“no resume” approach with erecruit - katalogic€¦ · “no resume” approach with erecruit...
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“No Resume” Approach with eRecruit
“No Resume” Approach with eRecruit
Session #103Donna Gwillam, Peel Regional PoliceCarolyn Moore, Peel Regional Police
Wendy Chiu, Katalogic Inc.
Session #103Donna Gwillam, Peel Regional PoliceCarolyn Moore, Peel Regional Police
Wendy Chiu, Katalogic Inc.
| 2007 ECRUG CONFERENCE |
AgendaAgenda
BackgroundProject Goals & ObjectivesProject DeliverablesProject Scope & TeamWhy “No Resume”Key Design Elements Live Demo…Project Challenges & ResultsQuestions
BackgroundProject Goals & ObjectivesProject DeliverablesProject Scope & TeamWhy “No Resume”Key Design Elements Live Demo…Project Challenges & ResultsQuestions
| 2007 ECRUG CONFERENCE |
BackgroundBackground
Peel Regional Police (PRP)2nd largest municipal police service in Ont1689 uniform members700 civilian staffCities of Mississauga and Brampton (population of 1,097,000), as well as Pearson International AirportPeopleSoft HCM version 8.8
Peel Regional Police (PRP)2nd largest municipal police service in Ont1689 uniform members700 civilian staffCities of Mississauga and Brampton (population of 1,097,000), as well as Pearson International AirportPeopleSoft HCM version 8.8
| 2007 ECRUG CONFERENCE |
Background (cont’d)Background (cont’d)
Entire PS infrastructure hosted and shared by Region of Peel (ROP)2 separate recruitment processes for Uniform and Civilian:
Phase 1 - Uniform eRecruit: live Sept 2005, resulted in:
Infrastructure for supporting internet recruiting (external PS environment)System customizations and interfaces that can be leveraged for Civilian process
Entire PS infrastructure hosted and shared by Region of Peel (ROP)2 separate recruitment processes for Uniform and Civilian:
Phase 1 - Uniform eRecruit: live Sept 2005, resulted in:
Infrastructure for supporting internet recruiting (external PS environment)System customizations and interfaces that can be leveraged for Civilian process
| 2007 ECRUG CONFERENCE |
Project Goals & ObjectivesProject Goals & Objectives
Phase 2 - Civilian eRecruit:Improve internal and external recruitment process with increased automation and efficienciesImprove handling of unsolicited applicants and resumes (5000 received annually)Consistent process for both internal and external recruiting
Phase 2 - Civilian eRecruit:Improve internal and external recruitment process with increased automation and efficienciesImprove handling of unsolicited applicants and resumes (5000 received annually)Consistent process for both internal and external recruiting
| 2007 ECRUG CONFERENCE |
Project DeliverablesProject Deliverables
Applicants (internal/external):Automated “view job posting” processOn-line “no resume” application processJob search agent for “preferred job posting” alertsAutomated email confirmations and rejection notifications
Applicants (internal/external):Automated “view job posting” processOn-line “no resume” application processJob search agent for “preferred job posting” alertsAutomated email confirmations and rejection notifications
| 2007 ECRUG CONFERENCE |
Project Deliverables (cont’d)Project Deliverables (cont’d)
Recruitment Team/Managers:Auto-generated and cloning of job requisitionsAutomated pre-screening and final-screening processNew custom reports including applicant profile report/packages
Recruitment Team/Managers:Auto-generated and cloning of job requisitionsAutomated pre-screening and final-screening processNew custom reports including applicant profile report/packages
| 2007 ECRUG CONFERENCE |
Project Deliverables (cont’d)Project Deliverables (cont’d)
Security & Infrastructure:Self-registration process for internal applicantsNew PRP HR Intranet that would support rollout of further ESS applications (not just eRecruit)Integration with PRP internet and intranet sitesUpdated interfaces and processes
Security & Infrastructure:Self-registration process for internal applicantsNew PRP HR Intranet that would support rollout of further ESS applications (not just eRecruit)Integration with PRP internet and intranet sitesUpdated interfaces and processes
| 2007 ECRUG CONFERENCE |
Project ScopeProject Scope
STAGE 1 (2 months): Full Business Process Review
Resulted in new business process, including “no resume” decision
Preliminary fit/gap and high-level functional and technical designProject charter and detailed work plan developed
STAGE 1 (2 months): Full Business Process Review
Resulted in new business process, including “no resume” decision
Preliminary fit/gap and high-level functional and technical designProject charter and detailed work plan developed
| 2007 ECRUG CONFERENCE |
Project ScopeProject Scope
