Best Practices and New Innovations for Sourcing and Screening Potential New Hires

Speaker: Jack Coapman Vice President ADP

Moderator: Kellye Whitney Managing Editor Talent Management magazine

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Best Practices and New Innovations for Sourcing and Screening Potential New Hires

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Kellye Whitney Managing Editor Talent Management magazine


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Jack Coapman Vice President ADP

Best Practices & New Innovations for Sourcing & Screening Potential New Hires

Jack W. Coapman ADP

About Jack Coapman

§ 20 years retail technology focused

– TEC, GTE, Triversity

§ 10 years HR technology

– VirtualEdge, ADP

§ Sales, marketing, business development

§ Motorcycling, cooking, college basketball, and the NY Giants!

© Copyright 2011 ADP, Inc. Proprietary and Confidential Information 9

Discussion Guide

§ The Business of Talent in the NFL

§ Fundamental Changes in Talent Acquisition

§ Best Practices and Technologies

§ Questions & Answers

Polling Question #1

Approximately how many employees are in your organization worldwide?

§ 1-999

§ 1000-4999

§ 5000-9999

§ 10000-19999

§ Greater Than 20000


Polling Question #2

Describe Your Current Function?

§ Sourcing

§ Recruiting

§ HR (Non-Recruiting)

§  IT

§ Risk Management

§ Other - Manager



Business Objectives in the NFL

§  2 Conferences

§  8 Divisions

§  32 Teams

§  250+ Games

§  200+ Coaches

§  1000+ Players

1 Goal


Talent Management in the NFL

PERFORMANCE

LOW MEDIUM HIGH

POTE

NTI

AL

LOW

M

EDIU

M

HIG

H

§  Alignment

§  Cultural Fit

§  Past Experience

§  Compensation

§  Stage in Career

§  Coachable

§  Availability





§  How do I match up against the competition?

§  What is my game plan this week?

§  What are the key positions?

§  How strong are my “A” players?

§  How ready are my “B” players?

§  How will this change next week? Next month? Next Year?



Emerging Talent Demonstrated abilities in other venues and desire to play

-NCAA, practice squads

Developing Talent Potential long term abilities

-NCAA, high school

Ready Talent Demonstrated abilities and ready to play

-my team, their team


What Can We Learn From The NFL?

§ The power of a single, understood goal

§ Know your team, today and tomorrow

§ Talent must be ready at all times

§ Recruiting is an on-going effort

Goal Alignment

Workforce Planning

Succession Management

Sourcing/Screening

Polling Question #3

Where does sourcing & screening rank in terms of key business priorities?

§ Top – In the top 1/3 of business priorities

§ Middle – In the middle 1/3 of business priorities

§ Bottom – In the bottom 1/3 of business priorities

§ Not Sure



Fundamental Changes

§ Economic Conditions

§ Do More With Less

§ Alignment of Talent

§ Workforce Demographics

§ Regulatory Compliance

REACTIVE

PROACTIVE


The Talent Pipeline Has Shifted

More Candidates

More Filters

More Stringent Processes

Fewer Hires

THEN NOW


Improve The Quality of Your Talent Pipeline

§ Marketing

§ Sourcing

§ Relationship Building


Strengthen Your Marketing Presence

§ What’s your ‘employment brand’ – message and value proposition?

§ Where does your target audience hang out?

§ How do you stack up against your competitors?

§ What vehicles will you use?


Expand Your Sourcing Efforts

§ Leverage proven search tools to optimize your recruitment marketing initiatives

§ Capitalize on social networks to increase brand awareness and optimize employee referrals

§ Embed social tools into career center


Focus on Relationship Building

§  Internal

§ Drive engagement

§ Develop talent

§ External

§ Keep aware

§ Push message and value proposition

§ Get candidate community ready for new opportunities

Passive Candidate Relationship Management

Succession Planning Tools

Innovative Technologies

§ Survey Tools to determine candidate and employee value propositions

§ Social software expands your community of interest virally (passive candidates, alumni, referrals)

§ Search Engine Optimization & Job Board Distribution tools enable you to be found

§ Candidate Relationship Management tools support the dialogue you want to have with your target candidate audience

§ Mobile Technology is rapidly becoming the “communication” norm


Integrate “Quality of Hire Tools” Throughout the Process

§ Identify and Assess

§ Integrate

§ Improve On-Boarding


Identify Competencies and Assess

2011 SHL Business Outcomes Report speaks to how high scoring store managers drive $60 million more in sales or how contact center agents in healthcare sector make 17% fewer errors and are far more efficient.


Identify Competencies and Assess

§ What does success look like and how can we predict it?

– Skills

– Behaviors

– Behavioral interviewing

– Reference Checking


Integrate Complex Screening & Compliance Tasks

2011 ADP Screening Index Report, 46% of candidates processed through reference checking came back with information indifference; 36% had at least 1 driving violation; and 45% had a record on their credit


Integrate Complex Screening & Compliance Tasks

§ Background screening

§ Skills and/or Behaviors

§ Electronic I-9 /E-Verify

§ Employment Tax Credits

§ Reference Checking

Improve Quality of On-Boarding Experience

2010 Aberdeen Report “Onboarding: First Line Of Engagement”, formal on-boarding process drives greater results, including high engagement scores, ability to attain first performance milestone on-time and receives exceeds expectations.


Improve Quality of On-Boarding Experience

§ More than just completion of “HR” forms

§ Will be more important as “war for talent” gets more serious

§ Connect to “like” employees

§ Measurement tools

Innovative Technologies

§ Competency Models & Assessment tools assist in predicting quality of hire

§ Reference Checking tools leveraging “crowdsourcing” practices provide greater insight into candidate quality

§  Integration of the screening tools assure compliance and security of your workforce

§ On-Boarding bridge the recruiting and hiring processes

Keys to Success

§  Identify key positions and define what success criteria

§ Proactively engage talent outside your organization-continuous effort

§ Evaluate tools that drive quality of hire metrics

§  Integration disparate tools-technology and process

§ Extend recruiting through on-boarding

§ Seek opportunities to educate your company on “talented” practices

For more information: www.ADP.com/talent_management


Questions?


Thank You


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From Orientation to On-Boarding: Transforming the New Hire Process