Talent Acquisition

Hiring Practices
Analysis
Technology Job Family
Executive Summary
OBJECTIVE KEY ISSUES RECOMMENDATIONS IMPAC
T
Identify the best practices with respect
to technology hiring from mid to senior
segment across market (GICs, Product
~20% more TAT in interview
& Service companies)
~14%
and assessment process in Decrease in total cycle
What are the best technology hiring as compared time that contributes to
hiring practices in to competitors hiring of SG24-SG27 levels
the tech industry
across market and
how can Optum
leverage those ~30%
practices to reduce Recommend the efficient & effective Decrease in Turn – Around
– Time in the Interview
the Turn – Around means to streamline the Talent process across SG24-
How can we enter
– Time for the whitespaces to capture Acquisition roadmap SG25 levels
recruitment process value and become a true
sustainability partner
to clients? ~50%
Decrease in Assessment
Process across all job
families across SG24-SG25
levels

6
 Operational Approach
..

Data Analysis Check For Improvements Provide Insights

Define Process Benchmarking

Identify stages in Compare the hiring
recruitment process practices/ stages
High Level Low Level Areas leading with Optum
Segmentation Segmentation to Cycle Time
High Level Low Level 1. Identify key
causes
Segmentation by Segmentation by
industry: Technology/ Job Family 2. Identify best Benchmarking
hiring Calculate number
1. Product Industry and Experience Range: practices Compare the TAT
2. Service Industry 1. Niche Technology of days to identify
TAT selection for hiring practices/
3. GICs 2. Easy
skills – to – hire stages with Optum
process

Deep dive into areas contributing to higher cycle time based on the data segmentation and identifying best hiring practices and
implement them to reduce the cycle time in the recruitment process

DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS

Deep Dive into Data Analysis
.
Methodology and Analysis:
•Analysis conducted on data between Jan-Dec, 2020
• Research Methodology
• Conducted primary research by enquiring with professionals from HR fraternity across
various organizations. The key findings included: identifying the recruitment process being
practiced in their respective firms and resonating the observations to address the gaps in the
recruitment process of Optum across various sectors.
• Appraised the results carefully through secondary research backed by data that included
studying and analyzing the Year – to – Date data on various parameters
•Data Segmentation – India Check for
• Primary-level segmentation by Industry: Service, Product and GICs Improvements
• Secondary-level segmentation on technology job families and skillsets: Niche Skills and Easy Provide key
– to – Hire Skills insights and
• The following technologies/ job families have been covered in Niche Skillsets:
Study hiring process opportunities for
• JAVA Full Stack/ .NET Full Stack/ Architect/ Mainframe
• The following technologies/ job families have been covered in Easy – to – Hire Skillsets:
to identify key improvement
• Testing/ Data Visualization/ Hadoop/ Analyst gaps/improvement identified from
• Tertiary-level segmentation based on the experience range of the candidates: opportunities in the assessments
• 0-2/ 2-4/ 4-6/ 6-8/ 8-10 years current design of and interview
• Defining process stages, type of process (assessment, individual/ panel interview) across processes/ process
market, calculating No. of days at each stage and No. of days for entire process (Cycle Time) recruitment structure
• Deep dive into areas contributing higher cycle time to identify key causes in interview and Provide Insights
selection process
• Total Cycle Time may not be equal to sum of stages due to stage overlaps
• Hold time is excluded in overall cycle time – Hold time data not available at individual stage
level. Notice period has also not been included in the cycle time as it is outside the scope of
the recruitment process.
• Assessment, Interview & Selection data captured manually due to inconsistencies in data
analysis

Data Analysis

DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS

 Recruitment Process in Technology Hiring across Market
Key observations
• Most of the organizations have common / standard hiring process, beginning with understanding of the demand,
deciding approach, setting assessment, interview and selection plan & releasing offer management.
• Different terms have been given to discovery process in different organizations like investigative meeting in HCL,
glossary discussion in Google and pocket call in Wells Fargo.

