Crafting the Perfect Process
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See how 3D Results helped Jo-Ann Fabric and Craft Stores with their Recruiting business challenges and solutions using the SuccessFactors Recruiting platform.
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Crafting the Perfect Process
- 1. October 2013 Crafting the Perfect Process
- 2. LANCE BROLIN Practice Director, Recruiting Services
- 3. About 3D Results • Senior-level Human Capital Management strategic consulting firm founded in 2002 • SuccessFactors Partner since 2008 – Providing HCM strategy consulting and implementation services built for the cloud
- 4. About the 3DR Team • Dedicated Staff Approximately 60 staff focused solely on SuccessFactors implementation • Full Suite Expertise All consultants are SuccessFactors trained • Extensive Experience Collectively, over 250 successful engagements by our team members • Direct Access Direct access to SuccessFactors implementation resources • Domain Experts Staff averages over 10 years of human capitol management and HRMS experience • Thought Leadership Five doctoral level practicing organizational psychologists on the team
- 5. Culture On Purpose Discover. Develop. Discipline.
- 6. RICH HENDRIX, SPHR Director, Human Resources Talent Management
- 7. “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” Larry Bossidy Former CEO, Honeywell / Allied Signal Co-Author of “Execution - The Discipline of Getting Things Done”
- 8. • One Store in 1943 – Mission: To spark the creativity that lives in every person – Vision: To be the best fabric and craft retail brand… • Today, nearly 800 Stores • Continue to meet our customer’s needs • Inspiration • Shopping Experience • Convenience • Value • Product First in Fabrics!
- 10. • Our Team – 21,500+ Team Members • 19.7k Retail Store TMs • 750 Distribution TMs » Hudson, OH ● Visalia, CA ● Opelika, AL ● Coming Soon! • 860 Store Support Center TMs • Our Values – I.C.A.R.E • Tom Williams – SVP, HR & Operations – 75 Total HR Team Members • Talent Management Team – Sarah Ullman – HRIS (+3) – Doug Redman – Talent Acquisition (+4) – Susan Bengela – Learning (+5) – Sam Maniar – Development (+3) Always Bet on People…
- 11. Jo-Ann Strategy 11 People Mission Inspiration Compassion Accountability Respect Engagement EBITDA Sales Gross Margin SG&A Market Share Store Portfolio Product Brand & Marketing PeopleCustomer Experience Operational Effectiveness Channel Integration Automation Develop Future Leaders Improve Performance Ensure Compliance Manage Expenses We employ a highly capable, inclusive workforce by attracting, developing, and retaining people. Team members are engaged and valued. Our culture is built on trust and accountability allowing for work-life balance. Be the Best Fabric & Craft Retail Brand
- 12. HR Must Add Value! 12
- 13. • Aggressive Growth – Smaller, Remote Markets • Changing Workforce Demographics – Loss of Knowledge – Mobility • Paper Based Processes – Slow, Inefficient, Unreliable • Multiple Systems/Warehouses/Integrations – SAP, Cornerstone, Kenexa, MS Office, Google Docs, IXOS, Paper • IT Support – Speed, Complexity, Resources, Expertise – Data Bandwidth in Stores Strategic Challenges
- 14. Why SuccessFactors • Learning (LMS) Market Review • SaaS Only Considered • Gartner Magic Quadrant • High Priority: Talent Management Platforms – Top 5 in Learning – Recruiting, Onboarding, Performance, Succession • High Priority: Ease of Use • Risk of Acquisition • Competitive – Price, Capability, Partnership, Roadmap
- 15. Right People Maintaining External Talent Pipelines Forecasting Future Talent Needs Building Talent Pools Selecting High Performers Filing Open Positions Right Development Maintaining Internal Pipelines Career Growth Business Driven Development Replacement Planning Individual Development Planning Right Focus Operational Coordinated Effort Aligned Goals Meaningful Goals Tangible Goals Why SuccessFactors
- 17. SARAH ULLMAN, SPHR Manager, HR Information Systems Practice Director, Recruiting Services – 3D Results LANCE BROLIN
- 19. 3D Results’ Process on Purpose
- 21. The Offer Process • The Challenge – Old Process • All paper • Not every candidate received an offer letter • Handled outside of ATS system – Desired State • Paperless • Simplified process • All candidates receive offer letter via email • Candidates electronically accept job offer • Hiring Manager and Recruiter receive candidate job offer response
- 22. The Offer Process • Solution * Candidates sent auto generated Offer Letter (via email) once placed in selected status * Example of auto generated Offer Letter
