Best Practices Revealed: How to transform your system through process optimization
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1 Best Practices Revealed: How to transform your system through process optimization Talent Management Advisory Services June 20, 2016
2 What will I learn today? Key indicators for needing a process optimization What can I do to optimize my process How other organizations are optimizing their recruitment process Overview of TMAS service offerings
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4 Key Indicators Do I need a process optimization? Best in class organizations:» Review their overall recruitment process at least annually» Before turning on multiple features and functionality, assess both the change impact to overall recruitment processes and people» Obtain feedback about the overall recruitment process and candidate experience frequently» Always look to process improve (increase to the next level of maturity or become thought leader)» Understand how metrics play a key role in updating the recruitment process
5 How do you stack up to your talent competitors? Less than 20% of organizations believe that their talent acquisition function is fully optimized. Over 65% of talent acquisition functions are not globally prepared and this is true at all levels of maturity. Research shows that relationships between Hiring Managers and Recruiters is the top driver of Talent Acquisition performance and four times more influential than the other performance drivers.
6 Helping clients increase maturity Functioning Progressing Innovating Market Leading Gap Analysis - What does your organization truly think of your talent acquisition value add? Do your Hiring Managers view Talent Acquisition as strategic partners or merely order takers? Benchmarking and Metrics Analysis - How do you stack up to other companies competing for similar top talent? Talent Acquisition Holistic Workflow Analysis - Do you have established programs such as diversity, alumni, employee referral? Does your acquisition strategy reflect a strong employment brand with an active pipelines and successful social programs? Emerging from current state to future state, Best in Class - Our process optimization solution helps clients understand where they truly fall in all aspects of an effective talent acquisition strategy and guides them on how to get to their future state goals.
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8 What other organizations are doing to optimize their process Candidate Experience» Making their process Responsive» Using Social Media for both candidates and recruiters» Transparency of the recruitment process with application status access (HR status masking, etc.)» Providing frequent communication to candidate throughout the process Application Process» Keeping it simple reducing the # of workflows and candidate forms Assessment and Interviewing» Designing assessments to meet business requirements while keeping them simple and efficient for the candidate» Interviewing process and next steps that are transparent to the candidate with frequent communications.» Assessing candidates by evaluating the cultural fit» Insuring consistency across their organization» Providing on going training for new and existing users
9 What other organizations are doing to optimize their process Offering and Hiring» Involving Legal and HR through the offer process utilizing system process and automation» Involving the Hiring Managers deeply in the hiring and onboard process» Improving recruitment training to better the offer and negotiation process» Utilizing system technology to produce offers and capture electronic acceptance» Incorporating efficient background check process by integrating employment checks into the ATS» Using Onboarding and Social Connections Technology to create a better onboarding experience for new hires Reporting and Analytics» Simplifying requisition and candidate form to include only the necessary information» Auto-filling forms where applicable to reduce the chances of information being reentered incorrectly» Ensuring accurate reporting by requiring fields» Use reporting and analytics to evaluate effective sourcing strategies
10 Stats and Trends we are seeing»a Better Candidate Experience with a simplified apply process»a reduced number of HR Statuses and Forms»Integration of key process, like background checks and onboarding»cleaning up data fields, restructuring data to obtain optimal reporting
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12 What can I do to optimize my process?» Have a strategic plan to address candidate experience» Ensure you are polling your candidates about their experience both during pre-hire activities and post-onboarding» Make sure your apply process is responsive allowing candidates to apply any time, any where, and on any device» Keep it simple, look for ways to simplify your process» Automate appropriately, don t over do it» Use the data to take action, making process improvements regularly
13 Consulting Offerings
14 Process Optimization Package Optimizing before implementing is key to a successful project!» Talent Acquisition Effectiveness Survey» Metrics Analysis & Benchmarking» Process Optimization Workshop OUTCOMES:» Delivery of a comprehensive view from each stakeholder group of the effectiveness and identify areas of strength and development to increase efficiency of talent acquisition processes.» Reveal recommendations to enhance current maturity model in order to be competitive in this rapidly evolving space.» Benchmarking key metrics and receive recommendations for process enhancements» Clearly documented streamlined recruitment process that can help increase quality of hire and reduce time to fill through process improvements and efficiencies
15 Process Optimization Workshop Details OUTCOMES: An understanding of where to focus process enhancements for an optimum user experience and increased adoption. Outline and map future state recruitment processes and recommended system changes that allows for optimization of current system Consultation around industry best practices and what other clients are doing. DELIVERABLES Future State Process Map Final Recommendations Report and Action Plan Goals & Prioritization Measurement & Controls Business Proces s Excellence Culture & Alignment Improvement Techniques
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17 Complimentary Change Management Session Constant focus on managing change will increase project success and user adoption Change Management 1 Hour Free Scoping OUTCOMES: Overview of change management best in class methodology such as stakeholder assessment and leadership involvement to better prepare our clients. IBM Change Study Consultation around project best practices and lessons learned to prepare clients for a successful system adoption. An understanding of where to focus change efforts based on a change assessment analysis of the clients specific culture, Best Practices & Lessons Learned 1 Hour Change Management Change Scoping Assessment organization and scope of the engagement. 17 DELIVERABLES» IBM Change Management Study IBM Change Methodology» Client Specific Change Complexity and Risk Assessment Report
18 Change Management Making Change Work while the work keeps changing.» Assess your areas of complexity and risk with our complementary change assessment» Participate in a series of workshops that will lead to the development of a final change management strategy recommendation including the areas of: OUTCOMES:» Minimize business disruption and boost adoption rates of key stakeholders who are impacted by changes in process» Receive a recommended change management strategy including a detailed plan of tasks and activities associated with process transformation and system implementation change management strategy including a detailed plan of tasks and activities associated with process transformation and system implementation
