Tues. S4-W2 (2)
8/2/16
Examples of Typical Disposition Codes • • • • •
Other Candidate Selected Not Best Fit Not Suitable Other Blank
Strategic Disposition Codes • Candidate declined offer • Did not consider – Data management technique • Does not meet basic qualifications • Could not contact to schedule 1st interview • Did not return calls • Offer rescinded – Did not pass background check
Disposition Code Entry Best Practices • Timeliness – Disposition in real time – Set up system so must disposition before closing requisition or generating offer letter
• Do not use “dump codes” – Better candidate selected – Not considered in middle of requisition
• Audit use of disposition codes in requisitions – Evaluate recruiters on effective use
The Other Side of the Equation: Hire Data • Look at your hire data – are they truly New Hires? – – – –
Rehires Union Recalls “Transfers” Conversions
• Note: Often “moves the needle” more than applicant data refinements
The Power of the Internet Applicant Rule – How to Strategically Refine Applicant Data Rate for Females
Rate for Males
Standard Deviation
Shortfall
Unrefined – All Candidates
20/1000 .02
40/1000 .04
2.622
10
Minus Never MinusConsidered Never Considered
20/800 20/800 .03 .03
40/900 40/900 .04.04
And Minus Does Not Meet Basic Qualifications
20/725 .03
40/850 .05
2.012
7
And Minus Withdrew
20/675 .03
40/825 .05
1.854
7
Analysis
2.169
2.169
8
8
OFCCP’s “New” Tool • Requests for Expression of Interest – Candidates who do not meet the definition of an applicant
• What are Contractors’ recordkeeping obligations? – Data? – Documents?
5
8/2/16
How Should Employers Respond to OFCCP Requests for “Expressions of Interest?” •
Think about/find out why they are asking – FCCM checkbox for IAR – Adverse Impact – Inexorable zeroes/underutilization/steering
•
Respond accordingly – If always ask/checking off a box, narrative – If adverse impact, address – If inexorable zeroes/underutilization/steering, recruitment for affected groups
• •
OFCCP needs to articulate a reason for additional candidate data If going to provide, analyze first! – Know what OFCCP is going to see once they start looking so you can be prepared to respond
OFCCP is Going Deeper and Wider in Audits • • • •
Two years of applicant data All expressions of interest What is your definition of internet applicant Need to verify it was applied properly – They want to check your work – And if they don’t think it was done correctly they will add candidates back into the analyses
Be Aware of 1:1 Ratios •
What is a 1:1 Ratio – One applicant for one hire
Effective Outreach for OFCCP Audits •
Address proactively through the data pre-submission – Ensure the job group is not 1:1 – Gather additional applicant data (staffing agencies, interviewers, other sources) – Was this really a “New Hire” (think Rehire, Conversion, etc.)
•
Crafting your response: This is not a violation if: – Posted with state, if appropriate – Posted with M/F/D sources if “goals” AND – No one else applied
New Obligations under the New Regulations Many new obligations, but the big changes are: • For the first time, data collection – Must solicit veteran and disability status of applicants – Must solicit disability status of employees
• Disability placement goals (7%) • Veteran hiring benchmarks (6.9%) • Must assess the effectiveness of outreach efforts
Data Collection and Analysis • Must collect and maintain: – – – – –
Number of total applicants who self-ID as disabled and/or veteran Total number of job openings and number of jobs filled Total number of applicants for all jobs Total number of disabled and veterans hired Total number of applicants hired
• Must maintain records of “computations or comparisons pertaining to applicants and hires” • Must retain data (and any analysis) for 3 years
6
8/2/16
New Data Obligations for Vets and the Disabled • Items 7 (Sec 503) and 11(VEVRAA) on the Itemized Listing: – “Results of the evaluation of the effectiveness of the outreach and recruitment efforts” for the disabled and covered veterans
• Common requests: – Provide a description of all outreach activities your company participated in during the plan year – Provide documentation of outreach activities to veterans & disabled individuals (and women & minorities) – Provide the name and contact information for the organizations contacted
How to Monitor Effectiveness • Consider asking multiple times and track it – Referral source drop down in ATS on application – first touch – Phone screens “How did you hear about us?” – second touch – New Hire orientation paperwork – third touch
• Identify which sources are working and not working • Good rule of thumb pre-submission - add 3 & take away 3
What is Effective? • Its not just about “push out,” but the “pull in” • Three veteran organizations example: – Vets Emporium: No vets referred. – Vets R Us: Lots of vets referred: none hired. – GetVets: Vets referred and hired.
