AOC Human Resource Conference , May 2011AOC Human Resource Conference , May 2011

Successful Strategies for cutting recruitment

costs within the FE sector

Jim Shaw & Alica MorganMonster

1 Current Challenges we will review..

• Recruitment cost -advertisement & management

• How to do more with Less or “different with less” Katie Langham - Acer

• Reaching efficiencies in-house

• Adopting a shared services model within HR/Recruitment

• Working collaboratively - “collaborate to save” OR “compete to spend”

2 Case studies we will cover

•How to migrate advertising away from traditional methods, and work more effectively to reduce overall recruitment spend?

(Monster / Acer case study)

•How to improve back end processes, through the use of technology by implementing eRecruitment solutions to automate manual tasks.

(CCN case study)

3 Migrating Advertising away from Traditional methods

ACER/Monster case study

Background/ Overview

• Preferential rates on Media• Capacity to migrate towards on-line media• Ability to widen the reach of talent attraction for colleges

Preferential package Unlimited Job Posting over 12 months CV search licence for 12 months Total cost - £3500 per College which is a 70% discount on rate card cost

Who is currently using this?

Great Yarmouth College, SEEVIC college, City College Norwich, Amersham & Wycombe, Peterborough Regional College, West Hertfordshire College, Barnfield College, New College Stamford, and West Suffolk College

4 ACER continued ...

Results so far....

By March 31st 2009, 11 colleges had agreed to sign up to the annual media package, and to date we have 11 Colleges on board as part of this framework.

Key Stats from Last year...

• 1,883 adverts were placed• Attracting over 153,181 views• Generating 10,857 clicks to apply

In total 1098 CVs were downloaded by the member colleges over twelve months, an average of 99 per college.

The Average cost per advert was £31, compared to the average cost of £800-£1000 per recruitment advert in traditional regional press

5 ACER continued ...

Overall Savings?

• 11 colleges saved approx £20,000 each• Over the last 2 years overall savings £440,000

Examples of Success within the Framework:

Peterborough regional College joined the framework in January 2011 and were able to fill both an Academic and Support role within the 1st 2 months of utilising the package.

Oakland's College advertised a campaign to increase their hourly paid Lecturing bank.From this campaign 198 people applied directly to register their interest.

They have also been able to fill 2 vocational lecturing positions over the last few months, by utilising CV search and Job Posting inventory.

6 eRecruitment solution with MonsterCity College Norwich Case Study

Strategic objectives for this project:

Introduce a simple application process which is structured and specific to the college’s needs.Establish an internal careers siteCost / time savings. Automate the job approval process to save timeProving a ROIImproving customer experience Changing mindsets to process applicants as they arise rather than in batches.Creation of Talent Pools to fast track recruitment – reduce need to recruitment agencies

77 Migrate colleges to on-line e-recruitment applicant tracking

8 Key Benefits City College Norwich found with Monster TMS

Online Application forms Allows candidates to apply online - data is captured in the applicant tracking system and managers can track the status of applications at the click of a button

Improved candidate experience / Maintain College Brand Candidates can find jobs easily and the application process is smooth and seamless . Career page in line with the College Brand Cross Posting / Job advert distribution: Ability to upload jobs to your career site once and then send to any other external sites without having to re-type the job HRIS Integration: Integrate hired candidates data into our existing HR and Payroll system (CHRIS 21), which will avoid rekeying for the HR team. Talent Pool: Use previous bank of applications to recommend new vacancies to prior to advertising the vacancy again. Register for future vacancies: Enable your candidates to register for future vacancies through your career site – talent pool

Letters: Bulk interview invites and reject correspondence (send bulk letters/emails), and manage ‘offer management’ and ‘on-boarding’ electronically Reporting: The ability to review the source where the hired applicants found the advert, which guides future advertising spend

6 Quote for City College Norwich ...

‘Monsters TMS ticked all the boxes for the College and offered a flexible e-Recruitment approach that is the next logical step in the development of the service we provide to Managers and Applicants. The partnership with Monster gives the College the opportunity to create real efficiency savings within the HR team’

Sarah Sneap Human Resources Business Partner City College Norwich

77 What is your current process?

1. Does your HR team use Excel / Outlook to manage applications? (time) 2. Can candidates start and application form and complete at a later date? (talent pool) 3. Do your candidates need to research for your job adverts more than once in order to

apply for a role? (missing out on talent) 4. Do you still have a paper based approval process between managers and HR? (time /

efficiencies) 5. How do you indentify key talent available through your existing talent pool? (cost /

improving efficiencies) 6. Does your HR team need to upload job postings more than once to external sites,

internal sites? (time/cost) 7. What is the overall experience that candidates have when applying to your college?

(brand)8. Does your HR team need to re-key data to your HR system once you make a hire?

(time/cost)

8 Checklist for Colleges when researching e-Recruitment solutions

1. Implementation time - no longer than 8-12 weeks 2. No hidden Training – should be included in the overall cost3. Is it a Web-based solution?4. Job distribution?5. Accessible remotely 6. The solution should be mapped to any current process/workflow7. Application forms are printable – some systems do not allow this such as HR select 8. Candidates can register for future vacancies – Talent pool9. Ability to integrate to your existing HR/Payroll system 10. Option to collaborate with other colleges and share the cost “Hub effect” 11. Has the option to customise reports within the core package

• A typical college with 800 FTE should be paying no more than £10,000 per year for core solution like this.

• On a collaborative purchase model a system could cost as little as £5,000 per college

99 Source – Matching – Managing

JOBSEEKER & TALENT MANAGEMENT SOLUTION

Job Seeker Portal Solutions

Applicant Tracking Solutions

Job FitAssessments

OtherVendors

Educational Course

Providers

Out PlacementMonster

Evolutions

Skills Assessment

Post Hire SolutionsSeamless Integration OnBoarding

CareerInformation

Center

CandidateCommunication

PersonalizedHelp Menus

Media Solutions

CareerFair

SocialNetworking

EmployeeReferral

Employee Job Board

VendorManagement

Recruitment Metrics

JobDistribution

Performance Metrics

ProfessionalServices

Plan forFuture Needs

Feedback

AnalyseRetain

Develop your own

EmployeesMap Current Talents

HRIS / HRMS / Payroll Interfacing

OnBoarding Management

Offer Management

Career Development

Compensation

Performance Management

Employee Self Service Portal

Succession Planning

Personality Assessment

OtherVendors

Off Boarding

Learning Management

10 LSIS – Preferential Offer to the Sector

“Monster is one of the world’s leading on line recruitment and talent management companies and through this discount service colleges and other providers will have access to its main candidate databases,  recruitment and cost saving systems “

“As a result, any sector provider taking advantage of this exclusive offer will not only be able to reduce the  costs associated with more traditional recruitment and talent management activities, but will also be able to enhance their efficiency and effectiveness  across these critical areas. “

It also offers the opportunity for providers in local areas to implement a collaborative HR ‘hub’ across several colleges in order to reduce costs even further. Paul Calkin, LSIS Programme Development Manager explained.

Thank youThank you

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