Hiring in the Cloud: A Roadmap to Upgrading Your Applicant Tracking and Hiring System. Collin Osburn, Netchemia

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1 Hiring in the Cloud: A Roadmap to Upgrading Your Applicant Tracking and Hiring System Collin Osburn, Netchemia

2 Agenda o The K-12 Recruitment and Hiring Process o Step 1: Environmental Analysis o Step 2: Needs Analysis o Step 3: Option Identification o Step 4: Option Analysis o Step 5: Identify Peripheral Issues and Address Them o Step 6: Getting Internal Buy-In

Option Identification o Step 4: Option Analysis o Step 5:

3 Complete K-12 Hiring Process

4 Why is talent management important? Talent is the leading indicator of whether a business is up or down, a success or a failure Bill Conaty Former Senior VP of HR for GE About 80 percent of education spending is devoted to personnel, yet the capacity of schools and districts to recruit, develop, and retain top talent is stunningly low compared with other knowledge sectors. Rachel E. Curtis - Teaching Talent

Conaty Former Senior VP of HR for GE About 80 percent of education spending is devoted to personnel,

5 Why is talent management important?

6 Did you inherit your current system? Is your vendor growing? Technology firms that are not growing rapidly each year will inevitably lag behind the innovation curve can leave a district with a stale ATS system

7 Here is where technology is Cloud-software platform delivers simple, quick and affordable solutions with no software to install or hardware to buy

8 Cloud Software Is Simple Quick Affordable

9 The Roadmap Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Environmental Analysis Needs Analysis Option Identification Vendor Analysis Test Drives! Get Internal Buy-In

10 Step 1: Environmental Analysis

11 What is your current system Does your ATS allow you to strategically recruit and hire, or does it take a paper-based process, and put it on a computer?

12 Where are the shortcomings in your current system? Need IT help to generate reports? Lack of Responsive Support? Complicted process for applicants? Cost for changes? Rarely improves or upgrades? Handles all hiring process in one place?

13 What is your current situation with your current vendor? Are you in the middle of a long-term contract? Is your contract expiring soon? What is the cost of breaking the contract? What is the current relationship with the vendor? How will you be provided with applicant data?

14 Step 2: Needs Analysis

15 What type of district do we want to be? This is your chance to ask yourself Or probably better said: What do I want? What would make my district as successful as we can possibly be?

16 Why do I need a new system? Track Applicants Improve Student Outcome Hire the best teachers and staff Deliver the best possible education Surround students with success

17 A few things to consider The wonderful world of data analysis Time and costs involved? Customization of entire processes Recruiting and hiring in the cloud

18 Features a modern applicant tracking system should have: Interview scheduling tools Job fair and career day tools Automated reference checks Automated background checks Syncing with calendars Access to data when you need it Candidate self-service features Job alerts for candidates Regular upgrades!

Automated background checks Syncing with calendars Access to data when you

19 Step 3: Option Identification

20 What options are out there that fit the qualifications that you have identified? Compare and contrast vendors and costs associated with features and integrations Are the systems developed for K-12, or adapted from business hiring solutions? How do the solutions enable you to achieve the goals that you established in Step 2?

Are the systems developed for K-12, or adapted from business hiring solutions?

21 Step 4: Vendor Analysis

22 Go in depth! Desired Functions Vendor 1 Vendor 2 Vendor 3 Web Based (Cloud) Mobile device friendly Automated e-reminder Ability to create own tools in-house Reporting robustness Dashboard metrics Ability to disaggregate data Data exportability Training included Online support (included) K-12 experience Do they have other HR modules Will it integrate with our HRIS/Finance systems Allow for electronic signatures Cost of Upgrades Price Is it ERATE eligible References

23 Step 5: Test Drive!

25 Take advantage of technology! Do a product demo It s fast and easy! As technology evolves, costs go down Look at speed for administrators AND applicants Integrations are your friend Flexibility from the vendor

Check references (not their favorites) Support beyond

26 Learn about the company you will be working with, not just the product What is their vision? Mission? Goals? Check references (not their favorites) Support beyond the sale? What aren t you hearing? What do they expect of you?

27 Step 5: Getting Buy In

28 Who cares? Who needs to be on board? HR team? IT? Principals? Superintendent? School Board? You must know how this change will affect each area!

29 Key Messaging The goal is improving student outcome Show how this does just that! List areas that need improvement, and how changing vendors will help Include important facts: Current contract situation Implementation timeline

30 Other Helpful Tips Include as many others as you can in the demos Ask the vendor you select to assist with the buy in/approval process Be prepared: To affect change, you have to put yourself out there!

31 Thank You! Collin Osburn Account Executive, Netchemia

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