Stage 2 (7 months):Detailed fit/gap & configuration designTechnical design & development (on-line, interfaces, reports)UAT/Integration testingHR intranet redesignEnd user training & proceduresChange management and communication
Stage 2 (7 months):Detailed fit/gap & configuration designTechnical design & development (on-line, interfaces, reports)UAT/Integration testingHR intranet redesignEnd user training & proceduresChange management and communication
| 2007 ECRUG CONFERENCE |
Project TeamProject TeamProject Director
(Sponsor)(1/PT, PRP)
Technical Team Lead
(1/PT,Katalogic)
Functional Team Lead
(1/PT, Katalogic)
PS Tech Coordinator(1/PT, ROP)
PRP HR Intranet/Internet Content Review/Develop
(1/PT, PRP)
eRecruit TechnicalDeveloper
(1/PT, Katalogic)
PS Technical Developer
(1/PT, ROP)
eRecruit FunctionalConfiguration Team
(2/FT, PRP)
Recruitment SME(1/FT, PRP)
Intranet/Internet Developer(1/PT, Katalogic)
Project Manager(1/PT, Katalogic)
Region of Peel staff
External ConsultantsDBA/System Admin
(1/PT, ROP) PRP staff
Recruiters/Testers(4/PT, PRP)
| 2007 ECRUG CONFERENCE |
“No Resume” means…“No Resume” means…
Cover letters and applicant resumes are eliminated, and replaced by “on-line”application form (eRecruit)No paper resumes, faxes or email resume attachments to process or fileEliminate HR data entry of applicant information
Cover letters and applicant resumes are eliminated, and replaced by “on-line”application form (eRecruit)No paper resumes, faxes or email resume attachments to process or fileEliminate HR data entry of applicant information
| 2007 ECRUG CONFERENCE |
Why “No Resume”Why “No Resume”
Promotes consistency in data collectionDirect applicants to complete fields for data that HR requires for selection process (e.g. specific skills and/or proficiencies)
Enables automated screeningDrop-down selections vs. free-form text supports automated screening
Promotes consistency in data collectionDirect applicants to complete fields for data that HR requires for selection process (e.g. specific skills and/or proficiencies)
Enables automated screeningDrop-down selections vs. free-form text supports automated screening
| 2007 ECRUG CONFERENCE |
Why “No Resume” (cont’d)Why “No Resume” (cont’d)
Eliminates biases (no cover letters, grammar/spell check, etc.)
Ability to compare all applicants on same set of collected data
Reduces operating costs No resume scanning software or resources required to support resume processingNo paper to print, photocopy, process or file
Eliminates biases (no cover letters, grammar/spell check, etc.)
Ability to compare all applicants on same set of collected data
Reduces operating costs No resume scanning software or resources required to support resume processingNo paper to print, photocopy, process or file
| 2007 ECRUG CONFERENCE |
Why “No Resume” (cont’d)Why “No Resume” (cont’d)
Shifts accountability to applicantsEliminates “guess-work”, follow-up and administration on part of HR/Recruitment staff when applicants provide incomplete informationForces applicant to complete process (vs. resume services)Kiosk available on-site at HR department
Shifts accountability to applicantsEliminates “guess-work”, follow-up and administration on part of HR/Recruitment staff when applicants provide incomplete informationForces applicant to complete process (vs. resume services)Kiosk available on-site at HR department
| 2007 ECRUG CONFERENCE |
Key Design ElementsKey Design Elements
HR Intranet Redesign Promotes seamless integration of PS e-Apps and other non-PS self-service solutionsAllowed for consistent marketing messages of “HR ESS” vs. “eRecruit”
Internal Applicants - Self-RegistrationEliminates need for manual security administration in a time-sensitive process
HR Intranet Redesign Promotes seamless integration of PS e-Apps and other non-PS self-service solutionsAllowed for consistent marketing messages of “HR ESS” vs. “eRecruit”
Internal Applicants - Self-RegistrationEliminates need for manual security administration in a time-sensitive process
| 2007 ECRUG CONFERENCE |
Key Design Elements (cont’d)Key Design Elements (cont’d)
On-line Application Process Collects all information that is required and/or typically given on resumeCan be completed efficiently/quickly
Handling of Unsolicited ApplicantsHow to handle with a “no resume” approach
HR/Management Matrix ReportsRanks/rates and/or screens based on data collected
On-line Application Process Collects all information that is required and/or typically given on resumeCan be completed efficiently/quickly
Handling of Unsolicited ApplicantsHow to handle with a “no resume” approach
HR/Management Matrix ReportsRanks/rates and/or screens based on data collected
| 2007 ECRUG CONFERENCE |
Old HR IntranetOld HR IntranetColour scheme and look and feel would not integrate well with PS application pages and external internet site.