Discover Sourcing and Assessment Interviews Offer

y Screening
• Requisition Management: • Getting Role Requirements •
Workflow is assigned as from BM
per the delivery model • Job Postings on various
• Discovery Meeting channels like Company
between Business Website, Job Websites, IJP
Manager and Recruiter • Screening of Applications
by the Recruiter
• Feedback on the candidate
from Business Manger after
receiving relevant profiles
Management
Registration of Candidate • Profile Submission to • Final Decision on the
on Job Portal and asking Business Manager Candidate and releasing of
the required details • Technical Interviews Offer Letter
• Test Completion by the (Multiple Rounds) with • Compensation Negotiation
Candidate Domain Expert and with the Candidate
Business Manager and • Offer Roll-out to the
Feedback on the Candidate
Candidate • Offer acceptance by the
candidate with the agreed
timelines and conditions

DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS

 Analysis on Hiring Practices across Market
 
. 
Company/ Experience of
(Niche Skills)
Assessment Interview Rounds Assessment
Easy – to – Hire Skills
Interview Rounds
Industry  Candidate 1 2 3 4 5 1 2 3 4 5
DSA + DBMS + Role Based HackerRank (Aptitude Test +
SG24 (0-2) yrs HackerRank (Aptitude Test + Interview Behavioral Interview Technical MCQs Test) Role Based Interview
NA
Coding Round) + Behavior Interview
SG25 (2-4) yrs Leadership Interview HackerRank (Aptitude Test) Technical/ Domain Leadership Interview
Optum NA (Cultural Fit Interview) Interview (Cultural Fit Interview)
SG26 (4-7) yrs NA Technical/ Domain Technical Interview Role Based Interview
Interview NA + System Design Behavioral Interview
SG27 (7-10) yrs NA Interview
Aptitude Test + Coding Aptitude Test + Role Based
(0-2) yrs Domain + Role Based NA
Round + Role Based DSA+DBM Interview NA Technical MCQs
Technical MCQs Interview
Service (2-4) yrs NA
(4-6) yrs DSA + System Design NA NA NA NA
Companies
(6-8) yrs Based Interview Role Based Interview + NA Technical/ Domain Role Based Interview
NA
System Design Based Behavior Interview Interview + Behavior Interview
(8-10) yrs
Interview
(0-2) yrs Coding Round + Technical System Design Based Technical/ Domain
DSA + DBM Interview Technical MCQs + TPS
(2-4) yrs MCQs + TPS Interview Interview
Product Proctored Coding Round + Role Based Leadership Interview
(4-7) yrs System Design Based Role Based Interview Role Based Interview Leadership Interview
Companies Interview (Cultural Fit Interview) System Design Based
Telephonic Screening Interview Role Based Interview Telephonic Screening Interview
System Design Based
(7-10) yrs Interview
Role Based + Technical/ Domain
(0-2) yrs SJT + Aptitude Test SJT + Aptitude Test Role Based +
DSA Interview Behavioral Interview NA Voice Accent Test
Interview NA Behavioral Interview
(2-4) yrs SJT + Aptitude + Technical SJT + Aptitude + Technical MCQs
GICs (4-7) yrs NA
System Design + Role Based Interview
NA Role Based Interview Behavioral Leadership Interview NA Role Based Interview NA Cultural Fit Interview
(7-10) yrs Interview (Cultural Fit Interview)

*Detailed process in Appendix I and II

1. (0-2) years 2. (2-4) years 3. Product vs Service vs GICs

OBSERVATIONS

• All the sectors focus primarily on
technical aptitude with internal &
external tools like HackerRank,
HireVue, CoCubes etc.
• GICs also conduct a psychometric
analysis (SJT) in order to
understand the decision-making
ability of the candidate.
• Service companies take
maximum of 2 technical interviews
irrespective of the job families
leading to reduction in TAT by ~12
days.
• Product companies continue to
have 5 interview rounds both in
Niche as well as easy-to-hire skills.
a • As the hierarchy level increases, Product Companies continue to have 5 rounds focusing
on the System Design knowledge and Role – Based knowledge of the candidate
• Service Companies take a maximum of 2 technical interviews irrespective of the job
families or the skillset as most of their requirement is project based.
• GICs like product companies focus on System Design knowledge and role-based
knowledge but conduct lesser number of rounds.
• LTP rate is the lowest in Service Industry (<1%) and the highest in Product Industry
(~3%)

DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS

 TAT Data Analysis – Industry Specific
Industry assessment summary (Niche Skills) Industry assessment summary (Easy – to – Hire
Skills)
INDUSTRY EXPERIENCE RANGE DISCOVERY SOURCING AND
SCREENING
ASSESSMENT INTERVIEW OFFER
MANAGEMENT
TOTAL CYCLE TIME INDUSTRY EXPERIENCE RANGE DISCOVERY SOURCING AND
SCREENING
ASSESSMENT INTERVIEW OFFER
MANAGEMENT
TOTAL CYCLE TIME

(0-2) years 1 14 7 14 25 30
(0-2) years 7 21 7 14 25 45
(2-4) years 1 14 7 21 25 30
(2-4) years 8 30 7 21 25 60 PRODUCT
PRODUCT (4-7) years 3-4 21 NA 21 25 30-45
(4-7) years 8 30 NA 21 25 60-65
(7-10) years 4-5 21 NA 21 25 30-45
(7-10) years 8 30 NA 30 25 70-90
(0-2) years 3 3 3 5 30 25-30
(0-2) years 3 10 3 5 30 40
(2-4) years 3 3 3 7 30 25-30
(2-4) years 3 15 3 7 30 40 SERVICE (4-6) years 3 5 NA 10 25 25-30
SERVICE (4-6) years 5 15 NA 10 25 40 (6-8) years 5-7 5 NA 10 25 25-30
(6-8) years 5-7 20 NA 10 25 40 (8-10) years 5-7 5 NA 15 25 25-30

(8-10) years 5-7 20 NA 15 25 40 (0-2) years 3 10 5 7 25 30

(0-2) years 7 10 5 14 25 45 (2-4) years 3 15 5 7 25 30

GICs
(2-4) years (4-7) years 3-4 15 NA 12-14 25 35
7 30 5 14 25 45
GICs (7-10) years 3-4 15 NA 12-14 25 35
(4-7) years 7 30 NA 20-30 25 45-60
SG24 (0-2) years 1 10 10-14 14 17 25
(7-10) years 7 30 NA 20-30 25 45-60
SG25 (2-4) years 1 10 10-14 14 17 30
SG24 (0-2) years 2 21 11-14 5 17 35-40 OPTUM
SG26 (4-7) years 2 14 NA 21 18 30
SG25 (2-4) years 3 30 11-14 18 17 45-50
SG27 (7-10) years 2-3 16 NA 21 17 30
OPTUM
SG26 (4-7) years 6-8 35 NA 25 18 50-60

SG27 (7-10) years 8 35 NA 28 17 50-70

1. PRODUCT INDUSTRY 2. SERVICE INDUSTRY 3. OPTUM 1 Interview Period Interview stages are more in Optum as
compared to competitors for
• Definitive timeline for each • Highest TAT for Offer – • Optum has a very efficient Offer candidates having (0-4) years of
grade irrespective of the Management due to very high Management Process which is ~40% experience leading to higher cycle time
experience range of the volume of hiring more efficient than Service Companies
candidate • Least LTP ratio and least cycle time and ~33% more efficient than GICs
• in all job families • No definitive timeline has been 2 Assessment Timeline A definitive timeline needs to be given
Maximum rounds of interviews
• Least number of interviews as specified for the assessment process for the assessment test in Optum
as requirement is not project which will reduce the Total Cycle Time
based requirement is project based leading leading to increase in Total Cycle Time
by ~14%
to least TAT for interview process by ~7 days
DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS
 Strategy Summary

To reduce the Turn – Around – Time for the recruitment process being followed in technology hiring across all SG levels
Issue:
and improve the candidate experience and in-turn improve the net promoter score
How can Optum improve its position as a leader within the recruitment process in technology hiring and
Question:
significantly reduce TAT, through new and efficient hiring practices being employed in other
industries?

