INTRODUCING TALENT SONAR

Transcription

1 RECRUITER GUIDE

2 INTRODUCING TALENT SONAR Make faster hiring decisions Talent Sonar makes it easier to compare and review candidates based on the competencies that matter for the role. Mitigate bias Talent Sonar complements our strategic initiatives around mitigating bias with a technology platform. Attract and hire diverse candidates From writing more inclusive job descriptions to conducting blind resume reviews and structured interviews, Talent Sonar optimizes Nike s ability to attract diverse candidates and ensure Nike mitigates bias at each stage of the hiring funnel. Scale competency-based hiring Talent Sonar helps hiring teams focus on key competencies and will make sure our organization is consistent with these best practices. Gather predictive hiring data We will be able to use interview scores and performance data to predict what competencies and interview questions actually predict job success.

3 PILOTING TALENT SONAR WITHIN OUR EXISTING PROCESS Steps in bold take place in Talent Sonar Recruiter Hiring manager Interviewer Coordinator Posting 1. Initiate in ATS 2. Send welcome to hiring manager when it s time for kickoff meeting 3. Kickoff meeting to define skills + values (ideally before posting) 4. Copy/paste job description out of ATS into Talent Sonar a. Improve JD in Talent Sonar b. Copy/paste updated job description from Talent Sonar to ATS Sourcing 1. Source candidates 2. Upload shortlist to Talent Sonar 3. Score resume + advises who they will phone screen 4. Schedule phone screen in RightNow 5. Input phone screen results 6. Review phone screen results + submits interview request in RightNow (flag Talent Sonar Pilot ) Interviews 1. Assign competency-based interview questions (can also do at kickoff) 2. Save the Talent Sonar interview 3. Send calendar invites including Talent Sonar info 4. Conduct interviews + submit debriefs/ratings Decision 1. Review feedback + debrief meeting 2. Make offer 3. Close position + send disposition summary form

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5 JOB KICKOFF

6 GETTING STARTED Click New job to open a new job in Talent Sonar. Click Job settings to add other owners to the job. YOU MUST complete this step for the hiring manager to receive notifications for the job. Click Edit competencies to add and sort skills and values. Click Edit job description to edit the job description.

7 TIPS FOR JOB INTAKE MEETING At the intake meeting: Confirm the skills and values listed on the job with the hiring manager Resort them based on hiring manager priority Discuss interview plan and strategy If you d like to improve the job description to attract more diverse candidates: From the job dashboard click Edit job description Change words highlighted in red Remove qualifications that are not absolutely necessary Add words from Show word suggestions to get to a thumbs up 7

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9 RESUME REVIEW

10 UPLOADING RESUMES Drag any number of resume files anywhere onto this page to upload the resumes to the job. You can upload.doc,.docx,.pdf,.txt files. Once you ve uploaded the resumes, the manager will receive the resume alert From: Talent Sonar Subj: New resumes available for review on <Job name> 10

11 TIPS FOR SUPPORTING RESUME REVIEW Supporting the hiring manager s resume review process When the hiring manager clicks the link in the they will arrive to resume precommitment page. If you re with the manager while they review, you can advise them that ranking the categories helps them pre-commit to what is important for the role before they see the resumes content. The hiring manager will see this anonymized view of the resume: Once the manager has reviewed resumes, you ll see this field of the table updated with a number. Click the score in this resume review column to see score detail once the manager has scored resumes. You ll get this detailed candidate comparison: 11

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13 INTERVIEW + PHONE SCREEN SETUP

14 CREATE A ROUND FOR PHONE SCREEN FEEDBACK Change the name of the round by mousing over and clicking the Name the first round Phone screen; you can then assign the recruiter or manager a question to ask during the phone call with the candidate. Click the round name label to access the interview builder to assign the manager a question to cover in the phone screen. Click Add round to create an additional round; you can name that round On-site or Round 1, for example, for the interview round. 14

15 TIPS FOR CREATING INTERVIEWS Click the round name label to access the interview builder. (You can change the name of the round by mousing over and clicking the.) Start typing an interviewer s name to select them. If they haven t signed in before, you ll have to enter their name and . Click the + next to a question and then the interviewer s name to assign them a question. Click Change interviewer in the Schedule dashboard if you need to substitute a different person for an interview at the last minute. Review the Interviewer s Guide for more info on: Accessing interview guides How to print off questions How to submit notes 15

16 SHARING INTERVIEWS Click Schedule to save and share interviewers. Click Change interviewer if you need to sub in a different person for an interview last minute. Before any interviewer can access an interview in Talent Sonar, you must click Save on the scheduler page. This save step triggers the interview to become available to the interviewer in their Talent Sonar dashboard. Please note that: It s fine to add or remove questions after clicking Save It s fine to change the date/time after clicking Save Setting the date/time is not required The TAA will include instructions for submitting feedback via Talent Sonar in the interviewer invite . 16

17 DECISION MEETING Reviewing results Depending on hiring manager preference, schedule a round table meeting to review candidate scores and results Access the results page from the job dashboard by clicking the round s score info Click In progress in this interview round field to access interview feedback. Once all interview feedback has been submitted, In progress will instead show a number. This number is the calculated score based on all feedback. To see which interviewers have not submitted feedback yet, scroll down to their name; their panel will read Scores not available if the interviewer has not submitted feedback.

