talent Folders Map to Org Charts

Smart Agent Talent Folders

Pre-Screening Knockout Questions

Automated Phone Pre-Screening

Recruiting Network Events

Automated Interview - Application

Resume Review Feedback Process

Search Opt. Vendor

ATS

DataMining Platform

Talent Community

Social NetworkingEmployee Referrals

Re-Recruiting

Alumni

Advertisement Platform

Marketing PlatformTalent Landing

PagesJob Distribution

Email/RSS Marketing

Job Classifieds

Job Boards

For Volume Driven Positions Only

Processing Candidates

Pre-Screening Knockout Questions

Automated Phone Pre-Screening

Recruiting Network Events

Automated Interview - Application

Resume Review Feedback Process

ATS

The goal is to disqualify those that do not meet “minimum requirements” > Qualified candidates

get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community

The recruiting manager reviews/approves resumes,forwards qualified candidates to hiring manager andsecures feedback (all within 48 hours). This will increase

precision and reduce interview : hire ratio

This step is reserved for volume driven positionsto help recruiting managers qualify those with the

highest communication skills and potential

Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers)

The application collects pertinent data and the on-lineinterview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified

candidates & map them against current/future positions

Automated Pre-Screening Process

The goal is to disqualify those that do not meet “minimum requirements” > Qualified candidates

get invited to an on-line interview, the rest receive a decline letter & an invite to a specific talent community

Pre-ScreeningQuestions:

1. Work/Home proximity2. Years of experience 3. Work eligibility status4. One or Two minimum

skills questions5. Certifications6. Degree7. Salary

Qualified candidate

s

AutomatedDeclined

LetterUn-

qualified Prospects

DataMining PlatformTalent

CommunitySocial NetworkingRe-Recruiting

ATS

Once Recruiting Mgrs approve

candidates Sourcers send

them automated Interview Invite

Junior SourcingTeam

Approves resumes, forwards them to hiring manager & secures feedback (all within 48 hours).

Prospects

Recruiting Managers

Forwards qualifiedprospects for approval

Resume Review / Feedback Process

The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager andsecures feedback (all within 48 hours). This will increase precision and reduce interview : hire ratio

Recruiting Managers

Junior SourcingTeam

Hiring Managers

Sourcing team pre-qualifies candidates

& forwards their resumes to

Recruiting Managers

Hiring ManagersReviews resumes& reports detailed qualify/disqualified explanation back to Recruiting Managers within 24 hours

Recruiting ManagersQualifies somecandidates and forwards them to the hiring managers for further approval

Recruiting ManagersDisqualify some candidates & reports detailed explanation back to sourcers within 24 hours

Recruiting Managers are responsible to

secure timely candidate feedback from Hiring Managers. Staffing Directors are responsible for

enforcing timely feedback from hiring Mgrs and Recruiting

Managers. Recruiting Managers should provide full cycle resume feedback to the sourcing team

within 48 hours.

Automated Application & First Interview Process

Application:1. Work History2. School GPA 3. Reason for changing jobs4. References

1st Interview:1. Several in depth technical

questions2. Several in depth situational

questions3. Several in depth Leadership

questions

Qualified candidates

AutomatedDeclined

Letter

Un-qualified candidates

Recruiting Managers

DataMining PlatformTalent

CommunitySocial NetworkingRe-Recruiting

ATS

Candidates

The application collects pertinent data and the on-lineinterview offers a comprehensive assessment of their qualifications. The goal is to build a pool of qualified

candidates & map them against current/future positions

AutomatedProcess

In-personInterview Invite

to Qualified Candidates

Automated Interview Inviteto pre-qualified

candidates

Junior SourcingTeam

Conversion > App: Hire Success                 

    Old Model Proposed Model     Old Model Proposed

Model  

  Jobs: Difficulty Level Med - High Med - High          

  Number of Yearly Openings 1000 1000   Average

Time-to-fill 100 Days 45 Days  

B

u

d

g e t

Number of recruiters required 20 - 30 12 - 15          

Number of Sourcers 5 - 7 2 - 3  Average Cost-Per-

Hire$12,000 $7,500  

Advertisement 20% 20%          

Marketing 10% 20%   Quality-of-Hire Medium High  

Search Firms 50% 20%          

Technology 5% 10%   Client Satisfaction Medium High  

Other 15% 10%          

  Savings $0 20%  Meet

Business Objectives

Low High  

                 

Managing Volume Driven Job Openings

1. Automated Phone Screening2. Recruiting Networking Events

Application:1. Junior Sourcer e-mails

invitation with link to phone interview

Phone Interview:1. One technical questions2. One situational questions3. One Leadership questions

Qualified candidates

AutomatedDeclined

Letter

Un-qualified

candidates

Recruiting Managers

DataMining PlatformTalent

CommunitySocial NetworkingRe-Recruiting

ATS

Candidates

Phone AutomatedProcess

In-personInterview Invite

to Qualified Candidates

Phone Interview Invite sent to pre-qualified candidates

Junior SourcingTeam

This step is reserved for volume driven positionsto help recruiting managers qualify those with the

highest communication skills and potential

Automated Phone Pre-Screening

Those with highestCommunication

Skills

Recruiting Event

Even

tEv

ent

Post

Even

tPo

st Ev

ent

Pre-E

vent

Pre-E

vent

Pre-determineArea in need

Pre-determineRight pool of candidates

E-mail resumesTo Hiring Mgrs

For review/approval

Secure: Event locationInterview locationFood/refreshmentsMarketing handouts

Send RSVP letter + e-mail invitations to selected candidates

Confirm attendance with line Mgrs and group leader (VP)

A) First Hour-Candidates register-RM greets candidates-HM & candidates mingle

B) Next ½ Hour-SP Fred’s Video (15 m.)-Keynote Speaker (15 m.)

C) Last Hour-RM Pre-screen candidates-HM Interview candidates-VP interviews finalist

Finalistare invitedto formal

interviews

Rejected candidatesReceived a “No

Thank you letter”Qualified finalist are handed over to RM for interview scheduling and follow up

Exception:Super candidate whom

VP wants to hire during the eventRM has paperwork

just in case

Invite qualified candidates and potential silver medalist to a networking event with our hiring authorities (Recruiting/HR/Hiring Managers)

Recruiting Networking Events

ATS