Objectives Questions Strategy

How can Optum improve its TAT in the interview Identify the best practices
1 Reduce Total Cycle Time and selection process?
with respect to technology
How to improve the screening model and make it hiring from mid to senior
2 Improve TAT for Assessment Round more efficient?
segment across market
3 Improve TAT for Interview round How to improve the candidates’ experience and ANALYSIS TO Recommend the efficient &
in-turn improve net promoter score? INSIGHTS
effective means to streamline
4 Improve Net Promoter Score
the Talent Acquisition
roadmap

~14% ~30% ~50%

Decrease in total cycle time that Decrease in Turn – Around – Time in the Decrease in Assessment Process across
contributes to hiring of SG24-SG27 Interview process across SG24-SG25 all job families across SG24-SG25
levels levels levels
DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS
 Opportunity Areas for Optum (Strategy Summary)

OPPORTUNIT OPPORTUNIT OPPORTUNIT

Y Y Y

Discover Sourcing and Assessment Interview Offer Management

y Screening

Introducing a definitive timeline in the assessment and

interview process can reduce TAT by ~14%

High scope of Less scope of

Improvement Improvement
in TAT in TAT
DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS
 Current VS Future State (Recommendations)

Legend
Task(s) STEP 1
TA SPOC to send mail to BM for
STEP
Connect with 2 the
BM over STEP 3 STEP 4 STEP 5 Primary task
Discovery Update for
JD/ skillsets etc discovery call
Rollout Marketplace

US
Final QC by front office, posting
Screening of candidates Submission of profiles to BM and Evaluation
Sourcing and Screening QC done by recruiter Recruiter raises PAR requisition on sourcing channels follow – up for feedback

Follow
Assessment Trigger online assessment tool up

HCP Round and follow – up for

Interview Technical Interview Onshore Technical Managerial Interview Leadership feedback
Interview
Recruiter to ask for salary Take salary expectations from the Share salary breakup on offer approval Raise request for offer release to OM
Offer Management documents from the candidate candidate, propose offer to business and follow – up on offer acceptance team

Req to be approved within 24 TA SPOC to setup discovery

Discovery Update for
hours of creation meeting within 24 hours of req
Rollout Marketplace

approval US
Recruiter raises PAR and job Screening of candidates and Manager to share feedback on
Sourcing and Screening QC done by recruiter posting (within 24 hours) submission of profiles to BM submitted profiles

Assessment Put deadline on assessment

Leadership Interview and HCP round

Interview Technical Interview Onshore Technical Managerial on same day (Panel Discussion)
Feedback on the candidate
Interview
Recruiter to ask for salary documents Take salary expectations before hand to Standard offers to be pushed for Raise request for offer release to OM
Offer Management from the candidate before HR round expedite offer proposal to business immediate approval team

