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ERE webinar from 8/12/2009, presented by Cassie Fireman and Elaine Orler.
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Knowledge Infusion & ERE OFCCP and Recruiting
How can you innovate and regulate?
August 2009
Cassie Fireman, Chief Performance Officer Elaine Orler, Consultant
2 Knowledge Infusion Proprietary and Confidential, Copyright 2009
About Knowledge Infusion
• Leader in human capital management, talent management & social collaboration consulting, advisory and intelligence services
• Ranked #3 fastest growing private companies in region
• Headquartered in Minneapolis, Minnesota with offices throughout US
• Over 200 global customers including MetLife, Turner Broadcasting (CNN), Luxottica Group (Sunglass Hut), Intuit, Fairmont Raffles Hotels, Clorox, Target
• Largest online human capital management community…with over 2,500 members
Partnership
Passion
Celebration
Talent
Knowledge
Trust
3 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Strategic Advisors Throughout Your Journey
4 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Agenda
• Understand the balance of recruiting and compliance by: • Defining the current market challenges • Reviewing the definition for internet
applicant • Understanding how the technology
offered today has addressed that definition
• Provide options for how you can continue innovation within regulation and still identify the right talent for your organization
5 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Polling Question:
How long have you been in the recruiting profession?
A. Less than 1 year
B. 1 - 3 years
C. 3 - 5 years
D. More than 5 years
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Recruiter time in position consistently under 3 years
2008 2009
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200
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Market Overview and Landscape
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Recession Impact on Recruiting
Reduction in resources dedicated to external recruiting
“Freeze”, “Chill”, in mass hiring efforts
Redistribution of work related to HR, TM and TA
Prioritization and Process Analysis
Internal Forces Increased volume of inquires
related to opportunities
Increased applicants applying for opportunities they are not qualified for
Greater exposure to regulatory requirements
Hesitation in relocation based on global economy
External Forces
Slower execution of business strategy and operating plans
Delayed and loner processes to make talent decisions
Increased transaction based activities with non-qualified applicants
Business Impact
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Recruiter Role Consistently Changing
• General area of discipline
• Consistent process for identifying talent
• Harvest candidates from broad categories of qualified resumes/ profiles
• Strong relationship with line mgmt for continuous recruiting
• Specialized, targeted
• Variable processes based on type of talent
• Few qualified active candidates – stronger sourcing efforts
• Strong social networking, relationship building with external talent
Farmer Hunter • Aligns the efforts within the
overall business
• Understands broad resource objectives, needs and gaps
• Expert in pinpointing the need and the sourcing plan
• Strategic alignment of talent across the business
Sous Chef
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Generalist • Multiple job responsibilities
• Employee Relations critical
• Limited recruiting experience
• Individualistic recruitment
• Varied reports/metrics
• Position volume varied
Outsourced • Multiple companies supported
• Recruiter team work
• Process ownership and accountability
• Standard reporting/ metrics
Centralized • Dedicated staff
• Recruiter team work
• Standard processes
• Standard reports/metrics
• Position volume shared across the team
• Direct line reporting structure
Decentralized • Various roles participating in recruiting
• Individualistic recruitment
• Localized processes
• Varied reports/metrics
• Position volume varied
• Consensus voting with participation optional
Today’s Enterprise Recruiting Models
Definition of an Applicant
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Polling Question:
Does your company have a formal definition of an internet applicant?
A. Yes
B. No
C. Don’t Know
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OFCCP’s Four Point Internet Definition
1. Individual submits an expression of interest in employment through the Internet or related electronic data technologies
2. Employer considers the individual for employment in a particular position
3. Individual’s expression of interest indicates the individual possesses the basic qualifications for the position
4. At no point during the selection process prior to offer of job, does the individual remove themselves from further consideration from the position
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Recruiting Applicant Examples
Company Job Posting on Career Site
Resume and profile
submission for
consideration
Evaluation of basic
qualifications = meets
Recruiter Searches external
database
Identifies talent based on basic qualifications
Requests Resume and
profile submission for consideration
Recruiter searches TAS
database
Reviews search results and refines to
basic qualifications
Reviews all results
meeting basic qualifications
15 Knowledge Infusion Proprietary and Confidential, Copyright 2009
Evolution of Recruiting Process and Technology
Strategic Sourcing ‘Edge’
Talent Acquisition
ATS Core
• Social Collaboration • Dynamic Communications • Predictive Analytics
• Career Portals/Branding • Assessments/Screening • CRM/Sourcing • Onboarding • Metrics
• Requisition Management • Job Distribution • Applicant Management • Offer Management • New Hire Management • Reporting
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Applicant Tracking Technology Impact
• Late Majority Market • 10 – 20 years old • First ATS announced in 1988
• Transitioning from a late adopter market into a legacy market • V5 – v8 for core ATS applications
• Focused on the ‘big picture’ • Expanded footprint in: services,
technology or partnerships
• Late Majority Technology • Enterprise TA Suite Solutions • Enterprise TM Suite Solutions • ERP Modules
• Compliance Impact • Internet Definition Adopted • Search results systematized • Reduced flexibility in aggregated
definition
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Talent Acquisition Systems Impact
• Early Majority Market • 5 – 10 years
• Transitioning to Late Majority • Module Revolution
• CRM • Onboarding • Reporting • High Volume
• Early Majority Technology Modules • Core ATS w/ TA Modules • Candidate Relationship Management • Job Distribution Tools • Assessments/Verifications Providers
• Compliance Impact • Internet definition supported • Search results systematized • Dependency on company process
adherence
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Strategic Sourcing “Edge” Technology Impact
• Emerging Market • 0 - 5 years old
• Proof of concept transitioning to Early Adopters
• First Generation applications • Beta – v2 of application development • Agile development strategy
• Emerging Technology • Talent Profiling • Targeted Recruitment Advertising • Video Interviewing • Mobile Recruiting
• Compliance Impact • Undefined territory/exploration • Visual identification • Increased exposure
Compliance in the Future Social Networking
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What is Social Collaboration
Portals/Self- Service
Social Networking
Profiles & Expertise
Knowledge Sharing
Collaboration Conversations
Intellectual Capital
Communication
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Social Networking gaining momentum in Recruiting
Source: Knowledge Infusion & ERE - The Future of Recruiting & Sourcing Survey 2008 N = 678 2009 N = 200
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Things to do right now to ensure you’re compliant:
• Talk to your employment counsel representative and Affirmative Action stakeholders about the definition and the systems/tools you use in recruiting
• Create a process flow visual guide of your recruiting process • Understand where there is consistency and variance in the process
• Review how your process is managed through each of the four (4) requirements for the internet applicant pool
• Review job descriptions and postings for consistency and alignment of “basic qualifications.”
• Review your sourcing and screening processes, determine if applicants are being considered differently vs. equal consideration • Consider process changes to neutralize screening techniques you might
use to limit review of submissions • Review how “withdrawals” due to candidate disinterest are managed
and recorded
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Continue the Conversation
Cassie Fireman [email protected]