• Which one is the most effective? • Which one is the most dangerous?
Take Aways • OFCCP has said “failure to meet goals/benchmarks is not a violation; failure to try is.” • Show OFCCP you are trying: – Generally say what worked well – Note areas where continue to work with source(s) – Describe areas where changes were made/different source(s) added
• Try to focus OFCCP on areas where goals exist • Get reports/data to use, if necessary
PepsiCo Performance with Purpose
7
8/2/16
Better Together Outreach Process • • • • • • • •
Based on Lean 6 Sigma Process Design 11 Week Critical Path Directly Tied to AAP & Progress to Goals Defines Fundamental Local Market Requirements for Success Insure Local Market Challenges & Opportunities are Addressed Sustainable/Documented CBO Relationships Less Work Due to Shared Effort among Divisions Confidence in Defendable Outreach for All PepsiCo Divisions in a given market in One, Unified Effort
Sign In Table: • Greet Attendees • Provide CBO Binder & Name tags • Creating Documentation & Evidence of Activity • Sign in Sheet • Collect Business Cards Opening Remarks: Michael Poole (PBC) & Jason Westenskow (FL)
Each Division Presented: 1. Division Specific Selection Process & Criteria 2. High Volume Opportunity Position • •
Job Description Basic Qualifications
3. Online Candidate Experience 4. Division Process Q&A Melissa Bimbi Frito Lay, Zone Business Manager
#5 PBC Warehouser
#2 PBC D-Bay Driver RegistraDon PaF Orzel
#1 Jim Kuchar & PBC Merch
#3 Frito Lay RSR
#4 Trop RSR
Jeff Brozovic = 2-3-4-5 Jim Kuchar = 3-4-5-2 Kevin Woods = 4-5-2-3 Adriana/Erin = 51st Street Tour
8
Examples of Typical Disposition Codes • • • • •
Other Candidate Selected Not Best Fit Not Suitable Other Blank
Strategic Disposition Codes • Candidate declined offer • Did not consider – Data management technique • Does not meet basic qualifications • Could not contact to schedule 1st interview • Did not return calls • Offer rescinded – Did not pass background check
Disposition Code Entry Best Practices • Timeliness – Disposition in real time – Set up system so must disposition before closing requisition or generating offer letter
• Do not use “dump codes” – Better candidate selected – Not considered in middle of requisition
• Audit use of disposition codes in requisitions – Evaluate recruiters on effective use
The Other Side of the Equation: Hire Data • Look at your hire data – are they truly New Hires? – – – –
Rehires Union Recalls “Transfers” Conversions
• Note: Often “moves the needle” more than applicant data refinements
The Power of the Internet Applicant Rule – How to Strategically Refine Applicant Data Rate for Females
Rate for Males
Standard Deviation
Shortfall
Unrefined – All Candidates
20/1000 .02
40/1000 .04
2.622
10
Minus Never MinusConsidered Never Considered
20/800 20/800 .03 .03
40/900 40/900 .04.04
And Minus Does Not Meet Basic Qualifications
20/725 .03
40/850 .05
2.012
7
And Minus Withdrew
20/675 .03
40/825 .05
1.854
7
Analysis
2.169
2.169
8
8
OFCCP’s “New” Tool • Requests for Expression of Interest – Candidates who do not meet the definition of an applicant
• What are Contractors’ recordkeeping obligations? – Data? – Documents?
