Cardenas linear recruiting model 12-4-12

Linear Recruiting Model It’s better than “full-life-cycle”

Greg Cardenas

President & COO

Armada Human Capital

Greg’s Introduction

• 20 years progressive HR experience with emphasis on Recruiting and Technology

– 50/50 corporate vs outsourcing service provider

• First to implement Recruitsoft globally (aka: Taleo at HP)

• First to obtain a patent on a recruiting process (aka: LiveRecruiting)

• First Global Recruiting CoE Leader at Convergys

– Developed the first and large scale global RPO service delivery model

• Specialized in delivering RPO from new emerging markets

– Africa, Europe (non-EU)

• Creator of worlds first Web 2.0 enabled ATS entirely run on mobile devices

– Launching soon and it is free!

KPMG – Accenture – SAP – DataWorks - Grant Thornton - Trading Technologies – eHitex – HP – AstraZeneca – Kenexa – Convergys - 247HR

Agenda

1. Traditional Recruiting Model Full-life-cycle, the old school way of working

2. Linear Recruiting Model Better, faster, cheaper

3. Linear Recruiting Model in practice case studies 247HR

Armada Human Capital

4. Future of Recruiting The “killer app” is coming!

FULL-LIFE-CYCLE RECRUITING

Full-Life-Cycle Recruiting Model

Job Description

Job Marketing

Source

Screen

Schedule

Interview

Due Diligence

Offer

• How many of us have had to do this at one point in our recruiting careers?

• Agency recruiters, corporate recruiters, head hunters… all over the world, the process is the same.

• Recruiting has not changed as a core process since the industry started.

• What is missing?

Communications

Dispositioning

Full-Life-Cycle Recruiting Model

• Hewlett Packard – 2001

– Over 300 “recruiters” working in the Talent Acquisition function – AKA: recruiting function

– Global poll across 65 countries conducted

• Number 1 complain from internal clients (hiring managers):

– Most popular answer, “not enough candidates to consider”

– 2nd most popular answer, “it is taking too long to fill vacancies”

• Number of hours spent per week sourcing talent (based on 40 hour work week):

– 5 to 10 on average (10-25% of workable hours)

• What are you spending the majority of your time when not sourcing new talent:

– Getting them through the process:

• How do we fix this problem:

– Spend more time sourcing

LINEAR RECRUITING

Linear Recruiting Model

Job Description Job

Marketing Source Screen Schedule Interview

Due Diligence

Offer

• In this model one person does not manage/facilitate all the steps in the

process – this is done by a linear recruiting team.

• The team members specialize in the “step(s)” the manage/facilitate.

• Each team member is constantly looking for ways to execute their work in

better, faster, cheaper ways to beat previous productivity marks - thus

continual process improvement never ends and is better ensured.

• Team members are allowed to rotate from process role to another to avoid

burn out and create new challenges.

• Every step of the process measureable to enforce KPI monitoring and apply

Six Sigma – defects caught early on and course correction goes in effect.

Armada HC Cost Advantage

Linear Recruiting Model

Linear Recruiting Model

• Astra Zeneca - 2003

– Before

• 10 contract recruiters

• Cost per recruiter $70 – 100K per year

• $850,000 yearly labor costs

– After

• 1 contract recruiter

• 20 recruiting assistants (off-shore)

• $150,000 yearly labor costs

CASE STUDIES

Case Study: 247HR

• Full-life-cycle Recruiting Model

– 10 recruiters supporting 10 different European countries locally

– All recruiters paid local country rates which ranged in salaries from $45,000 to $80,000 per year.

• Linear Recruiting Model

– 24 recruiters supporting 10 countries off shore

– All recruiters paid local Ukrainian rates which ranged from $7,000 to $10,000 per year.

Armada Human Capital

• Linear Recruiting Model from the start

– 3 recruiting process assistants

– 1 recruiter

– 1 sourcer

• Capacity to produce 4x the amount of 1 recruiter (based on 6 fills per month)

– 6 x 4 x 4 = 96 vacancies per month!

• Cost per average staff member $350-700 per month.

• Average job filled in 2 weeks.

• Satisfied customers (hiring mangers) – external clients.

FUTURE OF RECRUITING

Future of Recruiting

• Different ways of working smarter

• Off shore capabilities are there – embrace them

• Recruiting is fundamentally the same wherever you go

• Technology has enabled back office service centers to manage high-volume task oriented work more efficiently than ever before at huge cost savings.

• Social media is changing the game – Job boards and newspapers are dead, but so is the PC!

• New mobile apps going to take cutting-edge recruiting practices to a new level

• Adapt or die – change is inevitable!

THE NEW RECRUITING KILLER APP

New applicant tracking system (ATS) Simple to use

Affordable for any size organization

Integrated with social media (Web 2.0)

Import resumes

Real-time reporting

Career portal

Must have for managing all your recruiting activities

Easy to administer and get started right away

Establish as many internal and external candidate networks

Project “EVA”

QUESTIONS

Thank You

Greg Cardenas President & COO

Armada Human Capital

Nairobi, Kenya

Email: [email protected]

Skype: greg.cardenas

Phone: +254-20-397-2222

Mobile: +254-78-684-4560

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