19 OpenHR: What is it and why does it matter to you?
20 Why Kenexa Open HR: taking HR from locked to unlocked. Kenexa Open HR Unified User Experience & Open Talent Analytics Single-vendor Strategy Reduced choice Must utilize all modules from the same vendor to realize the benefits of integration Existing investments must be discarded Multi-vendor Strategy Many different user experiences for employees Users must log into multiple systems separately Analytics across HR all data is difficult or impossible Kenexa Open HR Strategy Select the best provider in each area Retain legacy investments Unified look & feel, and easier app navigation Talent analytics insights and predictions using all HR data sources
21 IBM Kenexa and Partner Ecosystem Talent Acquisition * Core HR Performance, Succession Integration LMS Payroll & Benefits Competencies Assessments Social network Learning and Development LCMS Talent Analytics Services Compensation IBM focus Talent Engagement and Survey Recognition Partners * Kenexa Talent Acquisition Suite core is open and extensible by partners via APIs
22 Kenexa Open HR platform 3 integration paths Brow ser Tab let Pho ne 1 Application level APIs & pre-built data connectors Talent Acquisitio n Connectio nssocial Open HR UX Framework Integrated User Experience, SSO, User Management, Profile Talent Manager Learning* Talent Insights Surveys* Partner apps and content 2 Open UX toolkit Talent Competency Framework, Assessments Open Talent Insights Platform Open Analytics services, APIs, templates 3 * Future Kenexa UX integrations Open Analytics toolkit Human Resources Information Systems Recruiting Performance Recognition Learning Employee Engagement Assessments
23 Open HR Engagement Overview: 3 Phases Understand Identification of top HR Challenges and Strategy Alignment HR Systems Stakeholder Assessment Up to 7 Demographics customized for your organization 3 Dimensions User Experience, HR Systems Design, Organizational Impact HR Technology Inventory & Review Explore Analysis of HR Systems Assessment and HR Technology Inventory Results and Recommendations Report from HR Systems Assessment & Technology Inventory IBM Design Thinking Workshops for optimal prioritization and selection of OpenHR Integrations Initial Prioritization Approach determined for OpenHR Prototype & Evaluate Proof of Concept Presentation Final OpenHR Road Map and Probability Index Report Product and Project Probability Index for each OpenHR Integration identified Summary Business Case and Recommendations Each phase consists of collaborative workshops and exercises, along with supporting tools to help us align to HR Strategy, identify the major pain points we need to solve for and design the optimal OpenHR Integration approach for each customer.
24 TMAS Open HR Engagement Details» The engagement is estimated to run approximately 6-8 weeks» We anticipate the engagement to occur just prior to or in conjunction with» The product purchase of OpenHR UX» Cost is $20,000 US Dollars» Target Audience:» CHRO, CTO» HRIT & HR Functional Lead Experts» HR Business Analysts and/or Data Scientists» Engagement Outcomes» Delivery of an HR/IT roadmap that utilizes the Open HR Platform allowing you to retain your current systems, unify the user experience, and increases your ability to analyze metrics across platforms.» An understanding of your defined stakeholder groups current experience of your HR Systems.» Clearly outlined Proof of Concept highlighting what your specific system could look like within the Open HR Platform» Engagement Deliverables (examples are included in the appendix)» HR Systems User Experience Stakeholder Assessment» Technology Inventory Findings Report» Proof of Concept Presentation» HR Road Map Report and Probability Index
25 Digital Analytics Consulting A bucket of consulting hours to assess data, identify areas of improvement and discuss best practices OUTCOMES: Identify key areas of improvement in current candidate experience based on data obtained from the Digital Analytics tool Share information related to Candidate Experience Best Practices. Provide a Final Report that will include recommended changes to current process based on data DELIVERABLE A final report highlighting findings including recommendations for process changes
26 What questions do you have? 26
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