2

E = MC
E fficient Talent Identification
M anaging Application Volume
C onversion > App:Hire Success

By Frank Pacheco
Talent Identification

Passive Job Seekers

TRM Marketing
• Search Optimization
• Banners, Mass E-Mail

Selection Search Opt.

ATS
Vendor
Talent Identification
Start
Process
Active Job Seekers
Advertisement / Posting
Adv. • Major Boards
Aggregator • Niche Boards
Managing Application Marketing Platform DataMining Platform

Volume
Talent Landing Pages
Talent Community
Job Distribution
Social Networking
Email/RSS Marketing
Employee Referrals
Advertisement Platform
Job Boards Re-Recruiting

Job Classifieds Alumni

ATS Search Opt.

Vendor

Pre-Screening Knockout Questions

Resume Review Feedback Process TRM

Automated Interview - Application Talent Folders Map to Org Charts

Automated Phone Pre-Screening Smart Agent Talent Folders

Recruiting Network Events Job Family Evergreen Reqs

Processing Candidates
Pre-Screening Knockout Questions
decline letter & an invite to a specific talent community
Resume Review Feedback Process
Automated Interview - Application
candidates & map them against current/future positions
Automated Phone Pre-Screening
For Volume Driven Positions Only
Recruiting Network Events
ATS
The goal is to disqualify those that do not meet
“minimum requirements” > Qualified candidates
get invited to an on-line interview, the rest receive a
The recruiting manager reviews/approves resumes,
forwards qualified candidates to hiring manager and
secures feedback (all within 48 hours). This will increase
precision and reduce interview : hire ratio
The application collects pertinent data and the on-line
interview offers a comprehensive assessment of their
qualifications. The goal is to build a pool of qualified
This step is reserved for volume driven positions
to help recruiting managers qualify those with the
highest communication skills and potential
Invite qualified candidates and potential silver
medalist to a networking event with our hiring
authorities (Recruiting/HR/Hiring Managers)
 Automated Pre-Screening
Process
Prospects
Un-qualified
Pre-Screening
Questions:
1. Work/Home proximity
2. Years of experience
3. Work eligibility status
4. One or Two minimum
skills questions
5. Certifications
6. Degree
7. Salary
ATS
The goal is to disqualify those that do not meet
“minimum requirements” > Qualified candidates
get invited to an on-line interview, the rest receive a
decline letter & an invite to a specific talent community
DataMining Platform
Automated Talent Community
Declined Social Networking
Letter
Prospects Re-Recruiting
Junior Sourcing Recruiting
Team Managers
Forwards qualified
prospects for approval
Qualified
candidates Approves resumes,
forwards them to
Once Recruiting Mgrs hiring manager &
approve candidates secures feedback
(all within 48 hours).
Sourcers send them
automated Interview
Invite
 Resume Review / Feedback Process
The recruiting manager reviews/approves resumes, forwards qualified candidates to hiring manager and
secures feedback (all within 48 hours). This will increase precision and reduce interview : hire ratio

Junior Sourcing Recruiting Managers are responsible to Hiring

Team secure timely candidate feedback from Hiring Managers
Managers. Staffing Directors are responsible
for enforcing timely feedback from hiring Mgrs
and Recruiting Managers. Recruiting Managers
should provide full cycle resume feedback to
the sourcing team within 48 hours.
Sourcing team pre-qualifies Hiring Managers
candidates & forwards Reviews resumes
their resumes to Recruiting & reports detailed
Managers qualify/disqualified
Recruiting explanation back to
Recruiting Managers
Managers within 24 hours

Recruiting Managers Recruiting Managers

Disqualify some Qualifies some
candidates & reports candidates and
detailed explanation forwards them to the
back to sourcers within hiring managers for
24 hours further approval
 Automated Application &
First Interview Process ATS

The application collects pertinent data and the on-line

Automated
interview offers a comprehensive assessment of their
Declined
qualifications. The goal is to build a pool of qualified
Letter
candidates & map them against current/future positions

Junior Sourcing Un-qualified DataMining Platform

Automated
Team candidates Talent Community
Process Social Networking

Re-Recruiting
Application:
1. Work History
Automated 2. School GPA Recruiting
Interview Invite 3. Reason for changing jobs Managers
to pre-qualified 4. References
candidates 1st Interview: Qualified
1. Several in depth technical candidates
questions
2. Several in depth situational
questions
3. Several in depth Leadership
In-person
questions
Interview Invite
to Qualified
Candidates
Candidates
Conversion > App: Hire Success
                 

Proposed Proposed
    Old Model     Old Model  
Model Model
  Jobs: Difficulty Level Med - High Med - High          

Average Time-to-
  Number of Yearly Openings 1000 1000   100 Days 45 Days  
fill
Number of recruiters
B required
20 - 30 12 - 15          

Average Cost-
Number of Sourcers 5-7 2-3   $12,000 $7,500  
u Per- Hire

Advertisement 20% 20%          

d Marketing 10% 20%   Quality-of-Hire Medium High  

Search Firms 50% 20%          

g
Client
Technology 5% 10%   Medium High  
Satisfaction
e
Other 15% 10%          
t
Meet Business
  Savings $0 20%   Low High  
Objectives

                 
Managing Volume Driven
Job Openings
1. Automated Phone Screening
2. Recruiting Networking Events
Automated Phone Pre-Screening ATS

This step is reserved for volume driven positions Automated

to help recruiting managers qualify those with the Declined
highest communication skills and potential Letter

Un-qualified DataMining Platform

Junior Sourcing Phone Automated
Team candidates Talent Community
Process Social Networking

Re-Recruiting
Application:
1. Junior Sourcer e-mails Recruiting
Phone Interview
invitation with link to phone Managers
Invite sent to
pre-qualified interview
candidates
Phone Interview: Qualified
1. One technical questions candidates
2. One situational questions Those with highest
Communication
3. One Leadership questions
Skills In-person
Interview Invite
to Qualified
Candidates
Candidates
 Recruiting Networking Events ATS

Recruiting
Invite qualifiedEvent
candidates and potential silver medalist to a networking event with our hiring authorities
(Recruiting/HR/Hiring Managers)
Send RSVP letter +
e-mail invitations to
E-mail resumes selected candidates
Secure:
Pre-Event
Pre-Event

To Hiring Mgrs Pre-determine Event location

Pre-determine For review/ Right pool of Interview location
Area in need approval candidates Food/refreshments Confirm attendance
Marketing handouts with line Mgrs and
group leader (VP)

C) Last Hour B) Next ½ Hour A) First Hour

Event
Event

-RM Pre-screen candidates -SP Fred’s Video (15 m.) -Candidates register
-HM Interview candidates -Keynote Speaker (15 m.) -RM greets candidates
-VP interviews finalist -HM & candidates mingle

Exception:
Super candidate whom
VP wants to hire during the event
RM has paperwork
just in case
Event
PostEvent

Rejected candidates Finalist

Received a “No are invited Qualified finalist are handed over to RM
Thank you letter” to formal for interview scheduling and follow up
Post

interviews