Coles Group Recruitment:

Transcription

1 Coles Group Recruitment: Embracing technology changing the way we recruit Overview Overview Recruitment Challenges Our situation Technology the answer! The volume process Online Assessment Voice Recognition The Database 2 Limited. 1

2 Who we are Coles Group 3 Ongoing Recruitment Challenges Demand 60,000+ predicted hires for 07/08, for over 2,200 stores Recruitment and offices Challenges across 12 Brands. Demand covers all levels (from General Managers to entry level staff) A challenging & competitive employment & business environment Shrinking pool of labour as our population ages Historically low unemployment levels across Australia Unfavourable perceptions of Retail as a career option Strong employment offers by competitors Strong and specific service demands Renewed focus on recruiting staff with heightened skills in areas such as customer service and sales. Continual focus on enhancing timeliness and cost-efficiency of recruitment operations Change in type of candidates, highly skilled, casual, generational 4 Limited. 2

3 Our Situation Our 3,000 situation 5,000 paper based applications a week 9 different recruitment processes Multiple application processes Requirement for approx 60,000 hires annually No consistent selection process No applicant tracking or communication 300,000 tests administered and marked manually No visibility or understanding of cost of entrylevel recruitment costs 5 Technology The Answer Low touch process, positive quality, consistent experience Improve Technology processing the capability, answer! speed to market & time to hire Improve candidate experience Candidate perception of Coles & process Fair & transparent Improve candidate quality Attraction - website, groovy use of technology Consistent selection Reduce costs Hiring Manager time wastage Candidate utilisation Customer impact Dedicated HR personnel in-store 6 Limited. 3

4 Best of Breed Approach One base candidate management system with specialist providers Best of for Breed testing, approach voice recognition, requisition management, contract generation and induction integrated. Online application, automated screening, ranking & tracking Self scheduling - applicants book themselves into interviews Candidate Management & SMS to support recycling Integrated online assessments Integration of voice recognition tool candidate & ref checking Automated contract generation & outsourced creation Integrated online requisition Electronic transfer of applicant details to line Managers Integrated online induction management 7 The actual process Step 1 Step 2 Step 3 Step 4 Line Manager submits online requisition Candidate Completes an application form Line Manager Conducts face to face interview and ref check Automated electronic contract sent to applicant Automated Acknowledgement & visibility of activity Automated Application Screening Phone call to Recruitment with interview outcomes Candidate Completes online induction Candidate Completes online assessment Electronic referral to Store Applicant receives ASR/SMS/ updates 8 Limited. 4

5 Why Online Assessment Simple, low touch screening tool Why Online Testing Improve selection effectiveness, efficiency & objectivity Improve candidate quality whilst reducing time to hire Reduce number of candidates we interview Replace existing paper & pencil tests Impact retention rates through improved quality achieving the ideal balance between cost efficiency, speed of process and validity of outcome 9 10 Limited. 5

6 Blocked for privacy 11 Candidate Information Line 1800 number ASR Solution Candidate Info line Aim is to reduce number of calls handled by Recruiters Candidate can call 24 x 7 speak or enter candidate number Recruitment Enquires No application active - withdrawn & removed No application active Incomplete Application received Application progressing - Group & Line Interview Application Unsuccessful Testing complete All other database responses - Through to Recruiter 12 Limited. 6

7 A few years on 2.5 million applicants.now approx. 1 million per year A 600,000 few years completed on. testing Approx 200,000 hires Hire rate moved from 2,000 per month to 6-8,000 in peak Over 50,000 & SMS communications per month Over 1000 candidates self schedule per day Contact rate of 3-5% Minimal candidate issues & warmly embraced by business Reduced no show and improved success rates at interview Improved success rate at final interview RO to hire ratio approx 1:750 (best practice 320) 2 Graduate Recruitment Programs a year 1500 executive hires per year 13 What's next.? Questions.? Limited. 7