Needed to add sign-on page for ESS services.
Needed scalable design for future ESS applications.
| 2007 ECRUG CONFERENCE |
Redesigned HR IntranetRedesigned HR Intranet
Link to Self-Registration process.
Introduced “My Private I” as a secure self service site to access personal information.
Redesigned homepage pagelets for “bulletins/events” and “FAQs”.
Re-branded site to integrate with colour scheme and look and feel of PS application pages and external internet site.
Intranet homepage is external to PS (banner, navigation, pagelets).
| 2007 ECRUG CONFERENCE |
Employee Self RegistrationEmployee Self Registration
Employee is given step by step instructions for the self registration component.
Steps are configured in the message catalog.
Employee must provide Emplid. Name is displayed if Emplid is found in the database.
Employee then must enter their SIN and Date of Birth.
Authenticate button validates the information provided against PeopleSoft.
| 2007 ECRUG CONFERENCE |
Self Registration (cont’d)Self Registration (cont’d)
If employee is authenticated this page is displayed.
Email address is displayed for confirmation. An error message is returned to the user if no email is found.
Employee enters a question hint and answer that is used with the forgot my password functionality.
Once all fields are entered the Submit Request button will generate the user ID and return a message indicating success.
| 2007 ECRUG CONFERENCE |
“My Private I” – HR ESS Site“My Private I” – HR ESS SiteBranded HR ESS Site. Custom template in PS.
Recruiting ESS along with other ESS applications.
| 2007 ECRUG CONFERENCE |
Applying via IntranetApplying via Intranet
Recruiting homepage accessed via intranet.
| 2007 ECRUG CONFERENCE |
Applying via Internet SiteApplying via Internet Site
Applicants sign on using their email address as their “ID”.
Applicants can view postings and/or set up Job Search Agents.
Custom navigation built in PS.
Banner is external to PS.
| 2007 ECRUG CONFERENCE |
Unsolicited ApplicantsUnsolicited Applicants
Same process as “applying for a job opening/posting”.
Set up job postings that were called “Future Opportunities” and set up recruitment/applicant templates to collect required information for each category.
Disabled PS delivered “submit general resume” functionality.
Enables screening and effective searching of candidates.
| 2007 ECRUG CONFERENCE |
Let’s Take a Look…Let’s Take a Look…
www.peelpolice.cawww.peelpolice.ca
| 2007 ECRUG CONFERENCE |
On-Line Application InformationOn-Line Application Information
Leveraged in:HR – Screening Pages
PreliminaryFinal
HR/Management Applicant Profile Reports Job Competition Summary Matrix
Leveraged in:HR – Screening Pages
PreliminaryFinal
HR/Management Applicant Profile Reports Job Competition Summary Matrix
| 2007 ECRUG CONFERENCE |
HR - Screening PagesHR - Screening Pages
All applicants who applied to a posting.
| 2007 ECRUG CONFERENCE |
HR - Screening Pages (cont’d)HR - Screening Pages (cont’d)
All applicants who meet preliminary screening criteria.
| 2007 ECRUG CONFERENCE |
HR - Screening Pages (cont’d)HR - Screening Pages (cont’d)
All applicants who meet final screening criteria – passed testing –Disposition tab.
| 2007 ECRUG CONFERENCE |
HR - Screening Pages (cont’d)HR - Screening Pages (cont’d)
Applicant ID Link – to Applicant Summary.
