Campaigning for hr technology young-banket - pdf

GET THE VOTES NEEDED TO IMPLEMENT

About Us

CHRISTOPHER YOUNG Founded Async Interview Technology Entrepreneur VP of Marketing at RIVS

TONI BANKET Head of TA NA - Sandvik

Meet Sandvik

Pre-Existing HR

• History of Sandvik HR• HR Generalist & Hiring Managers Recruiting

• “Make it Happen” (Decentralized --> Centralized)• Center of Excellence

Build a Centralized Recruiting Functionto handle the 400-500 hires in U.S.

…no roadmap

…no existing processes or tools

…no formal budget

Leadership Directive:

Do it in 3 months

…for a 162 year old organization

“Just do it”

BLOCKS BUILDINGPeople. Process. Technology.

Flexible & Agile

Delivery On-Time

High Level of Service

Top Talent (Quality)

Model Comparison

Recruiters Recruiting Coordinators Copywriters Employee Branding Social Media Contracts (Offer Letters)

10,000 Employees 1,500 Hires Ernst & Young PMO 28 Dedicated Resources

5,000 Employees 500 Hires No PMO 1 Dedicated Resource

USAGLOBAL

Tackling the Challenge: People

PRESENTED

Fighting for Resources 3 Dedicated Resources

APPROVED

People drives process

Business Case for 16 Resources 7 FTE (not all recruiters)

9 contractors

Supplemented RPO (Blue Collar) 0-15 Resources

3 Dedicated Resources …from Sweden

Built Out Team and Flex Up to 16 5 FTE Recruiters

11 Contractors

24 Dedicated Resources in 1st

Year

Tackling the Challenge: Process

Pre-Defined Process from Sweden

Shared Service Model (Cultural Differences)

U.S. Defined Process

1. Standardize Process

Process is the roadmap

2. Ensure High Level of Legal Compliance

3. Positive Manager/Candidate Experience

4. Employee Branding

5. Enhance Quality of Talent

6. Reduce Time to Deliver(Time-to-Hire)

Tackling the Challenge: Programs (Technology)

Focus on Deliverables within Parameters3 month timelineNew team

6 Month Ramp Up Rotating contractors

Video Interviewing How do I get to the candidate fast? How do I professionalize the

experience? How do I present candidates to the

manager? How do I create consistency for my

recruiters? How do I get setup quickly?

Existing Tools1.ATS (PeopleSoft)2.1 Job Board3.Everyday

Technology (lack of)

Surround processes with best in-class technology

Understanding Video InterviewingMatching the Technology with the Problem

Understanding Video InterviewingComparing Pre-Recorded, Live and Chat Tools

Benefits of Video Interviewing

PRE-RECORDED INTERVIEWING

1. Reduced Time-to-Hire

2. Increased Recruiter Productivity

3. Better Candidate Flexibility

4. Increased Insights

LIVE INTERVIEWING

1. Reduced Time-to-Hire

2. Reduced Travel Expenses

Business CaseThe business only understands $

Assumptions

Drastically Under-Resourced

B2B Not B2C No One Knows Us

Culturally Different than Global

Short Time to Get it Right

Leadership Pitch: Video interviewing Business CaseAligning Business Case to Overall Goals & Financial Impact

Time to Deliver (Time-to-Hire) No baseline, but know it was high Reduce manager feedback bottleneck

Flexible & Agile Scale resources up & down with volume Commitment to quality

Standardize Branding & Experience Compliance

Operate Efficiently High ROI on

Processes

1. Standardize Process2. Ensure High Level of Legal

Compliance3. Positive Manager/Candidate

Experience4. Employee Branding5. Enhance Quality of Talent6. Reduce Time to Deliver

(Time-to-Hire)

Leadership Pitch: Measurable Value

Job 1 400

Selected Resumes 10 4,000

Minutes Per Phone Screen 60 60

Hours ScreeningJob Screening Cost

10$550

4,000$220,000

MEASURABLE VALUE

ability to reduce minute per phone screen&

reduce time deliver

2 Weeks to Deliver a Candidate to a Manager

What is our annual investment?

Video Interview

Job 400

Selected Resumes 4,000

Minutes Per Screen 7

Recruiter Hourly Rate $55

Video Interviewing Cost $20,000

Hours ScreeningJob Screening Cost

467$45,685

Where do you begin?

ImplementationBusiness Case Approved. Now What?

Video Interviewing: Implementation

0DAY

IT Firewalls Spam Security

Procurement W9 AP Setup

Managers New Technology Why It’s Helpful Manager Role in

Process

HR Process Education Recruiter Buy-In Handling Objections

/ Challenges

Training Technical Training of

Users

Account Setup Vendor to Setup Account Configure Account Add Users Kick-off Call to Confirm

Process Branding 9 Brands

1DAY

3DAY

4DAY

7DAY

Quantifying SuccessProving Business Case Hypothesis

Return on Investment (ROI)

Phone Screen Video Interview

Job 400 400

Selected Resumes 4,000 4,000

Minutes Per Screen 60 7

Recruiter Hourly Rate $55 $55

Video Interviewing Cost $20,000

Hours Screening Per JobJob Screening Cost

4,000$220,000

467$45,685

When factoring in managers watching, additional $20,000 cost

Annual U.S. Recruitment Productivity Savings: $154,315

Time to Deliver (Time-to-Hire)

85 days

42-48 days

Reduced Time to Deliver: 50%

Manager Response: 5 days

Manager Response: 24 - 48 hours

Quality of Hire

More informed decision. Recruiter interview notes + resume + video

Benchmarking this year vs. previous year (retention)

Average U.S. retention rate for 2016: 77%

Retaining high performing employees

Candidate & Manager Feedback / Experience

Candidate Feedback

• 89% first time doing video interview

• 84% said video interview created favorable impression of employer

• Positive Experience• 55% able to complete

• 26% able to complete off hours

• 19% didn’t have to take off works

Manager Feedback

• 100% SaidSaved Time

Provided More Insights into My Candidates

Provided Me a Flexible Option to Make a Decision Around My Schedule

OVERALL IMPRESSION

ExcellentAverage

Very Good

44%33%

22%

Snapshots: Voices of the Customers34% response rate

RIVS51% response rate

55%

26%

35%

43%

30%

56%

0% 10% 20% 30% 40% 50% 60%

Value Added Service - Somewhat Agree

Understaning Job Requirements - favorable

Understanding BA - neutral

HM Satisfaction w/amount of cand. - Satisfied

HM Satisfaction w/quality of cand. - neutral

Timeliness of candidates presented - On time

Voice of the Customer (Value Added Proposition)What people are saying about the recruitment team

Scaling Return on Investment Globally

• Is there a need for an RFP?

• Partnership continues• Share best practice with other regions

• Live Video Interviewing

• Hypothesis: U.S. Scaled Globally Could Save Sandvik…

Where do we go from here?

Annual Global Recruitment Savings: $642,334

Questions?

Christopher Young Toni Banket

[email protected]

www.rivs.com

[email protected]

www.sandvik.com