© Copyright 2011 Avanade Inc. All Rights Reserved.The Avanade name and logo are registered trademarks in the US and other countries.

New Time To Hire Req Framework

S

Supportive 2012 ERE Reference Article:

It’s Time to Blow Up Time to Hire

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Future State

Time To Fill metric does not provide any real insight to areas of improvement. No ability to distinguish challenges with how long it takes to identify/source candidates vs. how

long it takes to move candidates through the interview process vs. how long it takes to meet the targeted demand date provided by the business.

Current requisition management model: Is outdated Doesn’t support Avanade’s business structure Doesn’t support global recruitment practices The requisition model is too complex Requisition creation is a cumbersome process Does not accommodate proactive keep in touch with high quality candidates (Silver Medalists,

Offer Declines, Alumni, High future potential’s)

1. An update to the core data model in Taleo to align to Avanade’s new people data model (Organization, Job Function) and Service Line structure.

2. Improved Req Management framework that will provide more consistency; simplified structure; Ability to proactively track and keep in touch with high quality candidates.

3. New Time to Fill metric framework that will give us more flexibility to identify areas for improvement in Time to Source candidates vs. Time to interview/process vs. overall time to hire against the business demand.

Current State

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New Req Management FrameworkTwo Primary Req Types (Posting/Sourcing Req + Demand Req)

1. Posting/Sourcing Req: Ability for recruiters to post jobs proactively to attract talent. Used to source, screen and assess candidates Ability to keep in touch with high future potential candidates (Offer decline, Alumni, silver

medallists, potential future fit candidates all matched back to their Posting Requisition, ready for similar roles in future at “Future Fit” step)

Requisitions feed into Demand Requisitions

2. Demand Reqs: Map to actual business demand needs Demand reqs will now use a Target Start Date (TSD) field based on when the business can hire

for that role Example: Backfill of an existing employee the TSD would be today Example: Net/New growth role that is to be hired in Q4 then TSD would be Q4.

Three New Time To Fill Metrics:1. STI: Sourcing Metric [Sourcing/Recruiting]: Candidate profile creation date to HM

Review/Skills 1 2. ITF: Interview/Process [Business]: Duration between HM Review/Skills 1 and hire date3. TSF: Time to fill role against Demand [Recruiting + Business]: Duration between Target

Start Date and hire date.

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Open Position (Req)

TTF (Time To Fill)Date Req Opened in the database

Date the Req was Filled

Sourcing/Pipeline Req

STI (Source to Interview)Recruiting

Open Demand Req

ITH (Interview to Hire)Business

New Metrics = 2 New types of Requisitions; Souring/Pipelining and Open Demand Req’s in the Database with 3 Key Indicators: STI, ITH & TTH

Old TTF Metric = 1 Requisition (Req) opened in the Database

Candidate Creation

Date

Submit to Business

Date

Business AcceptDate

TTH (Time To Hire) on Open Demand Req

Recruiting + Business

Req Target

Hire Date

Actual HireDate

TTH is independent of STI and ITF so it can indicate both proactive and reactive recruiting trends by Job Family, Geography, Business Unit, etc

Actual HireDate

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Time to Fill Metrics & Definitions• Target Start to Fill (TSF): Target Start Date through final hire status

– Business Just In Time recruiting Business has sold business demand today (or approved backfill) and is ready to hire a

candidate today. Recruiter opens Demand Requisition with Target Start Date of today based on business demand.

TSF calculation begins. TSF is in this case simply the time between Target Start date and final Hired status.

– Business Proactive Sourcing/Pipelining Business tells recruiter in Q1 about future demand in Q4. Demand Requisition is opened at

any time with a Target Start Date of the first day of Q4, but recruiter can use the Posting/Sourcing Requisition to gather candidates prior to start of Q4.

Recruiter identifies candidates in mid-Q3 and business proactively interviews candidates in mid-Q3, even though the business can’t hire until start of Q4.

In the first week of Q4 recruiter and business have identified a final shortlist of candidates. Final candidate is offered and accepts on the Wednesday of the second week of Q4 and is

moved to final hire status. Therefore, TSF would be 10 days (TSF start = first day of Q4. Hired status = 10 days later)

See slide 7 examples

Example A

Example B

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Metrics & Definitions continued• Source To Interview (STI): Candidate profile creation date to Skills 1 (To be

scheduled)

– Business Business tells recruiter in Q1/2/3 about future demand in Q4. Recruiter proactively identifies candidates against existing open Posting/Sourcing Requisition. STI clock starts when candidate profile was originally created (apply, capture, referral). STI is

simply the time between candidate file creation and Skills 1 (To be scheduled).

• Interview To Fill (ITF): Skills 1 (To be scheduled) through final hire status

– Business Business has sold business demand today (or approved backfill) and is ready to hire a

candidate today. Recruiter submits candidate who business wants to interview, ITF (Interview To Fill) clock

starts at Skills 1. ITF time is simply the time between Skills 1 (To Be Scheduled) and final hire status (some time

in future).

See slide 7 examples

Example C

Example D

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Metric Timeline Examples

7

Q1 Q2 Q3 Q4

Today’s date

TSF

ITFHM Review/Skills 1 Hire

TSFReq Target Start Date

Hire

STICandidate CreationDate

HMReview /

Skills 1

TSF

TSF

Req Target Start Date Hire

Example A

Example B

Example C

Example D

DEMAND Req