ODOT Human Resources Innovations Changing How We Do Business Twitter: @OregonDOTJobs oregondotjobs.com
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ODOT Human Resources Innovations
Changing How We Do Business Twitter: @OregonDOTJobs
oregondotjobs.com
ODOT Recruitment Team
@OregonDOTJobs
O Internet-based interviewing service.
O Candidates record their interviews at home and submit them online.
O We view them on our own schedule.
InterviewStream Overviewhttps://www.youtube.com/watch?v=oVbr8sOCyQA
ApplicationsO Narrow large pools to the few we want to bring in
for in-person interviews.
O Recruitments with out of state candidates.
O When applications need to be augmented with additional specific info.
O When we have multiple panelists with tough schedules.
O When we need broad stakeholder input and want to avoid logistics of large-panel in-person interviews.
AdvantagesO Logistically much simpler for hiring manager
and admin support.
O Much easier on panelists.
O Candidate puts best foot forward with multiple tries.
O Combats groupthink with panelists.
O Faster than in-person interviews—faster to set-up and shorter interviews.
DisadvantagesO Moves selection coordination to recruiter,
bottleneck.
O People can be tech-phobic and/or tech-challenged.
O IS can be touchy (e.g. screen rotate, mute button, bad Internet connection, etc.)
O No live interaction; no follow-up questions.
Our Results:O Hiring managers love it. O Greatly simplifies and expedites the process.O Easy to implement and use. O Candidates have adopted with only a bit of
resistance. O Have had minor tech issues, usually related
to candidate error.
Three components:O Candidate Sourcing ToolO Job-WrappingO Career Page
Overview Videohttps://www.youtube.com/watch?v=84a4jltq1js
The Candidate Sourcing Tool
View and contact anyone on LinkedIn, 430m+ professionals.
O Includes a ton of recruiting-specific filters. O Save candidates so you’ll always have a shortlist
of top talent.O Use the candidate search tool to find passive job
seekers.O Easily and collaboratively manage your pipeline.O Powerful reporting and analytics tools.O Mobile optimized.
Job‐WrappingO Automatically recommend job posts to
qualified LinkedIn members. O Since job slots are basically recurring job
posts, you fill roles as they open up.O Includes applicant management tools to
review and filter candidates, take notes, and reach out .
Career PageO Glimpse into your agency culture: Your mission,
values, and vision with dynamic content.O Expose your talent brand to LinkedIn members
whenever they research your agency or view your jobs.
O Can use LinkedIn data to deliver personalized web experiences to your target audience.
O Includes rich media like videos and employee testimonials.
LinkedIn DataO Early returns, three month trial period.
O Adding followers at average of 78/month.O 32% response rate to emails we sent to
potential candidates. O Talent brand index (TBI), a measure of our
attractiveness as an employer has risen225% from month one to month three.
Other ODOT Recruitment Initiatives
O MTP: Using temporary appointments, the Maintenance Trainee Program creates a pathway for unskilled candidates to gain the experience they need to qualify for transportation maintenance specialist positions. This is an excellent way to create opportunities for underrepresented populations.
Other ODOT Recruitment Initiatives
O GEP: The Graduate Engineering Program gives recent engineering grads the experience they need to qualify for their professional engineer’s license.
Other ODOT Recruitment Initiatives
O Outreach: 15 job fairs and hundreds of contacts to date in 2016.
O Advertising: Most openings are advertised in any number of hundreds of national job boards.
O Candidate-Focused Announcements: Team has taken plain language training to make announcements easier to read and has reformatted announcements to include eye-pleasing graphics and photos.
Contact InformationO Jane Lee, Chief Human Resources Officer
O [email protected] Richard Fraser, Central Operations Manager
O [email protected] John Andrade, Recruitment Lead
ODOT Human Resources Branch503 986-3700
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