Reviewing the Hiring Process

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Reviewing the Hiring Process

• Improving the Hiring Process for Growth and
  Success

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In Todays Session

• Hiring survey results
• Overview of the traditional hiring process
• Overview of the IdealHire system
• Concept of Navy League Hiring Center
• Logic of DHSC and IdealHire pulling on oars
  together
• Potential correlation of this system to other
  capability matching for area companies
• QA and next steps
• Objective of the presentation Familiarization
  with an improved hiring process

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Recent Hiring Survey Completed
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Our findings showed

• 22 do not have a career link (Career Portal) on
  their website
• Of the 78 that do
• 100 have candidates upload resumes
• 4 have knock out qualifying questions
• A few are old school - have a pdf application
  that a candidate completes by hand and
  faxes/mails to HR
• Effectively, most companies source and select
  candidates in the same ineffective way

No Career Link on Website
Career Center on Website
How is the traditional hiring process affecting
your organization today?
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The Big Picture

• 98 of job seekers use the Internet in their
  search
• CHALLENGE Identifying who is right for you
• Keyword searches cast a large net due to low
  inherent accuracy of the search
• CHALLENGE Management of resumes
• Primary factor (capability) to perform a job is
  first based on obtained skills and depth of
  experience
• CHALLENGE Quick and accurate measurement of
  skill and experience
• Nearly one-in-five employers report it typically
  takes two months or longer to fill open positions
• CHALLENGE Decrease time to hire

The existing hiring process has not been
optimized to the advantages obtained by the speed
of the internet!
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The Traditional Hiring Process

• 1. Sourcing
• Average-55 minute investment
• Resources Human Resources, Hiring Manager(s)
  and/or outsourced service
• Tools Career Job Boards, Corporate Websites,
  Employee Referrals

Sourcing
Step 1

• 2. Search
• Average-180 minute investment
• Resources Human Resources, Hiring Manager(s)
  and/or outsourced service
• Tools Key word search tools, highlighter, skill

Search
Step 2
Over Half the effort (52)

• 3. Assessment
• Average-95 minute investment
• Resources Human Resources, Hiring Manager(s)
  and/or outsourced service
• Tools Skill, Personal Interpretation

Assessment
Step 3

• 4. Interview
• Average-165 minute investment
• Resources Human Resources, Hiring Manager(s)
• Tools Skill, Personal Interpretation

Interview
Step 4

• 5. Offer/Hire
• Average-40 minute investment
• Resources Human Resources, Hiring Manager(s)

Offer / Hire
Step 5
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What is wrong with existing resume based
recruiting systems?

• Resumes are written in the style and terminology
  of the writer and must be interpreted by the
  reader (Accuracy)
• Keyword searches can find thousands of resumes
  from numerous job boards each must be read and
  interpreted (Time and Accuracy)
• Quality of the selection decision is impaired
  (Cost and Organizational Performance)

• Unstructured format increases
• Time-to-Hire
• Inaccuracies
• Cost
• Organizational Performance

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How the IdealHire System Addresses these
Weaknesses

• Focuses on skills, experience and education
• Structured information using skills data base
  (10,000 skills in data base)

• Hiring entities create a profile of the job
  requirements
• Candidates create a profile of their skills,
  experiences and education
• PowerMatch, using a patented algorithm, matches
  and ranks candidates to job requirements in
  seconds

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How the IdealHire System Addresses these
Weaknesses

• Results in fast, precise and accurate
  identification of the best candidates for the job
• Web based software as a service No IT support
  required

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How the IdealHire System Addresses these
Weaknesses
TRADITIONAL
IDEAL

• The Structured Process focuses on improving the
  selection of candidates
• Collapses the process to 4 steps
• Savings in recruiters time 30 to 50
• Reduces the time to hire down to as little as 1
  week
• Pushes the work back to the candidate
• Improves quality of candidates by immediately
  identifying those who CAN DO the job
• Improvement in selection quality - Reduced the
  average number of interviews per hire from 4 to
  1.4

Step 1
Step 1
Sourcing
Sourcing
Step 2
Step 2
Search
X
Step 3
Assessment
Step 3
Step 4
Interview
Interview
Step 4
Step 5
Offer / Hire
Offer / Hire
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Capture information in a structured way
Candidate Pools
HR/Hiring Managers
CERTIFICATIONS
HUNDREDS THOUSANDS MILLIONS
Lots of guess work interpreting data
EDUCATION
Resumes---Unstructured Information
INDUSTRY EXPERIENCE
Candidate Pools
HR/Hiring Managers
PowerMatch
CERTIFICATIONS
HUNDREDS THOUSANDS MILLIONS
Minimal effort selecting candidates
EDUCATION
INDUSTRY EXPERIENCE
Profiles---Structured Information
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Concept of the NLHC
Enlisted Personnel
Term of Duty Up for Renewal
No
Re-Up for Another Term
Exit?
Yes
Attend Transition Assistance Program
Create Candidate Profile
Military to Civilian Skills Translator
Military Talent Pool
Thousands of New Candidates per Month
Job Board Pricing or Free to PowerMatch Users
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Logic of DHSC and IdealHire pulling on oars
together

• Improve the hiring process
• Lower costs
• Shorten the hiring cycle
• Find the best talent
• Increase quality of hire
• Benchmark your current successful employees and
  mimic skills profiles in your open positions
• Get candidates that match the skills required to
  be successful in the position
• Tap into military talent pool
• 25,000 people per year exit military in Hampton
  Roads Area
• Enable long horizon look for support of proposals
• First access to a constantly refreshing pool of
  talent
• Leverage the speed and capability of the Internet
• Source candidates from any talent source
• Build ongoing company talent pool
• Regional growth
• Workforce Development
• Abundant access to talent
• Faster response to proposals
• Prime to local sub contractor engagement

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Potential correlation of this system to other
capability matching for area companies

• Future functional benefits in progress
• Workforce Planning
• Capture employee skills
• Complete workforce skills inventory
• Understand GAPs take action
• Company to company skill locator
• Quickly identify potential partners
• Advertise company capability based on skill sets
• Keep business within the Hampton Roads area

Use of Structured Data Increase the Opportunities
for Application
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QA and Next Steps
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Thank You

• Don Redinius dredinius_at_idealhire.com
• Contact us for a product demonstration or go to
  www.idealhire.com