“No Resume” Approach with eRecruit - katalogic€¦ · “No Resume” Approach with eRecruit Session #103 Donna Gwillam, Peel Regional Police Carolyn Moore, Peel Regional Police

“No Resume” Approach with eRecruit

“No Resume” Approach with eRecruit

Session #103Donna Gwillam, Peel Regional PoliceCarolyn Moore, Peel Regional Police

Wendy Chiu, Katalogic Inc.

Session #103Donna Gwillam, Peel Regional PoliceCarolyn Moore, Peel Regional Police

Wendy Chiu, Katalogic Inc.

| 2007 ECRUG CONFERENCE |

AgendaAgenda

BackgroundProject Goals & ObjectivesProject DeliverablesProject Scope & TeamWhy “No Resume”Key Design Elements Live Demo…Project Challenges & ResultsQuestions

BackgroundProject Goals & ObjectivesProject DeliverablesProject Scope & TeamWhy “No Resume”Key Design Elements Live Demo…Project Challenges & ResultsQuestions


BackgroundBackground

Peel Regional Police (PRP)2nd largest municipal police service in Ont1689 uniform members700 civilian staffCities of Mississauga and Brampton (population of 1,097,000), as well as Pearson International AirportPeopleSoft HCM version 8.8

Peel Regional Police (PRP)2nd largest municipal police service in Ont1689 uniform members700 civilian staffCities of Mississauga and Brampton (population of 1,097,000), as well as Pearson International AirportPeopleSoft HCM version 8.8


Background (cont’d)Background (cont’d)

Entire PS infrastructure hosted and shared by Region of Peel (ROP)2 separate recruitment processes for Uniform and Civilian:

Phase 1 - Uniform eRecruit: live Sept 2005, resulted in:

Infrastructure for supporting internet recruiting (external PS environment)System customizations and interfaces that can be leveraged for Civilian process

Entire PS infrastructure hosted and shared by Region of Peel (ROP)2 separate recruitment processes for Uniform and Civilian:

Phase 1 - Uniform eRecruit: live Sept 2005, resulted in:

Infrastructure for supporting internet recruiting (external PS environment)System customizations and interfaces that can be leveraged for Civilian process


Project Goals & ObjectivesProject Goals & Objectives

Phase 2 - Civilian eRecruit:Improve internal and external recruitment process with increased automation and efficienciesImprove handling of unsolicited applicants and resumes (5000 received annually)Consistent process for both internal and external recruiting

Phase 2 - Civilian eRecruit:Improve internal and external recruitment process with increased automation and efficienciesImprove handling of unsolicited applicants and resumes (5000 received annually)Consistent process for both internal and external recruiting


Project DeliverablesProject Deliverables

Applicants (internal/external):Automated “view job posting” processOn-line “no resume” application processJob search agent for “preferred job posting” alertsAutomated email confirmations and rejection notifications

Applicants (internal/external):Automated “view job posting” processOn-line “no resume” application processJob search agent for “preferred job posting” alertsAutomated email confirmations and rejection notifications


Project Deliverables (cont’d)Project Deliverables (cont’d)

Recruitment Team/Managers:Auto-generated and cloning of job requisitionsAutomated pre-screening and final-screening processNew custom reports including applicant profile report/packages

Recruitment Team/Managers:Auto-generated and cloning of job requisitionsAutomated pre-screening and final-screening processNew custom reports including applicant profile report/packages


Project Deliverables (cont’d)Project Deliverables (cont’d)

Security & Infrastructure:Self-registration process for internal applicantsNew PRP HR Intranet that would support rollout of further ESS applications (not just eRecruit)Integration with PRP internet and intranet sitesUpdated interfaces and processes

Security & Infrastructure:Self-registration process for internal applicantsNew PRP HR Intranet that would support rollout of further ESS applications (not just eRecruit)Integration with PRP internet and intranet sitesUpdated interfaces and processes


Project ScopeProject Scope

STAGE 1 (2 months): Full Business Process Review

Resulted in new business process, including “no resume” decision

Preliminary fit/gap and high-level functional and technical designProject charter and detailed work plan developed

STAGE 1 (2 months): Full Business Process Review

Resulted in new business process, including “no resume” decision

Preliminary fit/gap and high-level functional and technical designProject charter and detailed work plan developed


Project ScopeProject Scope

Stage 2 (7 months):Detailed fit/gap & configuration designTechnical design & development (on-line, interfaces, reports)UAT/Integration testingHR intranet redesignEnd user training & proceduresChange management and communication

Stage 2 (7 months):Detailed fit/gap & configuration designTechnical design & development (on-line, interfaces, reports)UAT/Integration testingHR intranet redesignEnd user training & proceduresChange management and communication


Project TeamProject TeamProject Director

(Sponsor)(1/PT, PRP)

Technical Team Lead

(1/PT,Katalogic)

Functional Team Lead

(1/PT, Katalogic)

PS Tech Coordinator(1/PT, ROP)