- 23. The Offer Process * Applicant electronically presented and accept/declines Job Offer
- 24. The Offer Process * Applicants Job Offer response presented to user within SF
- 25. User Adoption • The Challenge – Simple process – Process can be used in multiple areas of the business – Easy to understand
- 26. User Adoption • Solution * Process instructions by status reflected within Candidate Workbench
- 27. Create Consistent Job Postings • The Challenge – Multiple non-Recruiter users selecting from job summaries, thus high margin of error for incorrect selection • Must be easy – Job Descriptions not Recruiting friendly. Too long and utilized Company Specific acronyms • Must be User friendly, inclusive of the Candidate
- 28. • Solution * Families & Roles selection narrowed and simplified by presenting selections with Parent/Child relationship Create Consistent Job Postings
- 29. Weaving WOTC into Business Process • The Challenge – Used an IVR system on day 1 – Increase WOTC compliance – Integrating WOTC into the recruiting process – Informing Hiring Managers on whether someone is WOTC eligible
- 30. Weaving WOTC into Business Process • Solution * Recruiting emails auto generated to applicants within select statuses contain link to WOTC vendor * Eligibility reflected in Candidate Workbench
- 31. Onboarding Process • The Challenge – Paper Based - Manual – Time consuming – Not Engaging – TM not in Jo-Ann Systems on day 1 • Time keeping • Learning
- 32. Onboarding Process • Our Solution: Integration with LMS • On first day New Hire can begin training and adding value SuccessFactors Recruiting Onboarding SAP SuccessFactors LMS
- 33. Hot Gluing It All Together • The Challenge – Background • Automate process to allow all new hires to have background checks – Onboarding • Eliminate paper, I9 compliance – SAP • Feed data from Recruiting and Onboarding to SAP HR
- 34. SuccessFactors Dell Boomi Cloud WOTC - ADP SAP HRBackground - Asurint Onboarding – Verifications Inc
- 35. Hot Gluing It All Together • Solution • Background Check results presented in Candidate Workbench * Onboarding form completion progress reflected in portal on Candidate Workbench
- 36. BUSINESS RESULTS
- 37. Business Results • Reduction of paper – Eliminated • Paper Applications • Offer Letter Approvals • Offer Letters • New Hire Packets • Background checks • Requisition Forms
- 38. Business Results • Improved User Experience – Increased applicant pool; 139,000 people have applied – Over 800 Recruiting users within 3 separate businesses using same processes – One completely integrated and intuitive system – Focus on sourcing instead of managing candidates
- 39. Business Results • Candidate Experience – Simplified – Streamlined job search and application capabilities • Internal and External – All applications, offers, backgrounds and onboarding tasks are completed electronically
- 40. FINAL THOUGHTS
- 41. Our Keys to Success • SuccessFactors Talent Management – One system to manage talent • Hire a Great Implementation Partner – 3D Results! • Integration Execution – Partnership with 3D continues – Partnership with multiple vendors • Hire a Very Strong Project Manager(s) – Lots of Milkshakes! • Recruit Testers Early • Leadership Buy-In & Support – Stakeholder Input & Approval • System managed by HR not IT
- 42. Lessons Learned • Be Willing to Change Your Paradigm – Adjust Process to Technology v. Technology to Process • Don’t Underestimate the Complexity of SaaS – Integrations, Boomi, Change Management • Communicate, Communicate, Communicate – Don’t underestimate Change Management – Start Early, Expect to Continue Well After Go Live
- 43. Questions? • Contact Information – Rich Hendrix • Rich.Hendrix@joann.com – Sarah Ullman • Sarah.Ullman@joann.com – Lance Brolin • Lance.Brolin@3dresults.com – Dana Crosby • Dana.Crosby@3dresults.com
Notes de l'éditeur
- Include a 3D Intro slide
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Lance discusses how they designed the new offer letter process
- Lance discusses how they designed the new offer letter process
- Lance discusses how they designed the new offer letter process
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Lance discusses how they designed the new offer letter process
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Lance discusses how they designed the new offer letter process
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Lance discusses how they designed the new offer letter process
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it
- Sarah talks about the old process, why it didn’t work, and what the challenge was in changing it