The ideal process to find the ideal candidate

Reviewing the Hiring Process

Improving the Hiring Process for Growth and Success

In Today’s Session… Hiring survey results Overview of the traditional hiring process Overview of the IdealHire system Concept of Navy League Hiring Center Logic of DHSC and IdealHire pulling on oars together Potential correlation of this system to other capability

matching for area companies Q&A and next steps

Objective of the presentation: Familiarization with an improved hiring process

Recent Hiring Survey Completed

Our findings showed…

22% do not have a career link (Career Portal) on their website

Of the 78% that do…

100% have candidates upload resumes 4% have knock out qualifying questions A few are “old school” - have a pdf application

that a candidate completes by hand and faxes/mails to HR

Effectively, most companies source and select candidates in the same ineffective way

How is the traditional hiring process affecting your organization today?

78%

22%

Career Center on Website

No Career Link on Website

The Big Picture 98% of job seekers use the Internet in their search

CHALLENGE: Identifying who is right for you

Keyword searches cast a large net due to low inherent accuracy of the search

CHALLENGE: Management of resumes

Primary factor (capability) to perform a job is first based on obtained skills and depth of experience

CHALLENGE: Quick and accurate measurement of skill and experience

Nearly one-in-five employers report it typically takes two two months or longermonths or longer to fill open positions CHALLENGE: Decrease time to hire

The existing hiring process has not been optimized to the advantages obtained by the speed of the internet!

The Traditional Hiring Process…The Traditional Hiring Process…

Step 1:

Search

Sourcing

Assessment

Interview

Offer / HireStep 5:

Step 4:

Step 3:

Step 2:

1. Sourcing Average-55 minute investment Resources: Human Resources, Hiring Manager(s) and/or outsourced service Tools: Career Job Boards, Corporate Websites, Employee Referrals

2. Search Average-180 minute investment Resources: Human Resources, Hiring Manager(s) and/or

outsourced service Tools: Key word search tools, highlighter, skill

3. Assessment Average-95 minute investment Resources: Human Resources, Hiring Manager(s) and/or

outsourced service Tools: Skill, Personal Interpretation

4. Interview Average-165 minute investment Resources: Human Resources, Hiring Manager(s) Tools: Skill, Personal Interpretation

5. Offer/Hire Average-40 minute investment Resources: Human Resources, Hiring Manager(s)

34%

10%

18%

31%

7%

Over Half the effort (52%)

Unstructured format increases: Time-to-Hire Inaccuracies Cost Organizational Performance

What is wrong with existing resume based recruiting systems?

Structured Unstructured

Defining Job Placing Media Ads/Job Postings Receive Application Information Search Database Select Candidates Interview Process Reference Checking Testing Background Check Offer Onboarding Process

INFORMATIONSTEPS

Resumes are written in the style and terminology of the writer and must be interpreted by the reader (Accuracy)

Keyword searches can find thousands of resumes from numerous job boards – each must be read and interpreted (Time and Accuracy)

Quality of the selection decision is impaired (Cost and Organizational Performance)

1. Hiring entities create a “profile” of the job requirements

2. Candidates create a “profile” of their skills, experiences and education

3. PowerMatch, using a patented algorithm, matches and ranks candidates to job requirements in seconds

How the IdealHire System Addresses these Weaknesses

Focuses on skills, experience and education

Structured information using skills data base (>10,000 skills in data base)

How the IdealHire System Addresses these Weaknesses

Results in fast, precise and accurate identification of the best candidates for the job

Web based software as a service – No IT support required

The “Structured” Process focuses on improving the selection of candidates Collapses the process to 4 steps Savings in recruiter’s time – 30 to

50% Reduces the time to hire down to

as little as 1 week Pushes the work back to the

candidate Improves quality of candidates by

immediately identifying those who “CAN DO” the job

Improvement in selection quality - Reduced the average number of interviews per hire from 4 to 1.4

Step 1:

Search

Sourcing

Assessment

Interview

Offer / Hire

Step 3:

Sourcing

Step 3:

Selection

Experience“Can Do”

Motivation“Will Do”X

Interview

Offer / Hire

Step 4: Step 5:

Step 4:

Step 1:

TRADITIONAL IDEAL

Step 2: Step 2:

How the IdealHire System Addresses these Weaknesses

PowerMatch

Capture information in a structured way

EDUCATIONEDUCATION

INDUSTRY INDUSTRY EXPERIENCEEXPERIENCE

CERTIFICATIONS

CERTIFICATIONS

Candidate Pools HR/Hiring Managers

HUNDREDS HUNDREDS THOUSANDS THOUSANDS

MILLIONSMILLIONS

Resumes---Unstructured Information

EDUCATIONEDUCATION

INDUSTRY INDUSTRY EXPERIENCEEXPERIENCE

CERTIFICATIONS

CERTIFICATIONS

Candidate Pools

HUNDREDS HUNDREDS THOUSANDS THOUSANDS

MILLIONSMILLIONS

HR/Hiring Managers

Lots of guess work interpreting data

Minimal effort selecting

candidates

•Education•Industry •Skills•Years of Experience

Job

Pro

file

•Certifications

•Proficiency

•Education•Industry •Skills

•Certifications•Years of Experience

Can

dida

te

Pro

file

Profiles---Structured Information

Concept of the NLHC

Enlisted Personnel

Term of Duty Up for

RenewalExit?

No

Yes

Re-Up for Another Term

Attend Transition Assistance Program

Create Candidate

Profile

Military Talent Pool

Company “A”

Job Requirements

Matches

Company “B”

Job Requirements

Matches

Company “N”

Job Requirements

Matches

Military to Civilian Skills

Translator

Thousands of New Candidates per Month

Job Board Pricing or Free to PowerMatch Users

Logic of DHSC and IdealHire pulling on oars together Improve the hiring process

Lower costs Shorten the hiring cycle Find the best talent

Increase quality of hire Benchmark your current successful employees and mimic skills profiles in your

open positions Get candidates that match the skills required to be successful in the position

Tap into military talent pool >25,000 people per year exit military in Hampton Roads Area Enable long horizon look for support of proposals First access to a constantly refreshing pool of talent

Leverage the speed and capability of the Internet Source candidates from any talent source Build ongoing company talent pool

Regional growth Workforce Development Abundant access to talent Faster response to proposals Prime to local sub contractor engagement

Potential correlation of this system to other capability matching for area companies Future functional benefits in progress Workforce Planning

Capture employee skills Complete workforce skills inventory Understand GAPs – take action

Company to company skill locator Quickly identify potential partners Advertise company capability based on skill sets Keep business within the Hampton Roads area

Use of Structured Data Increase the Opportunities for Application

Q&A and Next Steps

The ideal process to find the ideal candidate

Thank You

Don Redinius: dredinius@idealhire.com

Contact us for a product demonstration or go to www.idealhire.com