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Technology Demo Notes

Call Notes 3.6.2019 

• Univ Hospital of Michigan (largest client)

• Industry: No specific focus

• Identify needs of the organizations:

• Well articulated issues on Quality of Hire, Retention

• Diversity & Inclusion - unconscious bias

• Assessment processes

• Enhance ATS capabilities with or without integration:

• Greenhouse, Taleo

• On the radar: SuccessFactors, TBD on others

• API’s in place

• Focused on the relationship with the HM and the recruiter

• Hiring quality

• Measure candidate quality (Pre and Post Hire)

• What do you look at to qualify that?

• Cannot collect candidate feedback (yet)

• Measure process quality

• Stakeholder feedback

• Process performance

• Platform used by recruiter and HM

• How it works

• Req approved in ATS

• Manually or through integration a new req is created

• Details

• Workspace

• Supporting Documents

• Standard Fields (no customization)

• Position Q-Chart

• This defines the selection criteria for the role and what is most important

• RC & HM work through this piece together at intake

• Build what those critical areas are and to what degree of importance

• Do the recruiters bring this up on their screen and do together?

• 50% roles re templates at implementation

• 30% recruiter develops prior to intake and then discusses

• 1 in 5 is the RC and the HM developing from scratch - 15-30 min

• Process Q-Chart

• Review

• Process for HM to sign off on approval

• Score candidates based on the QChart

• Share with the HM: Scores, Resume, etc.

• Recruiter can provide written feedback in a comments section

• HM’s then provide feedback through the platform

• If IV is scheduled in ATS, this system is notified (if ATS integration is in place)

• HM interviews and then provides scoring

• Ability to score each attribute and comment

• New scoring chart is presented with all parties scoring

• HM & RC evaluate the process as a whole, once a candidate has been hired against a role

• Q: How does this work with evergreen requisitions?

• Email sent to HM 1 month after start to evaluate the candidate

• This is intended to collect retention data

• Allows you to consider the following:

• Are we identifying the right talent?

• Are we targeting the right talent?

• Quality Score

• Fit of candidates to original benchmark

• If candidate excels, compared to benchmark, their overall candidate score pushes up a little, but not very much

• If hit green targets, 100%

• If candidate scores below target, greatly impacts quality score

• Post hire, how are they performing

• Concern: This is another tool that the team need to access and manually update.

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