ERecruitment: The Revolution in How We Find Talent

1
E-RecruitmentThe Revolution in How We Find
Talent

• Joye Lang, IPMA-CP,
• OHR Assistant Director
• Scott Letourneau,
• President, NEOGOV

2
SC Environmental Scan

• Poor economic conditions and high unemployment
  rates over the past several years
• Reduced recruiting and hiring efforts, except for
  critical positions
• Employees who remained unhappily in positions
  expected to begin to seek other positions as new
  jobs become available due to improving economic
  conditions
• Potential for a significant number of retirements
  by the Baby Boomer generation over the next five
  years

3
Impact of SC Environmental Factors

• An unprecedented impact on recruitment and hiring
  expected in the immediate future
• The need for more strategic recruitment by
  employers
• The need for increased use of technology for
  recruitment processes

4
S.C. State Governments Recruitment History

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

5
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).

6
SC State Governments Current Statewide
Recruitment Process

• State agencies post their vacancies on the South
  Carolina State Jobs website through the HRIS at
  no cost to the agencies
• Public access to state government vacancies
  through this website
• State agencies statutorily required to post their
  vacancies with OHR and the South Carolina
  Employment Security Commission. See S.C. Code
  Ann. 8-11-120 (2007 Cum. Supp.).

7
SC State Governments Current Statewide
Recruitment Process

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

8
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

10
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

11
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

12
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

13
NEOGOV

• Mission To improve the services public sector
  agencies deliver to society.
• Exclusively focused on public sector
• Over 170 Government Agencies 25,000 users in 40
  States
• Over 6 Million applications processed annually
• Customer focused and driven

14
Overview
Workflow
15
Goals

• Increase efficiency and effectiveness
• Move towards paperless recruiting
• Reduce 90 administrative processes (filing,
  photocopy, printing, etc.)
• Increase services to citizens (applicants)
• Proactively keep applicants informed of
  recruitment status
• Increase communication with Hiring Managers
• Buy staff time back and reallocate to more
  productive tasks

16
New Processing

• Job Interest Cards auto notification of job
  openings
• Create Approve requisitions online
• Post jobs on central State site
• Career Seeker applies online
• Auto screen Minimum Qualifications
• Send email notices
• Auto identify good, better, best
• Filter (dept, geog, skills, etc.)
• Refer applications to Hiring Manager online
• Applicants use the Citizen Self Service Portal
  to answer 90 of their common questions

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Benchmarking Results

• Recruiter/Analyst Effort
• 48 Reallocation
• Support Staff Effort
• 29.5 hr/wk 75 Reallocation
• Time-to-Hire Reduction (Average)
• 5 Weeks
• 33 Reduction
• Department Satisfaction Rating
• 25 Increase
• Consolidated 7 existing systems into 1

• Recruiter/Analyst Effort
• 37 Reallocation
• Support Staff Effort
• 77 Reallocation
• Time-to-Hire Reduction (Average)
• 5 Weeks
• 33 Reduction
• Department Satisfaction Rating
• 25 Increase
• Consolidated 5 existing systems into 1

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Job Requisitions
19
Job Announcements
20
Recruitment Plans
21
Citizen Self Service Portal
22
Reports Dashboards
23
Thank You

• Additional Resources
• NEOGOV Web site www.neogov.com
• NEOGOV Customers www.neogov.com/customers
• Contact Information
• Scott Letourneau, President
• Phone (888) NEOGOV1 x 203
• Email scott_at_neogov.com

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Supplemental 1 Ability to Decrease Cost Per
Hire

• Automating workflow increases productivity
• Reports identify the most productive recruitment
  sources
• Integrating with other enterprise systems
  eliminates redundant data entry
• Use advanced screening and filtering tools to
  reduce the time that hiring managers and others
  spend interviewing candidates.

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Supplemental 2 Ability to Increase Retention
Rates

• Identifying employees who will succeed with an
  agency
• Reduce turnover in the first year of employment,
  where voluntary turnover rates are typically a
  full ten percentage points higher than overall
  agency turnover rates
• Encouraging promotional recruitments through an
  automatic system, enabling employees to advance
  their careers within the agency

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Supplemental 3 Ability to Improve Time-to-Fill

• Streamlining job requisition creation and
  approval processes
• Employing pre-screening capabilities
• Increasing collaboration and communication
• Reporting on key metrics to identify bottlenecks

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Supplemental 4 Ability to Increase Productivity

• Better-fit candidates require less training
• Better fit candidates are more productive from
  day one
• Increase focus on more value-added strategic
  activities
• Increased services to citizens and departments
  while reducing effort

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Supplemental 5 Recruitment Features

• Post Job Descriptions to your Website
• Automatic Online Job Interest Cards
• Create and Post Job Announcements
• Employment Opportunities Report
• Accept Job Applications Online
• Recruitment and Examination Planning
• Proven Results
• 90 Applications Online
• 75 Reallocation in Support Staff Effort
• 30 Reallocation in Recruiter Effort

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Supplemental 6 Selection Features

• Create and Manage Pre-Screening Questions
• Pre-Screen Applicants Automatically, as they
  Apply
• Define and Store Scoring Plans
• Training and Experience Evaluations
• Subject Matter Expert Review
• Score and Rank Applicants
• Proven Results
• 30 Reallocation in Screening Effort
• 25 Reduction in Duration

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Supplemental 7 Applicant Tracking Features

• Track Applicants by Step/Hurdle
• Generate Email and Hard-Copy Notifications
• Maintain Detailed Applicant History
• Establish and Manage Eligible Lists Online
• Eliminate Data Entry with ICR Scanning
• Conduct Testing Online
• Proven Results
• 80 Reallocation in Support Staff Effort

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Supplemental 8 Certification Eligible List
Features

• Establish and Manage Certification Lists Online
• Refer All Application Materials Electronically
• Capture Applicant Notes and Dispositions
• Generate Email and Hard-Copy Notices
• Conduct and Track Interview Process
• Results
• 100 Reduction in Referral Duration
• 96 Reduction in Support Staff Effort
• NOW 15 Minutes - Requisition with Existing
  Eligible List referral