PRP HR Intranet/Internet Content Review/Develop

(1/PT, PRP)

eRecruit TechnicalDeveloper

(1/PT, Katalogic)

PS Technical Developer

(1/PT, ROP)

eRecruit FunctionalConfiguration Team

(2/FT, PRP)

Recruitment SME(1/FT, PRP)

Intranet/Internet Developer(1/PT, Katalogic)

Project Manager(1/PT, Katalogic)

Region of Peel staff

External ConsultantsDBA/System Admin

(1/PT, ROP) PRP staff

Recruiters/Testers(4/PT, PRP)


“No Resume” means…“No Resume” means…

Cover letters and applicant resumes are eliminated, and replaced by “on-line”application form (eRecruit)No paper resumes, faxes or email resume attachments to process or fileEliminate HR data entry of applicant information

Cover letters and applicant resumes are eliminated, and replaced by “on-line”application form (eRecruit)No paper resumes, faxes or email resume attachments to process or fileEliminate HR data entry of applicant information


Why “No Resume”Why “No Resume”

Promotes consistency in data collectionDirect applicants to complete fields for data that HR requires for selection process (e.g. specific skills and/or proficiencies)

Enables automated screeningDrop-down selections vs. free-form text supports automated screening

Promotes consistency in data collectionDirect applicants to complete fields for data that HR requires for selection process (e.g. specific skills and/or proficiencies)

Enables automated screeningDrop-down selections vs. free-form text supports automated screening


Why “No Resume” (cont’d)Why “No Resume” (cont’d)

Eliminates biases (no cover letters, grammar/spell check, etc.)

Ability to compare all applicants on same set of collected data

Reduces operating costs No resume scanning software or resources required to support resume processingNo paper to print, photocopy, process or file

Eliminates biases (no cover letters, grammar/spell check, etc.)

Ability to compare all applicants on same set of collected data

Reduces operating costs No resume scanning software or resources required to support resume processingNo paper to print, photocopy, process or file


Why “No Resume” (cont’d)Why “No Resume” (cont’d)

Shifts accountability to applicantsEliminates “guess-work”, follow-up and administration on part of HR/Recruitment staff when applicants provide incomplete informationForces applicant to complete process (vs. resume services)Kiosk available on-site at HR department

Shifts accountability to applicantsEliminates “guess-work”, follow-up and administration on part of HR/Recruitment staff when applicants provide incomplete informationForces applicant to complete process (vs. resume services)Kiosk available on-site at HR department


Key Design ElementsKey Design Elements

HR Intranet Redesign Promotes seamless integration of PS e-Apps and other non-PS self-service solutionsAllowed for consistent marketing messages of “HR ESS” vs. “eRecruit”

Internal Applicants - Self-RegistrationEliminates need for manual security administration in a time-sensitive process

HR Intranet Redesign Promotes seamless integration of PS e-Apps and other non-PS self-service solutionsAllowed for consistent marketing messages of “HR ESS” vs. “eRecruit”

Internal Applicants - Self-RegistrationEliminates need for manual security administration in a time-sensitive process


Key Design Elements (cont’d)Key Design Elements (cont’d)

On-line Application Process Collects all information that is required and/or typically given on resumeCan be completed efficiently/quickly

Handling of Unsolicited ApplicantsHow to handle with a “no resume” approach

HR/Management Matrix ReportsRanks/rates and/or screens based on data collected

On-line Application Process Collects all information that is required and/or typically given on resumeCan be completed efficiently/quickly

Handling of Unsolicited ApplicantsHow to handle with a “no resume” approach

HR/Management Matrix ReportsRanks/rates and/or screens based on data collected


Old HR IntranetOld HR IntranetColour scheme and look and feel would not integrate well with PS application pages and external internet site.

Needed to add sign-on page for ESS services.

Needed scalable design for future ESS applications.


Redesigned HR IntranetRedesigned HR Intranet

Link to Self-Registration process.

Introduced “My Private I” as a secure self service site to access personal information.

Redesigned homepage pagelets for “bulletins/events” and “FAQs”.

Re-branded site to integrate with colour scheme and look and feel of PS application pages and external internet site.

Intranet homepage is external to PS (banner, navigation, pagelets).


Employee Self RegistrationEmployee Self Registration

Employee is given step by step instructions for the self registration component.

Steps are configured in the message catalog.

Employee must provide Emplid. Name is displayed if Emplid is found in the database.

Employee then must enter their SIN and Date of Birth.

Authenticate button validates the information provided against PeopleSoft.


Self Registration (cont’d)Self Registration (cont’d)

If employee is authenticated this page is displayed.

Email address is displayed for confirmation. An error message is returned to the user if no email is found.

Employee enters a question hint and answer that is used with the forgot my password functionality.

Once all fields are entered the Submit Request button will generate the user ID and return a message indicating success.


“My Private I” – HR ESS Site“My Private I” – HR ESS SiteBranded HR ESS Site. Custom template in PS.

