ERECRUITMENT: A More Effective Way to Find Employees

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E-RECRUITMENTA More Effective Way to Find
Employees

• Sam Wilkins
• State Human Resources Director
• Joye Lang
• OHR Assistant Director

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S.C. State Governments Recruitment History

• Pre-1998
• Paper Postings at OHR the Merit System with
  the Merit Lists
• 1998
• Vacancy-Driven Application Process
• Electronic Vacancy Posting Website

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Current Recruitment and Hiring Issues and Trends

• Poor economic conditions and high unemployment
  rates have prevailed
• But, there is an improving economy

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Current Recruitment and Hiring Issues and Trends

• Employees who remained unhappily in positions
  will begin to seek other positions as new jobs
  become available
• Potential for a significant number of retirements
  over the next five years

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Current Recruitment and Hiring Issues and Trends

• A multi-generational workforce
• the Veterans (born 1922-1943)
• the Baby Boomers (born 1943-1960)
• the Generation Xers (born 1960-1980)
• the Generation Nexters (born 1980-2000).
• Other facets of diversityrace, national origin,
  geography, religion, culturehave increased
• Ron Zemke, Claire Raines, Bob Filipczak,
  Generations at Work 3 (2000).

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Current Recruitment and Hiring Issues and Trends

• Outsourcing to CareerBuilder, Monster.com, and
  others
• An Applicants Market Today
• The Recruitment Process Needs to be
• Easy
• Quick
• Responsive

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S.C. State GovernmentsCurrent Recruitment
Process

• An HRIS process
• Centralized job postings
• Decentralized applications
• Four page long applications mailed (or e-mailed)
  to individual agencies
• Paper laden process

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What S.C. State Governments Recruitment Process
Should Be

• A centralized and branded application site that
  links all state agencies into a single system
• Ability to accept job applications via the
  Internet at any time
• A single sign-on capability

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What S.C. State Governments Recruitment Process
Should Be

• A screening option with job-specific questions
  based on the necessary knowledge, skills, and
  abilities
• Ability to market appropriately based on the
  generational diversity of the applicant pool

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What S.C. State Governments Recruitment Process
Should Be

• Ability for individual agencies to search through
  the applicants to be considered for that agencys
  specific vacancies
• An electronic recruitment approach to reduce its
  current paper-laden process

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What S.C. State Governments Recruitment Process
Should Be

• Ability to provide screened electronic
  applications to the hiring authority without
  paper copies
• A reduced number of background check, signed
  applications, and completed addenda to
  applications after reviewing screened applicants

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What S.C. State Governments Recruitment Process
Should Be

• Ability to archive records
• EEO data collection and reporting
• Reduced collection of redundant information
• A secure system to maintain confidential
  information

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The SCEIS Solution

• SAP E-Recruitment Process
• Central single point of entry for applicants
• Simplified application/resume

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The SCEIS Solution

• Vacancy-driven applicants and an applicant pool
  available to agencies
• Reduced use of paper
• The E-Recruitment capabilities will increase as
  SCEIS is fully implemented

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When Will We Have It?

• Deloitte currently working with the SCEIS Team to
  finalize a SOW (Statement of Work) for the
  E-Recruitment Process
• Expect to begin building the program soon
• Implementation should be in early 2007

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What Do We Need to Do to Get It?

• OHR will work closely with Deloitte and SAP
  during the design and implementation phases
• Agency HR Departments will need to be involved in
  both the design and implementation
• The cost is included in the SCEIS cost

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Finding Tomorrows Workforce Today

• E-Recruitment will help S.C. State Government
  compete in the marketplace
• Agencies should take this opportunity to review
  their recruitment strategies and processes

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Questions?