Talent Acquisition

Increasing the Qualified Applicant Pool

MillennialsWhy we matter- make up 25% of the workplaceCharacteristics:

uncomfortable with the typical corporate structure (hierarchies) varied/ interesting career and constant feedbackdesire to move up in the organization drawn to a collaborative/ social work environmentWhat are we looking for?:career progressionwagestraining programsSurvey of satisfaction- give employees a survey to find out what

they like/don’t like about the job

Growing Issues - Targeting Applicantsapplicants Career

BuliderVIOC.com College

BoardCraigslist Employee

ReferralFacebook Current

EmployeeIndeed

2014 40,166 1,055 3,824 163 12123 2135 359 81 1973

2015 42,208 777 3,530 338 19542 2129 418 80 4837

5.08% ^ 26.35% v 7.69% v 107.36% ^ 61.2% ^ 0.28% v 16.43% ^ 1.23% v 145.16% ^

JobDiagnosis.com

Job Fair LinkedIn Monster Newspaper

Simply Hired

Snag State Job Boards

No input

2014 2 132 64 315 309 101 12786 251 4072

2015 90 148 67 264 397 229 5093 400 3685

4400% ^ 12.12% ^ 4.69% ^ 16.19% v 28.48% ^ 126.73% ^

60.17% v 59.36% ^ 8.49% v

IssuesGrowing issues

What will spark applicant interestCompetitors Money issues

Finding Application through Corporate ● Too many steps to get to Application

○ could result in losing qualifiable applicants○ A more direct path to the Henley website

would help○ Little changes could make a big difference

■Large “Apply Now” Link on Store Page● Nothing specifies a Henley position

Henley’s Website/Finding an Application

People applying for jobs do not know to search for Henley Careers (Based on store visits, the employees did not know the name “Henley” until after hiring process)

From searching VIOC application, it is hard for applicants to find the Henley Careers website

“Search Open Jobs” link:Too many options in the Title Drop Down box

could be confusing/overwhelmingTH

Assessment-

● Test length - biggest concern○ 24.5% of applicants did not complete the

survey● Review certain questions

○Allow applicants more flexibility with answers

○Questions that are obvious about what the company is looking for

Dismissal of Capable Applicants

● 51% of total applicants do not make it past the PreVisor assessment

○24.5% do not finish the assessment■Sharpen/narrow test

○26.5% do not pass the assessment■Reduce restrictions and disqualifying

factors●BUT we do not want to flood the store managers

with too many applications

“You made the first offer”

● Most employees applied to several other automotive stores/garages○ Emphasis on speed of response from stores○Having a paycheck is a highest priority

Brand Awareness Sponsoring

Schools- Activities/Events/FairsHand out company branded items: Keychains,Car

Chargers, Fresheners, etc.Advertisement

FacebookMBTA/Public Transportation Ads

“Now Hiring” at the bottom of receipts Potential upside, No downside

Ideas for Expansion●Attend College Fairs, Tech Schools, & Events to become more well known to the public

Add to Facebook page stories about employee’s work experiences to engage audiences

Job Qualities to Promote● Growth opportunities within VIOC

Most employees strive to move up and like to work toward a goal

Growth happens fast- one tech reached Assistant Manager in 6 months

● Employees enjoy the work environmentThere is a team atmosphere

employees refer to each other as the guysThey see each other outside of work

Pace of work Fast paced with down times in between

Talent Acquisition Program (TAP)

Based on store visits, many new employees hear about Valvoline jobs through referrals.

However, not many current employees know about the Talent Acquisition Program

employees sound more motivated to make referrals once we told them about the program

More referrals leads to more applicants, qualified workers, and effective work environments.

URL IdeasValvolinejobs.comValvolinecareers.comVVOil.comVVLubes.comWorkAtValvoline.comWorkForValvoline.comOilChange.comValvolineMassachusetts.com (etc)

Steps to ImproveReferral Program

Awareness/significance Assessment

Review questions for clarity/overall test lengthProgress/completion bar

Application discoverability Website on receipts