Coles Group Recruitment:
Embracing technology – changing the
way we recruit
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Overview
•
Recruitment Challenges
•
Our situation
•
Technology – the answer!
•
The volume process
•
Online Assessment
•
Voice Recognition
•
The Database
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Who we are – Coles Group
Recruitment Challenges
• Demand – 60,000+ predicted hires for 07/08, for over 2,200 stores and offices across 12 Brands.
• Demand covers all levels (from General Managers to entry level staff)
• A challenging & competitive employment & business environment
¾Shrinking pool of labour as our population ages ¾Historically low unemployment levels across Australia ¾Unfavourable perceptions of Retail as a career option ¾Strong employment offers by competitors
• Strong and specific service demands
¾Renewed focus on recruiting staff with heightened skills in areas such as customer service and sales.
¾Continual focus on enhancing timeliness and cost-efficiency of recruitment operations
¾Change in type of candidates, highly skilled, casual, generational
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Our situation
• 3,000 – 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
entry-level recruitment costs
2003 - Our Situation
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Technology – the answer!
• Low touch process, positive quality, consistent experience • Improve processing capability, 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
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• Online application, automated screening, ranking & tracking
• Self scheduling - applicants book themselves into interviews
• Candidate Management – email & 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
Best of Breed approach
One base candidate management system with specialist providers for testing, voice recognition, requisition management, contract generation and induction integrated.
Best of Breed Approach
The actual process
Line Manager submits online requisition Phone call to Recruitment with interview outcomes Candidate Completes an application form Automated Application Screening Candidate Completes online assessment Electronic referral to Store Line Manager Conducts face to face interview and
ref check Automated Acknowledgement & visibility of activity Candidate Completes online induction Automated electronic contract sent to applicant Applicant receives ASR/SMS/Email updates
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Why Online Testing
Simple, low touch screening tool
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…
Why Online Assessment
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Blocked for privacy
ASR Solution – Candidate Info line
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1800 number
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Aim is to reduce number of calls handled by
Recruiters
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Candidate can call 24 x 7 – speak or enter
candidate number
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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
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A few years on….
• 2.5 million applicants….now approx. 1 million per year • 600,000 completed testing
• Approx 200,000 hires
• Hire rate moved from 2,000 per month to 6-8,000 in peak • Over 50,000 email & 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
