implementing an infrastructure to transform talent acquisition
DESCRIPTION
ERE Webinar from 3/4/09 presented by Sean Kent and Rob Sunderland.TRANSCRIPT
Implementing an Infrastructure to Transform Talent Acquisition
ERE Webinar Series – March 2009
Today’s DiscussionBalancing Strategy, Detail and the Real-world Challenges of Project Management
•Creating Ownership•Implementing Infrastructure•Key Learnings
WIFIM: You’ll gain the following:A proven approach; Specific objective
recommendations; Actual measured outcomes
Change Management
"640K ought to be enough for anybody."
Bill Gates, 1981
Southern Company
Employees: 26,421
Hires in 2007: 2054 external; 1864 internal; 400 temps - 714 exempt- 670 nonexempt- 670 craft labor
Average Service: 18 years
Average Age: 45 years
Turnover: 4.5% – 5%
Workforce Highlights
Apprentice Linemen
Plant Equipment Operators
Electricians
Craft Labor
Customer Service Representatives
Security Officers
Administrative Assts.
Plant, Lab, Chemical and Technicians
Non Exempt
Engineers
IT Professionals
Accountants & Financial Analysts
Designers
HR Professionals
Exempt
Our Situation…• Poor system performance and
reliability• Increased reliance on temporary
workers to handle manual / administrative tasks due to limited product functionality
• Difficult to easily gather, document and deliver promised metrics to customers
• Low adoption by hiring managers• Frustrated customers – resulting in
poor perception of Talent Acquisition and strained relationships with HR
Low customer satisfaction
Poor credibility
Exhausted team members
Not a career destination
Talent Acquisition
New Direction
Actions taken:– Leadership changes– New recruiting team
alignment– Created Operations
function• Technology & Vendor
Mgt• Metrics• Training
– Retained The Newman Group
• Organization Assessment
• ATS Support– ATS Project Approved,
Implemented & Launched
2005
2006
2007
Best in Class
2008
Step 1: Strategic Assessment
Collaboration
NeedsAnalysis
Process AlignmentTechnology Alignment
Structure Alignment
Interviews with key stakeholders
Evaluation of Talent
Alignment with the Business
Proximity to the
Business
Structure
Analyze recruiting processes
Alignment with business objectives
Identify inefficiencies and manual tasks
Customer Focus
Process
Asses impact of current platform
Address quick fixes
Identify future direction
Develop business case
Technology
Step 2: Vendor Evaluation
Technical Specs
Vendor Specs
Functional Specs
Request for Information
1.66
2.54
0.00
0.50
1.00
1.50
2.00
2.50
3.00
VirtualEdge Taleo
Composite Vendor Score
Product Demo & Hands on Testing
vendor vendor
Requirements Analysis
Full life cyclerecruiting
Reporting&
Metrics
GeneralFunctionality
Vendor Evaluation Team:(20 Members)
RecruitersHR Partners
ITHiring Managers
Aug 6, 2007 Mar 31, 2008
Sep-07 Oct-07 Nov-07 Dec-07 Jan-08 Feb-08 Mar-08
Project Planning
Application Design
HRMS Integration
Data Migration
ATS Implementation
Training and Go-Live
Application Testing
Step 3: Technology Implementation
“Pit of Despair”
“New ProjectExcitement”
“Not Again”
“CautiousOptimism”
Survival Toolbox:Comprehensive project planSub-committee project teams led by Core Team Members – accountabilityOver communicateStakeholder involvement – application design, testing, training phases
Em
oti
on
s
Project Timeline
Step 3: Technology Implementation
PROJECT OBJECTIVES GOALS SUPPORTING PROJECT OBJECTIVES MEASUREMENTS
Hiring Manager Satisfaction measurements on req creation, product usefulness, quality of product featuresLaunch an award winning career website recognized by an independent industry groupIncrease the number of product features not previously offeredDeliver a product that allows recruiters greater management of full life cycle recruiting by reducing manual tasks
Deliver IVR application at Go-Live
Deliver career websites with direct access to OPCO jobs at Go-Live
Provide required reports and dashboards at Go-Live
Hiring Manager Satisfaction around ability to deliver measurements and reportingDeliver a TA Scorecard
Achieve 99% uptimeImproved system performance measurements
Meet budget targetMeet schedule target
To execute world-class talent acquisition strategies in partnership with our business units, through highly skilled employees, with the greatest return on investment.
VISION OF SOUTHERN COMPANY TALENT ACQUISITION
Accessibility & Ease of Use Deliver technology that allows greater access to our jobs through Interactive Voice Response (IVR) and improved Career websites
ATS Implementation Project Goals - Summary
Best-in-class Recruiting Technology
Deliver optimal service and value to our customers by implementing user-friendly, flexible, intuitive, efficient recruiting technology
Budget & Schedule Meet financial and schedule targets
Reporting & Metrics Deliver accurate and insightful data, reports, and metrics
System Reliability Achieve 99% uptime
Objectives, Alignment and Gaining Support
Step 3: Technology Implementation
PROJECT OBJECTIVES GOALS SUPPORTING PROJECT OBJECTIVES MEASUREMENTS
Hiring Manager Satisfaction measurements on req creation, product usefulness, quality of product featuresLaunch an award winning career website recognized by an independent industry groupIncrease the number of product features not previously offeredDeliver a product that allows recruiters greater management of full life cycle recruiting by reducing manual tasks
Deliver IVR application at Go-Live
Deliver career websites with direct access to OPCO jobs at Go-Live
Provide required reports and dashboards at Go-Live
Hiring Manager Satisfaction around ability to deliver measurements and reportingDeliver a TA Scorecard
Achieve 99% uptimeImproved system performance measurements
Meet budget targetMeet schedule target
To execute world-class talent acquisition strategies in partnership with our business units, through highly skilled employees, with the greatest return on investment.
