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Accolo Process 2011
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What we’ll cover• Our Foundation: 10 Universal Hiring Best Practices• Hiring Performance Model• The Accolo 6-step process• Accolo services
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Path of Least Resistance for the Hiring Manager
The hiring process should be the path of least resistance for hiring managers. They will typically embrace this path regardless of the desires of other stakeholders.
Every Job is Unique Every job is as unique as the hiring manager, team, geography, function and company and should be profiled and managed accordingly.
Courteous, Respectful and Confidential
Every stakeholder deserves to be treated with courtesy, respect and complete confidentiality. Applicants may have many points of intersection with the hiring company as consumers, investors, referral sources and future hires, and the totality of this relationship must be considered.
Referrals Must be Leveraged Referrals are a primary source of hirable candidates, and each recruiting effort should actively seek and follow-up with referrals via social media and direct personal outreach.
Incorporate All Sources All sources should be incorporated into the recruiting process, including traditional, non-traditional and direct sourcing methods.
Adaptable Process Recruiting approaches should be responsive to different job types (Executive, technical, non-exempt, etc.).
Diversity Sourcing Diversity sourcing should be included with every job. The world is diverse and a diverse workforce gives a company a strategic advantage.
Fair and Equal Opportunity Every candidate deserves a fair and equal opportunity to apply and receive job-specific consideration.
Follow up and Closure Every candidate deserves follow-up and closure, regardless of outcome.
Applicant Tracking EEO data capture, applicant tracking and reporting must be complete and accurate for every job.
10 Universal Hiring Best Practices
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Core ProcessApplicant Decisioning
Performance Reporting EEO/OFCCP Data
Capture/Reporting
Profile Job1
Candidate Scoring & Presentation
4Interview & Make Decisions5
Accolo process :ensures consistency & repeatability
Identify Candidates3
6Review and Adjust
Develop the Recruitment Plan2
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Profiling the job
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Interviewing the hiring managerLearning the specifics of the position
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Profiling the jobThe goal of the profile discussion is to extract the information that is unique and exciting about the position.
1.Why would a candidate want this job? i.e. what is the #1 most attractive element about this job? What sets it apart from similar positions?2.What are the hot sells of the job, your company and your team?3.Primary mission or function of the role?4.Projects and responsibilities starting on day one?5.Future projects and responsibilities?6.How will their success be measured?
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Developing the recruitment plan
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Writing a compelling job plan with relevant screening questions
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Developing the recruitment plan
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Identifying candidates
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Doing research, sourcing, using Accolo’s referral network, and job boards
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Progressive job marketing campaigns
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Articulation
of need
On-lineJob
Marketing
Social MediaJob Marketing
ReferralCampaigns
Intelligent Targeted Sourcing
Candidate Relationship Management
• Social Recruiting is eMarketingLeverage the proven techniques of marketing and marketing automation
• Every Job Search is a Marketing CampaignAllow the Data to Drive the Process and treat every candidate with courtesy and respect
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Online interview
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Having the applicants complete online screening questions and documenting
all contact with them
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Candidate scoring and presentation
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Candidate scoring and presentation
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Interview and make decisions
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Interviewing candidatesRanking and recommending applicants Following up with the hiring manager
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Interview and make decisions
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Review and Adjust
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
Decisions
Reviewing the job progressAdjusting the effort based on the hiring
manager’s decisions and feedback
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Accolo Services
Accolo Core ProcessAccoloManaged
AccoloManaged
SharedServices
Hiring Manager Involvement
ProfileJob
DevelopJob Plan
IdentifyCandidates
InterviewOnline &
Document
Reviewand
Adjust
Interview& Make
DecisionsRequisitionApproval
Reference/Background
CheckNew Hire
ProcessingNegotiate& Close
Assimilationand
Retention
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Typical Ratio of time spent by an HCN
Writing plansSourcing - 3 hours Reviewing CandidatesPhone screeningTalking to hiring managers*Interview scheduling/follow upMisc. work - posting, rewriting, etcProfiling an HMResearching for a profileOffer extension/negotiationReference check/background check
*reviewing candidates, follow up, weekly meetings, etc.
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Review
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Review questions1. How is Accolo different from other recruitment/hiring
companies?2. What is the most crucial part of the Accolo process and
why?3. Why do we drive all candidates through the online
interview?4. What is an IIQ and a ISQ?5. We are source neutral. What does this mean?