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19 QUICK TIPS

20 TIPS You can remove candidates that are no longer in consideration. Use the Hide feature to remove them from the applicant list. In-app chat is available M-F from 8 am - 7 pm PST. To date 100% of issues have been resolved in less than 15 minutes. In-app onboarding: Interactive tooltip to explain every step of using the product.

21 HIRING MANAGER GUIDE

22 HIRING MANAGER CHECKLIST SIGN IN AT INTAKE MEETING WITH RECRUITER Review role competencies Approve job posting Confirm interview team REVIEW RESUMES Pre-commit to what is most important for the role Conduct identity-blind review Easily see what candidates stand out through quantified scoring Automatically provide recruiter with additional data about why some candidates move on and some don t CONDUCT INTERVIEWS + SUBMIT FEEDBACK Advise recruiter of what interviewers should focus on in interview Recruiter assigns questions Admin shares interview packets and calendar items REVIEW FEEDBACK + CONDUCT ROUND TABLE REVIEW (OPTIONAL)? Need support? In-app chat is available Mon - Fri from 8:00 am - 7:00 pm PST Paige Panter paige@talentsonar.com Liz Kofman liz@talentsonar.com

23 RESUME REVIEW TIPS From: Talent Sonar Subj: New resumes available for review on <Job name> You ll receive this alert once there s resumes for you to review in the system. Click this link to review and score resumes. Engineering manager Score each resume Pre-commit to what is most important for the role Score each resume component as No, Maybe or Yes based on whether the candidate meets your hiring criteria Your recruiter will be able to see how you scored each component 23

24 USING TALENT SONAR FOR INTERVIEWS Click on the corresponding interview in your My interviews to do list. Please note: The date and time may be incorrect. Follow the date that your calendar item indicates. Or, navigate to the job dashboard by clicking on a job title. From the job dashboard click candidate name to preview their resume. You can also start your interview from this page by clicking the Go to interview button. To print your questions, click print off your questions under Things to remember. * You can close this page, but don t click Start interview until you re ready to submit your notes. * Bring your laptop with you to the interview. 24

25 IMMEDIATELY AFTER THE INTERVIEW Inputting your notes Bring your laptop to the interview and submit your feedback immediately following the interview. Click Start interview when you re ready to submit your notes You don t need to transcribe the candidate s response to each question. Just jot down your general impression and summary of your takeaways Remember, all interviewers will see the notes you put in Talent Sonar When you re finished, click Submit notes You won t be able to edit your notes after clicking Submit notes Scoring competencies Complete the survey to score skills and values for candidates When you re finished, click Save interview You won t be able to edit your survey after clicking Save interview Scoring rubric SKILLS Poor = Candidate would not be able to apply this competency without frequent guidance. Not good = Candidate could apply this competency in only the simplest situations. Baseline = Candidate has an average grasp of this competency. Good = Candidate could apply this competency even in difficult situations. Excellent = Candidate can apply this competency in very difficult situations. Demonstrates comprehensive understanding. VALUES Thumbs up = Candidate demonstrates this value. Thumbs down = Candidate does not demonstrate this value. 25

26 DECISION MEETING Reviewing results Depending on your preference, schedule a round table meeting to review candidate scores and results Access the results page from the job dashboard by clicking the round s score info Click In progress in this interview round field to access interview feedback. Once all interview feedback has been submitted, In progress will instead show a number; this number is the calculated score based on all feedback. To see which interviewers have not submitted feedback yet, scroll down to their name; their panel will read Scores not available if the interviewer has not submitted feedback.

27 INTERVIEWER GUIDE

28 BEFORE THE INTERVIEW Sign in Go to Click on the corresponding interview in your My interviews to do list. Please note: The date and time may be incorrect. Follow the date that your calendar item indicates. Or, navigate to the job dashboard by clicking on a job title. From the job dashboard you can preview the candidates resumes. You can also start your interview from this page by clicking the Go to interview button. To print your questions, click print off your questions under Things to remember. * You can close this page, but don t click Start interview until you re ready to submit your notes. * Bring your laptop with you to the interview. 28

29 IMMEDIATELY AFTER THE INTERVIEW Inputting your notes Your calendar is booked for an extra 15 minutes following the interview so you can input any feedback into Talent Sonar at that time, as well as complete the competencies evaluation. Click Start interview when you re ready to submit your notes You don t need to transcribe the candidate s response to each question. Just jot down your general impression and summary of your takeaways Remember, all interviewers will see the notes you put in Talent Sonar When you re finished, click Submit notes You won t be able to edit your notes after clicking Submit notes Scoring competencies Complete the survey to score skills and values for candidates When you re finished, click Save interview You won t be able to edit your survey after clicking Save interview Scoring rubric SKILLS Poor = Candidate would not be able to apply this competency without frequent guidance. Not good = Candidate could apply this competency in only the simplest situations. Baseline = Candidate has an average grasp of this competency. Good = Candidate could apply this competency even in difficult situations. Excellent = Candidate can apply this competency in very difficult situations. Demonstrates comprehensive understanding. VALUES Thumbs up = Candidate demonstrates this value. Thumbs down = Candidate does not demonstrate this value. 29

30 NEED SUPPORT? In-app chat is available Mon - Fri from 8:00 a.m. 7:00 p.m. PST Or give us a call! Paige Panter paige@talentsonar. com Liz Kofman liz@talentsonar.com