Efficiency in Recruitment - StepStone Solutions

Higher Efficiency in the Recruitment Process
StepStone‘s leading resourcing tools
Rolf Bezemer
Country Manager
18th of June 2007
www.stepstonesolutions.com
Agenda
What’s the role of Talent in your organisation?
Delivering result with E-recruitment
E-recruitment best practices
Q&A
After workshop demo of EasyCruit & i-GRasp
We believe...
Recruitment is the most important part of your talent

management process
Successful recruitment has to be explicitly linked to business

performance
‘Long term’ is not strategic – only alignment with business

strategy is strategic
Do you?
Definitions
Talent – The right people, in the right place at the right time..
Total Talent Management – the strategic management of the

flow of talent into, through and out of the organisation.
Does Your CEO Believe?
That "talent is more valuable than capital” - Talentism
That is the talent that differentiates the business not:

The people
The products
The customer service
The price
These are all consequences of talent
That it is talent that gains competitive advantage
And therefore it follows that….
A lack of Talent is the #1 reason for

business failure
Where does Recruitment fit in

Total Talent Management?
Total Talent
What is the true impact of

a decision made here?
Contribution of HR
72% of HR Directors feel they make a strategic

contribution to their business
Only 46% of CEOs agree
Today’s Recruitment KPI’s
Recruitment KPI’s CEO KPI’s

Reducing time to hire Sustained and steady top-
Reduced cost per hire line growth
Improved employer brand Consistent execution of
Reduced sourcing costs strategy by top management
Direct hires increased Customer loyalty and
retention
Profit growth
Product innovation
iQ MAGAZINE
Flintstones versus Speed of Light
Traditional recruitment
Complex, ‘because we do’ mentality
Time-to-hire several months
Employer focus
Black Box
Online recruitment
Reduced response time
Real-time, on demand
Time-to-hire shortened drastically
Candidate focus
Transparency
History of e-recruitment
History, history...internet emerged only 10 years ago...
Internet impacted traditional recruitment process

City, region, state, country
Large volume of applicants
Administrative workload drastically increased
Traditional sourcing expensive
Not surprisingly e-recruitment vendors orginate from the US, followed

by UK, Nordics & Western Europe
Typical recruitment issues
Loads of applications per post & email

Difficult to attract high quality candidates
Application process not clear to candidates
Lack of control over steps in recruitment process
Time consuming administrative processes
Traditional sourcing relatively expensive
No talent pool, every vacancy starts from 0
Internal mobility weak due to lack of transparency of internal job
opportunities
How to tackle these issues
Align application experience with your brand name
Automate communication & responses
Reduce administrative workload, control over process
Spend time on quality rather than quantity
Facilitate HR, Recruitment and Business Managers
Gather management information
Integrating all recruitment stakeholders
Career site (s) 1 smart database
Position
Sourcing
Management
Corporate
Reporting Screening
Recruiter
Candidate
Hiring
Management
Delivering results
Direct Sourcing: From 2-3% of candidates sourced directly

To post implementation within first year grew to 55%
Saving Costs:
Achieved 200% ROI in Year 1
Streamlining Process: Same team post implementation managed a 28% increase in

vacancies
Time to Hire:
Reduced time to hire by 30%
New application to interview reduced by 75%
Delivering results
Lead time:
Time to Offer has been reduced by 30%
From 65 days pre-i-Grasp to 45 days
Reduce workload:
After implementation of EasyCruit administrative tasks
have been reduced with 70%
Reason for selecting:

Ease of use, flexibility and speed of implementation were
key drivers to select StepStone
Automate:
Before we put in 24.000 CV’s manual every year.
That only meant a saving of €35.000
Focus: efficiency & consistency
Creating Job Requisitions

Job Library
Position
Management Sourcing
Copy a Job
Instant Job
Editing Job Descriptions Reporting
Corporate
Recruiter Screening
Multilingual
Defining Recruitment Teams
Candidate
Hiring Management
Authorisation Process
New position
Position Details
- According to Client Org-Structure
- Configurable Labels & Content
- Fully maintained by Client
- Can be linked
Job details
Multilingual
Auto Populated Job

Description from
Library
Job details
Source
Specific text
Job details
Easy to amend
with html-editor
Focus: leverage on multiple strategies
Employer Branding Position

Management Sourcing
Content Management
Multibrand / Multilingual Corporate
Reporting Recruiter Screening
Multiposting Capabilities
Posting to Target Channels
Candidate
Posting to Jobboards Hiring Management
Posting to Agencies
Using Job Alerts

Referral Management
Event Management
Focus: target by multiple sourcing channels
Graduates
External Corporate Careersite(s)

School Leavers
Experienced
International
Top Talents
Multibrand
Focus: Target internal applicant market
Internal Corporate Careersite(s)

Intranet
Focus: Target internal applicant market
Internal Corporate Careersite(s)

