Upload
phoebe-flynn
View
223
Download
2
Embed Size (px)
Citation preview
Workforce Optimization Strategies for Recruiters
Max Simkoff CEO, Evolv On-Demand
3
Overview
• Why should I care about optimizing my recruitment and hiring process?- US call centers: $2 Billion – $5 Billion spent annually on “fixing” broken hiring processes- Recent survey: 89% of companies that employ technology saw benefits in their hiring
management of hourly employees; (1) better quality candidates and (2) shorter and less expensive hiring cycles
• How can a technology-optimized recruitment and hiring process measurably affect my call center workforce quality?
- Savings for company w/ 10,000 applicants, utilizing electronic hiring management tools: (1) Average of $900 per new hire, and (2) time to fill vacant positions dropped by 50-63%
• What can I do in order to optimize my recruitment and hiring process?
4
Case Study
BackgroundWell-established accounts receivable management outsourcer with over 250 agents,
$1 Billion in placements, and 100 clients nationwide. Primary gauge for workforce quality: “learning-curve”.
Challenges• Lengthy Time-to-Hire• Difficulty Tracking Applicants• High-Value “Resource Drain” on Recruiting • Ineffective Screening Processes• High Annual Turnover• Sub-Optimal Agent Productivity
Pre-Optimized ApproachStep Approach Time Added Benefit
Source Write, purchase and post each job separately across multiple online & offline sources.
15 min. per posting, per
source
~$40K in Cost Savings (575 hrs screening
time saved)
~$200K in Revenue Produced
Screen/Track Resumes manually screened for experience. Phone screens done by recruiters for potential fit candidates. Info stored in Excel.
1 min. per resume,
10 min. per phone screen
Interview Interview scheduling/tracking customized by interviewer. Ad hoc questions used, notes stored in Excel.
1 hr intvw (incl.
scheduling)
Check SSN & DOB collected at interview, paper-based BG check used post-interview.
6 days (avg. duration)
On-Board W4/I9/Onboarding forms completed manually, data loaded manually into payroll/HRIS
10 min. per hire
Total Manual process with heavy involvement/labor cost from recruiters and call center supervisors.
75 hrs total, or 4 hrs/hire, over 1 week
5
Job Posting Aggregator
Automated Online App w/ Position-Specific Assessments
Automated Online Intvw Scheduling, Standardized Question Templates
Online BG Check w/ Data Capture from App
Automated Forms Pre-Population & Payroll System Integration
15 min. total
No resume screen,
3 min. phone screens
½ hr interviews
3 days (avg. duration)
3 min. per hire
32 hrs total, or 1 hr/hire over 3 days
Automated Process with No Call Center Supervisor Involvement Required
Post-Optimized Approach
6
Employee Contribution
Breakeven
Time
Hire Onboard Ramp Up OptimalProductivity
Pre-Optimized
Post-Optimized
7
Wrap Up
Our experience has shown that the following best practices hold true:
•Optimize Use of Desktop Applications by Recruiters to Yield Significant Dollar Value
- Today’s electronic hiring management tools can optimize most, if not all, stages of the recruiter workflow into a synchronized and automated process
- Result: quantifiably more efficient process
•Standardization = Reduced Subjectivity = More Control Over Outcomes- Using scientifically-validated standardized screening tools within the application not only provides
legal defensibility for hiring decisions, it also reduces agent turnover and improves hourly agent productivity