1 2 3
Decrease in TAT for interview Net reduction in Total Cycle Time
KPI

Discovery Time reduces by by ~61%

and assessment process by 37%
s

75%

DATA ANALYSIS CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS

 Current VS Future State (Recommendations) contd…
8 Days
Discovery
• After the Governance
approved the req in GSS, the
req is routed to TA front office
team for first level QC
• TA SPOC sends email for the JD
/ Skillset / Interview/ process
& set up the discovery
meeting with Hiring Manager.
• Connect with BM over the
discovery for seeking inputs on
the job position
2 Days
Discovery
Recommendations
• The req should be
approved by the
governance and
tagged to a recruiter
within 24 hours of its
creation by the
Business Manager
• TA SPOC to set up
discovery meeting
within 24 hours of req
approval
DATA ANALYSIS
25 Days 11 Days 21 Days 19 Days
Sourcing and Screening Assessment Interview Offer Management
SOURCING • Category A – Roles with
• Recruiter does the QC i.e. Screening Questions, Roles with Assessment - • Recruiter connects with the candidate and
After receiving the HackerRank Assessment – 2 request for salary and other documents
title etc. feedback / shortlisting, Technical, 1 Onshore Technical required for BGV.
• Recruiter raises PAR to the front office. trigger online assessment & 1 Manager Round
• Front office does the final QC and posts req on • Prepare Salary comparator basis on the
tool - HackerRank • Category B - Roles at Senior validated salary documents & take salary
career website and other sourcing partners level – SG29+ – 2 Technical, 1 expectations in considerations while
SCREENING onshore technical, 1 leader, 1 proposing the offer to business
• Recruiter checks candidates’ profiles on taleo HCP rounds
• Once the offer is approved, share salary
and other sources break-up, get the offer acceptance
• Recruiter submits relevant profiles to Business
• Raise request for offer release to OM team
Manager for screening and feedback
4 Days 5 Days 15 Days 7 Days
Sourcing and Screening Assessment Interview Offer Management
SOURCING For Assessment. Recruiter • Category A – Roles with HackerRank • Recruiter to request for only Salary
• Raise Request to front office within 24 hours of to put 5 days expiry on the Assessment – Up to SG 27 - maximum documents before the HR interview.
test and follow-up within 2 rounds - first Doman / onshore & • Set expectations with the candidate before
the discovery call to get the req posted after QC
the stipulated time – 2nd Manager to complete the process hand so that final offer expectations are
SCREENING
• Recruiter to submit profiles within 24 hours after
frame • Category B - Roles at Senior level – captured ASAP
SG29+ – final discussion should be • Standard offers to be pushed for immediate
receiving the relevant profiles Panel discussion (Leadership & HCP)
• Manager to share feedback within 48 hours, approval
to conclude the interview on the same
after receiving the resumes day
• BM to give confirmation within 24
hours
CHECK FOR IMPROVEMENTS PROVIDE INSIGHTS
 Improve Net Promoter Score
•1
Explaining selection process and giving
timeline
Explaining the entire recruitment process (number of
interviews and type of interviews) and giving a timeline to
the candidate improves the candidates’ experience manifold
•2
Providing the candidate with study material
Providing the candidate with relevant study material to
prepare for the interview not only enhances the company’s
reputation but also enhances the candidates’ knowledge
•3
Introduce an Optum Career chat-bot
Chatbot should be developed to streamline the end-to-
end job application process and enable real-time
interaction 24/7
DATA ANALYSIS CHECK FOR IMPROVEMENTS
 Post the screening and shortlisting of the resumes,
send a mail to the candidate explaining the entire
process
 Mention a timeline to the candidate for each
round enabling him to prepare accordingly
for the interview
 Providing relevant study material to the candidate to
prepare for the interview will improve candidates’
knowledge and experience and will also help the
recruiter in closing the position early
 The candidates will be able to get queries solved at any
time of the day with real time interaction available 24/7
 It will also make the screening process extra efficient
as well as applicant-friendly, while also liberating
recruiter's important time to concentrate on the later
stages of the employing process
PROVIDE INSIGHTS
THANK YOU
 Analysis on Hiring Practices across Market (Niche Skills)
Company/ Experience Assessment Interview Rounds
Industry of Candidate
Leadership Interview
SG24 (0-2) yrs HackerRank (Aptitude Test + Coding Round) DSA + DBMS + Role Based Interview Behavioral Interview NA
(Cultural Fit Interview)

SG25 (2-4) yrs HackerRank (Aptitude Test + Coding Round) Technical/ Domain Interview Onshore Technical Interview NA Leadership Interview
(Cultural Fit Interview)
Optum
Leadership Interview
SG26 (4-7) yrs NA Technical/ Domain Interview Onshore Technical Interview NA (Cultural Fit Interview)

Leadership Interview
SG27 (7-10) yrs NA Technical/ Domain Interview Onshore Technical Interview NA
(Cultural Fit Interview)

(0-2) yrs Aptitude Test + Coding Round + Role Based DSA+DBM Interview NA NA NA
Technical MCQs
Appendix - I