Redeployment
Focus: Building relationships with passive talents
Talents are able to define

their search profile.
Remain anonymous
Automatically notified when
the right job is posted
Focus: Efficiency & Talent Pools
Focus: screen, sift & select best candidate
Job Search
Position
Management Sourcing
Online Application Forms
Experienced
Form Based Reporting
Corporate
Screening
Recruiter
Document Upload
Pre-Screening Options Candidate
Hiring Management
Filter Questions
Application Questions
Branching Questions
Online Assessments
Paper Applications
Talent Pool Screening
Focus: attract, trigger & facilitate
Enable candidates
to conduct a
dynamic search
by one or multiple
fields (client
specified)
Apply online
Focus: select qualified candidates only
Focus: Interact by Candidate Homepage
View applications
and status
See events signed

up for
Manage you Job

Alerts and criteria
Manage/Edit/Add
CV details
Paper CV’s
Online Assessment - Process
Selected Candidates Invited to Test
Ranked Results Tested
Focus: automate, benefit, convenience
Flexible Candidate Workflows

Position
Management Sourcing
Open Logic
Closed Logic
Correspondence Management Reporting

Corporate
Screening
Recruiter
Rejection
Interview Management Candidate
Hiring Management
Line Manager Interaction

Duplicate Checking
Candidate Self-Service
E-booking interviews
On the relevant
position record,
click on the
Interviews page
to add slots
Hiring & Reporting
Hiring
Reference Management
Onboarding / Offer Management
Hiring Candidates
Export to HRMS
View Key Data
Regarding
Reports: Career
Websites
Reporting Tool
Web Statistics
„Reporting is key to show strategic value and

optimise entire recruitment cycle“
Cost Effectiveness of Sourcing channels
Reporting: gather analyse and react
Number of vacancies - new or replacement

• Number of open recruitment requisitions
• Average time to authorise requisitions
• Time to interview by recruiter
• Open recruitment requisition by process stage
(sourcing, selection, interview, offer etc
• Days to fill (cycle time of the end to end process)
• Average days the requisition is open
• Average status duration
• Hires by business division or specialisms
• External source of hires e.g. Job Boards, Agencies, Web
Sites
• Internal source of hires e.g. Redeployment pool, Intranet
• Cost per hire (broken down by source and vacancy)
• Cost per hire versus budget / manpower planning
• Number of applicants in total
• Number of applicants per vacancy
• Number of offers declined
• Number of offers accepted
• Reason for decline
• Equal opportunity reporting
• Number of hires by line manager, by recruiter
• Agency performance
• Hires by line manager
• Hires by recruiter
• Ad hoc / query reporting capability
Total Talent Provider
E-recruitment
E-recruitment
Trends in e-recruitment
All-in concepts of ERP providers not convincing
Best of Breed vendors further dominate the market
Increasing integration possibilities
Global experience, local efficiency & compliance
Minimising time-to-hire and cost-per-hire while picking the most

valuable talent out of the market
StepStone’s positioned as “Leader”
Summary of reasons why to think of e-recruitment
Align application experience with your brand name
High volume of applications
Reduce administrative workload, increase efficiency
Spend time on quality rather than quantity
Facilitate HR, Recruitment and Business
Gather management information
Q&A
Rolf Bezemer
Country Manager
StepStone Solutions Benelux
Tel. +31 71 57 30 400

Fax +31 71 57 30 401
Rolf.Bezemer@stepstone.nl
www.stepstone.com

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Higher Efficiency in the Recruitment Process

StepStone‘s leading resourcing tools

What’s the role of Talent in your organisation?

Delivering result with E-recruitment

E-recruitment best practices

After workshop demo of EasyCruit & i-GRasp

Recruitment is the most important part of your talent

Successful recruitment has to be explicitly linked to business

‘Long term’ is not strategic – only alignment with business

Total Talent Management – the strategic management of the

That "talent is more valuable than capital” - Talentism

That is the talent that differentiates the business not:

These are all consequences of talent

That it is talent that gains competitive advantage

And therefore it follows that….

A lack of Talent is the #1 reason for

Where does Recruitment fit in

What is the true impact of

72% of HR Directors feel they make a strategic

Only 46% of CEOs agree

Recruitment KPI’s CEO KPI’s

Flintstones versus Speed of Light

History, history...internet emerged only 10 years ago...

Internet impacted traditional recruitment process

Not surprisingly e-recruitment vendors orginate from the US, followed

Typical recruitment issues

Loads of applications per post & email

Align application experience with your brand name

Automate communication & responses

Reduce administrative workload, control over process

Spend time on quality rather than quantity

Facilitate HR, Recruitment and Business Managers

Gather management information

Integrating all recruitment stakeholders

Career site (s) 1 smart database

Direct Sourcing: From 2-3% of candidates sourced directly

Streamlining Process: Same team post implementation managed a 28% increase in

Reason for selecting:

Creating Job Requisitions

Auto Populated Job

Focus: leverage on multiple strategies

Employer Branding Position

Using Job Alerts

External Corporate Careersite(s)

Focus: target by multiple sourcing channels

Focus: target by multiple sourcing channels

Focus: target by multiple sourcing channels

Internal Corporate Careersite(s)

Focus: Target internal applicant market

Internal Corporate Careersite(s)

Talents are able to define

Focus: Efficiency & Talent Pools

Focus: attract, trigger & facilitate

Focus: Interact by Candidate Homepage

See events signed

Manage you Job

Online Assessment - Process

Selected Candidates Invited to Test

Ranked Results Tested

Flexible Candidate Workflows

Correspondence Management Reporting

Line Manager Interaction

„Reporting is key to show strategic value and