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Customer satisfaction and job management benchmarks
- 10. Escalation CE/CPM/CAM Client HR
- 11. Benchmarks 30 days 60 days
- 19. Sourcing
- 21. When to source? = Accolo Profile Job Offer and Close Reference, Background Checks Hiring Manager Interviews Source Candidates Screen Candidates Develop Recruitment Plan Sourcing
- 22. Best practices Active candidates Passive candidates
- 23. Documentation
- 25. Review
Notes de l'éditeur
- Effective management of every job is essential to Accolo’s success
- Benchmark: 0-15 days Stage: < 3 active candidates through the SIQs Stage: > 3 active candidates through the SIQs Benchmark: 16-30 days Stage: Phone screening Stage: Initial interviews Benchmark: 31-45 days Stage: 2/3 Round interviews Stage: Final interviews Benchmark: 46- 60 days Stage: Offer extended
- Jobs may be designated red due to: - Low/no flow, for a variety of reasons. To name a few: Unrealistic expectations Low salary Not reaching the right audience (job description is off or not posted in the right places) - Candidates not on target - HM is not engaged. Including, but not limited to: No feedback on candidates No availability to interview Missing interviews Not responding to HC's contact Doesn't believe in the process, or want to work with it Behind timeline (e.g. First round interviews 45 days in) This is usually a result of any of the first three things Single-threading (the HM really likes one person, but you have no back-up plan) Parallel recruiting processes (either you're working against other internal recruiters, or the job is out to agencies)
- TalentHook is a resume search tool that allows you to simultaneously search hundreds of Internet resume sources—in a matter of seconds. By automatically sifting through the payboards, freeboards, and independent sites across the open web, TalentHook saves the Internet recruiter hours of wasted time. TalentHook requests are created on the AccoloSphere.
- Compensation question knockouts often cause this flow problem.
- You can also contact a few of the candidates that were clearly not a fit, and ask them what triggered them deciding to apply.
- Review the candidates with the HM and use feedback to refine the IIQs
- Make sure the HM is putting candidates on hold – many HMs review a candidate and let him/her sit in the console for weeks. Explain that by putting the candidate on hold, they will keep candidates engaged in the process and also clear out their “Make Decisions” bar. If the client has a list of candidates that you have personally reviewed and approved and are awaiting decisions from the HM, hold off on extensive manual sourcing efforts or re-launching until you have feedback on the candidates in the queue and the HM has made decisions. Don’t let the candidates sit there long - escalate to the deal contact at the client or your own manager. Periodically check for candidates that have passed the IIQ but not the SIQ and e-mail or call those that look qualified to request they finish the SIQ. Candidates that have passed the IIQ and do not go on to finish the SIQ will be notified 48 hours after passing the IIQ that s/he needs to finish the process. It is still a good idea to follow up quickly however with a phone call and/or email. If candidate flow is slow or has leveled off, screen through the candidates that did not pass the IIQ to see if any are viable candidates. Pass along the resumes of any that look interesting to the HM and offer to renew the process for that candidate if the HM is interested. Match your level of contact to the particular client. They are engaging us because they don’t have time to do this themselves. If you create work for them by consistently interrupting them or requesting they call you, they will not view Accolo as a net benefit. Make it easy -- if the HM wants to run the show, great, but assume they don’t. Phone screen, rank, and coordinate between the HM and candidates.
- Need a better graphic
- DISCUSS PRIMING THE PUMP REASONS TO SOURCE (LOW FLOW, NARROW SKILLSETS, ETC.) TYPICALLY ENDS UP SAVING YOU TIME Job Aids on the Training site.
- Be source inclusive Go through each one briefly and how to utilize Side note on using social networking within the system, distribution, referral search. Several touches.