DHSC Overview - IdealHire
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The document discusses improving the hiring process through the IdealHire system, which aims to streamline candidate selection and reduce hiring time. It highlights issues with traditional resume-based recruiting, such as inefficiency and inaccuracies, and explains how the IdealHire system uses a structured skills database to match candidates quickly. The presentation emphasizes the benefits of leveraging technology for better quality hires and reduced recruitment costs.
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DHSC Overview - IdealHire
- 1. Reviewing the Hiring Process Improving the Hiring Process for Growth and Success
- 2. 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
- 3. Recent Hiring Survey Completed
- 4. 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? Career Center on Website No Career Link on Website
- 5. 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 months 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!
- 6. The Traditional Hiring Process… 1. Sourcing Average-55 minute investment Resources: Human Resources, Hiring Manager(s) and/or outsourced service Tools: Career Job Boards, Corporate Websites, Employee Referrals Step 1: Search Sourcing Assessment Interview Offer / Hire Step 5: Step 4: Step 3: Step 2: 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) Over Half the effort (52%) 34% 10% 18% 31% 7%
- 7. Unstructured format increases: Time-to-Hire Inaccuracies Cost Organizational Performance What is wrong with existing resume based recruiting systems? 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)
- 8. Hiring entities create a “profile” of the job requirements Candidates create a “profile” of their skills, experiences and education 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)
- 9. 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
- 10. 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: 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 Selection Experience “ Can Do” Motivation “ Will Do”
- 11. Capture information in a structured way PowerMatch EDUCATION INDUSTRY EXPERIENCE CERTIFICATIONS Candidate Pools HR/Hiring Managers HUNDREDS THOUSANDS MILLIONS Resumes---Unstructured Information EDUCATION INDUSTRY EXPERIENCE CERTIFICATIONS Candidate Pools HUNDREDS THOUSANDS MILLIONS HR/Hiring Managers Lots of guess work interpreting data Minimal effort selecting candidates Profiles---Structured Information Education Industry Skills Years of Experience Job Profile Certifications Proficiency Education Industry Skills Certifications Years of Experience Candidate Profile
- 12. Concept of the NLHC Enlisted Personnel Term of Duty Up for Renewal Exit? No Yes Re-Up for Another Term Attend Transition Assistance Program Create Candidate Profile Military Talent Pool Military to Civilian Skills Translator Thousands of New Candidates per Month Job Board Pricing or Free to PowerMatch Users Company “A” Job Requirements Matches Company “B” Job Requirements Matches Company “N” Job Requirements Matches
- 13. 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
- 14. 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
- 15. Q&A and Next Steps
- 16. Thank You Don Redinius: [email_address] Contact us for a product demonstration or go to www.idealhire.com