Recruiting ESS along with other ESS applications.


Applying via IntranetApplying via Intranet

Recruiting homepage accessed via intranet.


Applying via Internet SiteApplying via Internet Site

Applicants sign on using their email address as their “ID”.

Applicants can view postings and/or set up Job Search Agents.

Custom navigation built in PS.

Banner is external to PS.


Unsolicited ApplicantsUnsolicited Applicants

Same process as “applying for a job opening/posting”.

Set up job postings that were called “Future Opportunities” and set up recruitment/applicant templates to collect required information for each category.

Disabled PS delivered “submit general resume” functionality.

Enables screening and effective searching of candidates.


Let’s Take a Look…Let’s Take a Look…

www.peelpolice.cawww.peelpolice.ca


On-Line Application InformationOn-Line Application Information

Leveraged in:HR – Screening Pages

PreliminaryFinal

HR/Management Applicant Profile Reports Job Competition Summary Matrix

Leveraged in:HR – Screening Pages

PreliminaryFinal

HR/Management Applicant Profile Reports Job Competition Summary Matrix


HR - Screening PagesHR - Screening Pages

All applicants who applied to a posting.


HR - Screening Pages (cont’d)HR - Screening Pages (cont’d)

All applicants who meet preliminary screening criteria.



All applicants who meet final screening criteria – passed testing –Disposition tab.



Applicant ID Link – to Applicant Summary.



Requirements Matched page – All applicants ranked by points.


HR Screening Pages (cont’d)HR Screening Pages (cont’d)

Requirements Met Link – Summary of applicant qualifications and points obtained, matched against screening criteria.


Applicant Profile ReportApplicant Profile Report

Generated “profile” (aka resume) – from PeopleSoft compiling all data together into one report.


Job Competition Summary MatrixJob Competition Summary Matrix

Recruiter/manager report comparing all applicants in a matrix format.


Project ChallengesProject Challenges

Technical Development PS (eRecruit) and Non-PS Skills (web development html and javascript for internet/intranet and templates )Customization level – overall volume high, low impact to vanilla objects

Modified cloned application pages (bolt-on)Created new custom navigation and templates in PSCustomized business logic to support PRP’s recruitment process

Technical Development PS (eRecruit) and Non-PS Skills (web development html and javascript for internet/intranet and templates )Customization level – overall volume high, low impact to vanilla objects

Modified cloned application pages (bolt-on)Created new custom navigation and templates in PSCustomized business logic to support PRP’s recruitment process


Project Challenges (cont’d)Project Challenges (cont’d)

Extensive Functional TestingLarge scope of configuration (30+ tables), customizations and integration (internal and external)

Extensive Functional TestingLarge scope of configuration (30+ tables), customizations and integration (internal and external)


Testing StatsTesting Stats

8 weeks of testing, 9 testers, 1048 test scripts executed8 weeks of testing, 9 testers, 1048 test scripts executed


Project ResultsProject Results

Since December 2006 go-live:84% of Civilian employees self-registered69 Civilian job postings1900 Civilian external applicants

HR/Recruitment AdministrationReduction of 1 FTE, no longer processing resumes

Since December 2006 go-live:84% of Civilian employees self-registered69 Civilian job postings1900 Civilian external applicants

HR/Recruitment AdministrationReduction of 1 FTE, no longer processing resumes


Project Results (cont’d)Project Results (cont’d)

Supervisor, Employment“Employment staff have transitioned from data entry clerks to recruiters who provide more value-added services to hiring managers.”

Supervisor, Employment“Employment staff have transitioned from data entry clerks to recruiters who provide more value-added services to hiring managers.”



Management testimonials“Screening and interview process has been streamlined. Huge volumes of unmanageable paper have now been replaced by summarized comparative applicant profiles and reports.”

Management testimonials“Screening and interview process has been streamlined. Huge volumes of unmanageable paper have now been replaced by summarized comparative applicant profiles and reports.”



Employee testimonials“Viewing job postings and applying for jobs is easily done at my desk. I like the immediate acknowledgement that my application has been received.”

Employee testimonials“Viewing job postings and applying for jobs is easily done at my desk. I like the immediate acknowledgement that my application has been received.”


What’s NextWhat’s Next

Reviewing Oracle 9.0Upgrade of PRP eRecruit is expected to be significant effortApproach:

Detailed fit/gap analysis to determine options for maintaining overall PRP business logic and look & feel

Reviewing Oracle 9.0Upgrade of PRP eRecruit is expected to be significant effortApproach:

Detailed fit/gap analysis to determine options for maintaining overall PRP business logic and look & feel


QuestionsQuestions

Thank you for coming to our session.

Donna [email protected]

Wendy [email protected]

Thank you for coming to our session.

Donna [email protected]

Wendy [email protected]

Documents

“No Resume” Approach with eRecruit - katalogic€¦ · “No Resume” Approach with eRecruit Session #103 Donna Gwillam, Peel Regional Police Carolyn Moore, Peel Regional Police