Aptitude Test + Coding Round + Role Based

(2-4) yrs DSA+DBM Interview NA NA NA
Service Technical MCQs
Companies (4-6) yrs NA DSA + System Design Based Interview Role Based Interview + Behavior Interview NA NA

(6-8) yrs NA DSA + System Design Based Interview Role Based Interview + Behavior Interview NA NA

(8-10) yrs NA System Design Based Interview Role Based Interview + Behavior Interview NA NA

(0-2) yrs Coding Round + Technical MCQs + TPS DSA + DBM Interview System Design Based Interview Role Based Interview Leadership Interview
(Cultural Fit Interview)

Leadership Interview
(2-4) yrs Coding Round + Technical MCQs + TPS DSA + DBM Interview System Design Based Interview Role Based Interview (Cultural Fit Interview)
Product
Companies Proctored Coding Round + System Design Based Leadership Interview
(4-7) yrs Telephonic Screening Role Based Interview Role Based Interview
Interview (Cultural Fit Interview)

(7-10) yrs Telephonic Screening System Design Based Interview Role Based Interview Role Based Interview Leadership Interview
(Cultural Fit Interview)

Role Based + Behavioral

(0-2) yrs SJT + Aptitude Test DSA Interview NA Interview NA

(2-4) yrs SJT + Aptitude + Technical DSA Interview NA Role Based + Behavioral NA
Interview
GICs
(4-7) yrs NA Role Based Interview NA System Design + Behavioral NA
Interview

System Design + Behavioral Leadership Interview

(7-10) yrs NA Role Based Interview NA
Interview (Cultural Fit Interview)
 Analysis on Hiring Practices across Market (Easy – to – Hire Skills)
Company/ Experience
Industry of Candidate Assessment Interview Rounds

HackerRank (Aptitude Test + Technical Role Based Interview + Behavior Leadership Interview (Cultural Fit
SG24 (0-2) yrs MCQs Test) Technical/ Domain Interview NA Interview Interview)

Role Based Interview + Behavior Leadership Interview (Cultural Fit

SG25 (2-4) yrs HackerRank (Aptitude Test) Technical/ Domain Interview NA
Interview Interview)
Optum
Role Based Interview + System Design Leadership Interview (Cultural Fit
SG26 (4-7) yrs NA Technical/ Domain Interview Interview Behavioral Interview Interview)

Role Based Interview + System Design Leadership Interview (Cultural Fit

SG27 (7-10) yrs NA Technical/ Domain Interview Interview Behavioral Interview Interview)
Appendix - II

(0-2) yrs Aptitude Test + Role Based Technical MCQs Domain + Role Based Interview NA NA NA

(2-4) yrs NA Domain + Role Based Interview NA NA NA

Service
Companies (4-6) yrs NA Technical/ Domain Interview Role Based Interview + Behavior Interview NA NA

(6-8) yrs NA Technical/ Domain Interview Role Based Interview + Behavior Interview NA NA

(8-10) yrs NA Technical/ Domain Interview Role Based Interview + Behavior Interview NA NA

(0-2) yrs Technical MCQs + TPS Technical/ Domain Interview Role Based Interview Role Based Interview Leadership Interview

(2-4) yrs Technical MCQs + TPS Technical/ Domain Interview Role Based Interview Role Based Interview Leadership Interview
Product
Companies
(4-7) yrs Telephonic Screening System Design Based Interview Role Based Interview Role Based Interview Leadership Interview

(7-10) yrs Telephonic Screening System Design Based Interview Role Based Interview Role Based Interview Leadership Interview

Role Based + Behavioral

(0-2) yrs SJT + Aptitude Test Technical/ Domain Interview NA Voice Accent Test
Interview

Role Based + Behavioral

(2-4) yrs SJT + Aptitude + Technical MCQs Role Based Interview NA Voice Accent Test
GICs Interview

(4-7) yrs NA Role Based Interview Role Based Interview NA Cultural Fit Interview

(7-10) yrs NA Role Based Interview Role Based Interview NA Cultural Fit Interview