| 2007 ECRUG CONFERENCE |
HR - Screening Pages (cont’d)HR - Screening Pages (cont’d)
Requirements Matched page – All applicants ranked by points.
| 2007 ECRUG CONFERENCE |
HR Screening Pages (cont’d)HR Screening Pages (cont’d)
Requirements Met Link – Summary of applicant qualifications and points obtained, matched against screening criteria.
| 2007 ECRUG CONFERENCE |
Applicant Profile ReportApplicant Profile Report
Generated “profile” (aka resume) – from PeopleSoft compiling all data together into one report.
| 2007 ECRUG CONFERENCE |
Job Competition Summary MatrixJob Competition Summary Matrix
Recruiter/manager report comparing all applicants in a matrix format.
| 2007 ECRUG CONFERENCE |
Project ChallengesProject Challenges
Technical Development PS (eRecruit) and Non-PS Skills (web development html and javascript for internet/intranet and templates )Customization level – overall volume high, low impact to vanilla objects
Modified cloned application pages (bolt-on)Created new custom navigation and templates in PSCustomized business logic to support PRP’s recruitment process
Technical Development PS (eRecruit) and Non-PS Skills (web development html and javascript for internet/intranet and templates )Customization level – overall volume high, low impact to vanilla objects
Modified cloned application pages (bolt-on)Created new custom navigation and templates in PSCustomized business logic to support PRP’s recruitment process
| 2007 ECRUG CONFERENCE |
Project Challenges (cont’d)Project Challenges (cont’d)
Extensive Functional TestingLarge scope of configuration (30+ tables), customizations and integration (internal and external)
Extensive Functional TestingLarge scope of configuration (30+ tables), customizations and integration (internal and external)
| 2007 ECRUG CONFERENCE |
Testing StatsTesting Stats
8 weeks of testing, 9 testers, 1048 test scripts executed8 weeks of testing, 9 testers, 1048 test scripts executed
| 2007 ECRUG CONFERENCE |
Project ResultsProject Results
Since December 2006 go-live:84% of Civilian employees self-registered69 Civilian job postings1900 Civilian external applicants
HR/Recruitment AdministrationReduction of 1 FTE, no longer processing resumes
Since December 2006 go-live:84% of Civilian employees self-registered69 Civilian job postings1900 Civilian external applicants
HR/Recruitment AdministrationReduction of 1 FTE, no longer processing resumes
| 2007 ECRUG CONFERENCE |
Project Results (cont’d)Project Results (cont’d)
Supervisor, Employment“Employment staff have transitioned from data entry clerks to recruiters who provide more value-added services to hiring managers.”
Supervisor, Employment“Employment staff have transitioned from data entry clerks to recruiters who provide more value-added services to hiring managers.”
| 2007 ECRUG CONFERENCE |
Project Results (cont’d)Project Results (cont’d)
Management testimonials“Screening and interview process has been streamlined. Huge volumes of unmanageable paper have now been replaced by summarized comparative applicant profiles and reports.”
Management testimonials“Screening and interview process has been streamlined. Huge volumes of unmanageable paper have now been replaced by summarized comparative applicant profiles and reports.”
| 2007 ECRUG CONFERENCE |
Project Results (cont’d)Project Results (cont’d)
Employee testimonials“Viewing job postings and applying for jobs is easily done at my desk. I like the immediate acknowledgement that my application has been received.”
Employee testimonials“Viewing job postings and applying for jobs is easily done at my desk. I like the immediate acknowledgement that my application has been received.”
| 2007 ECRUG CONFERENCE |
What’s NextWhat’s Next
Reviewing Oracle 9.0Upgrade of PRP eRecruit is expected to be significant effortApproach:
Detailed fit/gap analysis to determine options for maintaining overall PRP business logic and look & feel
Reviewing Oracle 9.0Upgrade of PRP eRecruit is expected to be significant effortApproach:
Detailed fit/gap analysis to determine options for maintaining overall PRP business logic and look & feel
| 2007 ECRUG CONFERENCE |
QuestionsQuestions
Thank you for coming to our session.
Donna [email protected]
Wendy [email protected]
Thank you for coming to our session.
Donna [email protected]
Wendy [email protected]