Accolo Process Overview

Accolo Process May 2013

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What we’ll cover

• Our Foundation: 10 Universal Hiring Best Practices

• Hiring Performance Model

• The Accolo 6-step process

• Accolo services


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Path of Least Resistance for the Hiring Manager

The hiring process should be the path of least resistance for hiring managers. They will typically embrace this path regardless of the desires of other stakeholders.

Every Job is Unique Every job is as unique as the hiring manager, team, geography, function and company and should be profiled and managed accordingly.

Courteous, Respectful and Confidential

Every stakeholder deserves to be treated with courtesy, respect and complete confidentiality. Applicants may have many points of intersection with the hiring company as consumers, investors, referral sources and future hires, and the totality of this relationship must be considered.

Referrals Must be Leveraged Referrals are a primary source of hirable candidates, and each recruiting effort should actively seek and follow-up with referrals via social media and direct personal outreach.

Incorporate All Sources All sources should be incorporated into the recruiting process, including traditional, non-traditional and direct sourcing methods.

Adaptable Process Recruiting approaches should be responsive to different job types (Executive, technical, non-exempt, etc.).

Diversity Sourcing Diversity sourcing should be included with every job. The world is diverse and a diverse workforce gives a company a strategic advantage.

Fair and Equal Opportunity Every candidate deserves a fair and equal opportunity to apply and receive job-specific consideration.

Follow up and Closure Every candidate deserves follow-up and closure, regardless of outcome.

Applicant Tracking EEO data capture, applicant tracking and reporting must be complete and accurate for every job.

10 Universal Hiring Best Practices


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Core ProcessApplicant Decisioning

Performance Reporting EEO/OFCCP Data

Capture/Reporting

Profile Job1

Candidate Scoring & Presentation

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Interview & Make Decisions5

Accolo process :ensures consistency & repeatability

Identify Candidates3

6Review and Adjust

Develop the Recruitment Plan2


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Profiling the job

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Interviewing the hiring managerLearning the specifics of the position


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Profiling the job

The goal of the profile discussion is to extract the information that is unique and exciting about the position.

1.Why would a candidate want this job? i.e. what is the #1 most attractive element about this job? What sets it apart from similar positions?

2.What are the hot sells of the job, your company and your team?

3.Primary mission or function of the role?

4.Projects and responsibilities starting on day one?

5.Future projects and responsibilities?

6.How will their success be measured?

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Developing the recruitment plan

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Writing a compelling job plan with relevant screening questions


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Developing the recruitment plan

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Identifying candidates

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Doing research, sourcing, using Accolo’s referral network, and job boards


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Progressive job marketing campaigns

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Articulation

of need

On-line

Job

Marketing

Social Media

Marketing

Referral

Campaigns

Intelligent Targeted Sourcing

Candidate Relationship Management

Candidate Relationship Management

• Social Recruiting is eMarketingLeverage the proven techniques of marketing and marketing automation

• Every Job Search is a Marketing CampaignAllow the Data to Drive the Process and treat every candidate with courtesy and respect


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Online interview

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Having the applicants complete online screening questions and documenting

all contact with them


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Candidate scoring and presentation


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Candidate scoring and presentation

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Interview and make decisions

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Interviewing candidatesRanking and recommending applicants Following up with the hiring manager


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Interview and make decisions

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Review and Adjust

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

Reviewing the job progress

Adjusting the effort based on the hiring manager’s decisions and feedback


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Accolo Services

Accolo Core ProcessAccolo

Managed

AccoloManaged

SharedServices

Hiring Manager Involvement

ProfileJob

DevelopJob Plan

IdentifyCandidates

InterviewOnline &

Document

Reviewand

Adjust

Interview& Make

Decisions

RequisitionApproval

Reference/Background

Check

New HireProcessing

Negotiate& Close

Assimilationand

Retention


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Typical Ratio of time spent by an HCN

Writing plans

Sourcing - 3 hours

Reviewing Candidates

Phone screening

Talking to hiring managers*

Interview scheduling/follow up

Misc. work - posting, rewriting, etc

Profiling an HM

Researching for a profile

Offer extension/negotiation

Reference check/background check

*reviewing candidates, follow up, weekly meetings, etc.


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Review


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Review questions1. How is Accolo different from other recruitment/hiring

companies?

2. What is the most crucial part of the Accolo process and why?

3. Why do we drive all candidates through the online interview?

4. What is an IIQ and a ISQ?

5. We are source neutral. What does this mean?

Technology

Accolo Process Overview