VISION OF SOUTHERN COMPANY TALENT ACQUISITION
Accessibility & Ease of Use Deliver technology that allows greater access to our jobs through Interactive Voice Response (IVR) and improved Career websites
ATS Implementation Project Goals - Summary
Best-in-class Recruiting Technology
Deliver optimal service and value to our customers by implementing user-friendly, flexible, intuitive, efficient recruiting technology
Budget & Schedule Meet financial and schedule targets
Reporting & Metrics Deliver accurate and insightful data, reports, and metrics
System Reliability Achieve 99% uptime
Objectives, Alignment and Gaining Support
Step 3: Technology Implementation
PROJECT OBJECTIVES GOALS SUPPORTING PROJECT OBJECTIVES MEASUREMENTS
Hiring Manager Satisfaction measurements on req creation, product usefulness, quality of product featuresLaunch an award winning career website recognized by an independent industry groupIncrease the number of product features not previously offeredDeliver a product that allows recruiters greater management of full life cycle recruiting by reducing manual tasks
Deliver IVR application at Go-Live
Deliver career websites with direct access to OPCO jobs at Go-Live
Provide required reports and dashboards at Go-Live
Hiring Manager Satisfaction around ability to deliver measurements and reportingDeliver a TA Scorecard
Achieve 99% uptimeImproved system performance measurements
Meet budget targetMeet schedule target
To execute world-class talent acquisition strategies in partnership with our business units, through highly skilled employees, with the greatest return on investment.
VISION OF SOUTHERN COMPANY TALENT ACQUISITION
Accessibility & Ease of Use Deliver technology that allows greater access to our jobs through Interactive Voice Response (IVR) and improved Career websites
ATS Implementation Project Goals - Summary
Best-in-class Recruiting Technology
Deliver optimal service and value to our customers by implementing user-friendly, flexible, intuitive, efficient recruiting technology
Budget & Schedule Meet financial and schedule targets
Reporting & Metrics Deliver accurate and insightful data, reports, and metrics
System Reliability Achieve 99% uptime
Objectives, Alignment and Gaining Support
"We're going to turn this team around 360 degrees."
Jason Kidd, upon his draft to the Dallas Mavericks
Get the right team in place
• Get outside of Recruiting/HR• Enroll your biggest critics• Strong Technical Team
Executive Sponsor
Steering Committee
Project Manager
Technical Team(Integrations)
Functional Core TeamOrganizational
Expertise
Program integrationsSingle Sign-On
Process; ConfigurationContent; Web Site;Testing; Training;Comm.; Reporting
Mgrs; HR partners; EEO; HR Service Center;
Recruiters
Project Implementation Team
Process; ConfigurationContent; Web Site;Testing; Training;Comm.; Reporting
Functional Core Team
• Full-time dedicated resources on Functional Team. Backfill with contractors.• Core team members lead sub teams• Recruiting owns the project• Resource continuity throughout transformation efforts
Tangible Impacts of Transformation
• Control over technology implementation
• Reorganize processes to improve candidate care
On time delivery
&
Under Budget
New Career SiteGuiding Principles:1. Target2. Engage3. Respect4. Inform
Additional Impacts of Transformation
• User adoption
• Optimized metrics for tracking recruiting performance
5% of our workforce applies to jobs each month
Requisition Creation
Recruiter95%
Hiring Mgr5%
Survey Says…
PROJECT OBJECTIVES GOALS SUPPORTING PROJECT OBJECTIVES MEASUREMENTS
Hiring Manager Satisfaction measurements on req creation, product usefulness, quality of product featuresLaunch an award winning career website recognized by an independent industry groupIncrease the number of product features not previously offeredDeliver a product that allows recruiters greater management of full life cycle recruiting by reducing manual tasks
Deliver IVR application at Go-Live
Deliver career websites with direct access to OPCO jobs at Go-Live
Provide required reports and dashboards at Go-Live
Hiring Manager Satisfaction around ability to deliver measurements and reportingDeliver a TA Scorecard
Achieve 99% uptimeImproved system performance measurements
Meet budget targetMeet schedule target
To execute world-class talent acquisition strategies in partnership with our business units, through highly skilled employees, with the greatest return on investment.
VISION OF SOUTHERN COMPANY TALENT ACQUISITION
Accessibility & Ease of Use Deliver technology that allows greater access to our jobs through Interactive Voice Response (IVR) and improved Career websites
ATS Implementation Project Goals - Summary
Best-in-class Recruiting Technology
Deliver optimal service and value to our customers by implementing user-friendly, flexible, intuitive, efficient recruiting technology
Budget & Schedule Meet financial and schedule targets
Reporting & Metrics Deliver accurate and insightful data, reports, and metrics
System Reliability Achieve 99% uptime
• Met established goals
• 100% of Recruiters agreed that the transition to new ATS was successful.
• Executive Briefing generated “Champions” for the new product.
Putting it all together
Increase efficiencies
Assess technology
Determine Structure
Strategic Assessment
Requirements gathering
Product demo & sandbox
Formal and controlled
Vendor Evaluation
Project Plan
Design
Testing
Training
Change Management
ATS Implementation
Learn from us
10. Double the cost estimates you receive from vendors9. Eight months to implement; expect the unexpected8. Simplify things; Expect future phase projects7. Conduct reporting summit prior to product design6. Utilize core team to deliver training and support product5. Strong competent IT team if integrations are critical4. Utilize a consulting firm that specializes in this area3. Develop your project plan prior to vendor kick off2. Collaborate with the business throughout1. Full-time dedicated project core team
Don’t rely too much on the vendor or the consulting firm – it’s your product, you need to know how it works