Talent Management - November 2008 - (Page 48)

reerXroads’ seventh annual “Source of Hire” study, referrals make up almost 29 percent of all external hires in companies and are arguably the No. 1 external source. Not only are referred hires relatively inexpensive, they often represent the highest quality new hires. Stafﬁng professionals and recruiters are natural networkers and recognize the value of using online social networking tools. However, without an easy way to fully communicate recruitment priorities to the whole engage in the recruiting cycle and work closely with the company’s stafﬁng team to attract, identify and hire top talent. The hiring manager can instantly see candidate and requisition information. Even when managers are not signed into the system, they receive updates and reminders via e-mail and can even take action from a handheld device. Hiring managers also can jump-start talent acquisition by sending job invitations through the Web 2.0 referral system. “This system ﬁts very well into our overall approach of how we discover, engage and move candidates through the hiring process,” Uranga said. “The stafﬁng group here works hand in hand with hiring managers. Hiring managers don’t want to spend time on training or downloading user guides. They just need it to work. “The layout of the product, the interface and the workﬂows are all very clear,” he explained. “Because of the intuitiveness of the product, we had a soft rollout without training. That speaks volumes about the value of the application.” Delivering the Talent TiVo Needs “We’re a small team with a big brand. [The new system] gives us more horsepower so we look like we can do more than would seem possible,” Uranga said. The TiVo team ﬁnds pulling hiring communications and scheduling from personal inboxes improves information quality, as well as efﬁciency. The new ATS provides easy access to real-time reports that show the candidate pipeline and sourcing data, as well as a longer-range view 30 days out. This data helps TiVo recruiters and hiring managers strategically manage talent acquisition activity. “Instead of endless e-mails on hiring status, we have immediate access to the reports we need. Through these reports, I’ve been able to raise the level of conversation with the recruiting team about how our efforts are translating into results,” Uranga said. “Our recruiting technology raises the conﬁdence we have as a talent acquisition team. We know we can ﬁnd people, communicate effectively and report on results. We have the certainty that we can take on ambitious projects to deliver the talent TiVo needs.” Speeding up internal processes can improve hiring success with valued candidates. The increased effectiveness and efﬁciency of a streamlined ATS and well-communicated recruiting priorities also has signiﬁcantly cut candidate response time. Further, as TiVo continues to grow and innovate, its recruiting needs diversify and grow in tandem. A relationship with a service provider that understands the company culture and the way it does business promotes reliability and the responsiveness needed to adapt to the organization’s changing needs. Jennifer Overholt is director of customer success at Jobvite Inc. She can be reached at editor@talentmgt.com. The stafﬁng team at TiVo seeks out candidates who exemplify the strengths of the TiVo team and culture. They want to ensure the organization’s recruiting process uses those unique TiVo attributes to attract and engage prospective employees. company, TiVo was not fully capitalizing on referrals from employee social networks. Using an integrated referral system enables and motivates employees to participate fully in talent acquisition. The referral system was readily adopted at the employee level, and employee referrals are a key source of candidates for TiVo. The application helps employees send job invitations to their network and tracks credit when that invitation results in a hire. Now referrals account for about a third of all hires, second only to the company’s career site. With this level of employee engagement, the staffing organization at TiVo knows it is fully leveraging connections from the entire organization. “I take the increase in referrals as a huge win,” Uranga said. “I did not make a huge push to encourage people to refer more candidates. The difference is simply the platform where referrals are given.” Empowering Hiring Managers While recruiters are tasked with sourcing and qualifying candidates, it is the talent or hiring manager who has deep insight into the job requirements and desired candidate proﬁle. Therefore, difﬁculties with communication and feedback between recruiters and talent managers can slow the talent acquisition process and raise recruiting costs. With an intuitive interface for applicant tracking, TiVo’s hiring managers have easy access to pertinent information throughout the hiring process. This selfservice component allows hiring managers to actively 48 November 2008 talent management magazine www.talentmgt.com http://www.talentmgt.com

Table of Contents Feed for the Digital Edition of Talent Management - November 2008

Talent Management - November 2008 Editor’s Letter Contents Human Performance Leading Edge Learning Connections Recruitment & Retention Assessment & Evaluation Compensation & Benefits Performance Management Learning & Development Succession Planning Insight Dashboard Application Advertisers’ Index Editorial Resources Full Potential

Talent Management - November 2008

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