RECRUITING MODULE USE & CONFIGURATION FOR DECENTRALIZED OPERATIONS 6/11/2012

Transcription

1 RECRUITING MODULE USE & CONFIGURATION FOR DECENTRALIZED OPERATIONS Ryan Posner Interactive Media Manager, HR & Talent Management with Tara McDonough SuccessFactors Professional Services 1

2 ABOUT OLDCASTLE Oldcastle is the leading provider of integrated building products in North America. 35,000 Employees 1,900 operating locations ABOUT OLDCASTLE A federation of decentralized operations Subsidiary of Ireland based CRH plc SuccessFactors modules Performance Development (2013) Succession Recruiting Analytics Jam 2

3 THE DECISION From Application Tracking System (ATS) To Recruiting Management System (RMS) SELECTING THE SYSTEM Legacy ATS Acquired on April 1st, 2011 Sunset for the end of June years/20gb of information stored Request for Proposal (RFP) HR & Talent Review Committee established Technology Evaluation Centers evaluation feature worksheet rating Conigent consulting services retained RFP sent to 5 vendors Business Objectives OFCCP & Compliance Reporting Recruit Talent within Improve external recruiting reach & improve workflow Streamline administrative processes 3

4 SELECTING SUCCESSFACTORS Single Talent Management System Reduction of new systems Easier preparation for a centralized payroll and or HRIS system Partnership Existing relationship and understanding of our business and processes Previous implementation success with other modules Flexibility Ability to accommodate multiple branding and decentralized recruitment needs IMPLEMENTATION 4

5 PROJECT ORGANIZATION COMMUNICATION STRATEGY Status updates and Executive Summaries after each project team gathering Project Leadership Executive Sponsorship Full Time Project Manager Established Project Charter Mission/Objectives Team Members Communication Strategy Project Team SuccessFactors Professional Services Project Coordinators established Jam and Google Docs used for document management and collaboration Subject Matter Experts Primary team members from all areas of the organization PROJECT TIMELINE (6 MONTHS) July 2011 Kick Off Demo & Discussion Plan & Define Needs & Requirements Iteration 1 Review Process & Configure Procedure & Build Iterations 1: Project Team 2: Project Team 3: Project Management Testing & Training/Transition User Acceptance & Production Configuration Go-Live/Deployment 5

6 GO-LIVE MAKING IT HAPPEN January 2, 2012 Configured for Go-Live Posting Jobs to company site Review and processing of applicants 3 rd party job posting delivery through equest Successes Reviewing Candidates Easier Hiring Manager more involved in process Easier management of unselected applicants 6

7 LESSONS LEARNED LOOKING BACK Subject Matter Experts Involvement PM team 1 st Iteration configuration review before brining SMEs in Organize a due diligence and questionnaire for SMEs to test the applicant experience of other RMS/ATS systems 3 rd Party Vendor Integration Do not underestimate the time it will take to work with 3 rd party vendors Have a dedicated project manager for each 3 rd party vendor Compliance Work with legal on how to defend your process and configuration Workarounds A compromise today is a headache tomorrow Don t go against the grain Applicant Experience 80% HR Influenced 20% Staffing Influenced Need to have a balance of HR and Recruiting/Staffing management. Risk Adverse and End User demands caused issues with: Forwarding Applicants Applicant Confusion of purpose of a blank Profile page Long Application Process» Applicant Work session time out 7

8 MOVING FORWARD Improve Applicant Experience Define Staffing and Recruiting Processes Mobile Requisition Approval Develop Reporting & Analytics Rollout 3 rd Party Onboarding Integrate Social Recruiting and Tracking Create process for non-exempt internal opportunities access Create a formal Employee Referral Program CLOSING 8