5
8/2/16
How Should Employers Respond to OFCCP Requests for “Expressions of Interest?” •
Think about/find out why they are asking – FCCM checkbox for IAR – Adverse Impact – Inexorable zeroes/underutilization/steering
•
Respond accordingly – If always ask/checking off a box, narrative – If adverse impact, address – If inexorable zeroes/underutilization/steering, recruitment for affected groups
• •
OFCCP needs to articulate a reason for additional candidate data If going to provide, analyze first! – Know what OFCCP is going to see once they start looking so you can be prepared to respond
OFCCP is Going Deeper and Wider in Audits • • • •
Two years of applicant data All expressions of interest What is your definition of internet applicant Need to verify it was applied properly – They want to check your work – And if they don’t think it was done correctly they will add candidates back into the analyses
Be Aware of 1:1 Ratios •
What is a 1:1 Ratio – One applicant for one hire
Effective Outreach for OFCCP Audits •
Address proactively through the data pre-submission – Ensure the job group is not 1:1 – Gather additional applicant data (staffing agencies, interviewers, other sources) – Was this really a “New Hire” (think Rehire, Conversion, etc.)
•
Crafting your response: This is not a violation if: – Posted with state, if appropriate – Posted with M/F/D sources if “goals” AND – No one else applied
New Obligations under the New Regulations Many new obligations, but the big changes are: • For the first time, data collection – Must solicit veteran and disability status of applicants – Must solicit disability status of employees
• Disability placement goals (7%) • Veteran hiring benchmarks (6.9%) • Must assess the effectiveness of outreach efforts
Data Collection and Analysis • Must collect and maintain: – – – – –
Number of total applicants who self-ID as disabled and/or veteran Total number of job openings and number of jobs filled Total number of applicants for all jobs Total number of disabled and veterans hired Total number of applicants hired
• Must maintain records of “computations or comparisons pertaining to applicants and hires” • Must retain data (and any analysis) for 3 years
6
8/2/16
New Data Obligations for Vets and the Disabled • Items 7 (Sec 503) and 11(VEVRAA) on the Itemized Listing: – “Results of the evaluation of the effectiveness of the outreach and recruitment efforts” for the disabled and covered veterans
• Common requests: – Provide a description of all outreach activities your company participated in during the plan year – Provide documentation of outreach activities to veterans & disabled individuals (and women & minorities) – Provide the name and contact information for the organizations contacted
How to Monitor Effectiveness • Consider asking multiple times and track it – Referral source drop down in ATS on application – first touch – Phone screens “How did you hear about us?” – second touch – New Hire orientation paperwork – third touch
• Identify which sources are working and not working • Good rule of thumb pre-submission - add 3 & take away 3
What is Effective? • Its not just about “push out,” but the “pull in” • Three veteran organizations example: – Vets Emporium: No vets referred. – Vets R Us: Lots of vets referred: none hired. – GetVets: Vets referred and hired.
• Which one is the most effective? • Which one is the most dangerous?
Take Aways • OFCCP has said “failure to meet goals/benchmarks is not a violation; failure to try is.” • Show OFCCP you are trying: – Generally say what worked well – Note areas where continue to work with source(s) – Describe areas where changes were made/different source(s) added
• Try to focus OFCCP on areas where goals exist • Get reports/data to use, if necessary
PepsiCo Performance with Purpose
7
8/2/16
Better Together Outreach Process • • • • • • • •
Based on Lean 6 Sigma Process Design 11 Week Critical Path Directly Tied to AAP & Progress to Goals Defines Fundamental Local Market Requirements for Success Insure Local Market Challenges & Opportunities are Addressed Sustainable/Documented CBO Relationships Less Work Due to Shared Effort among Divisions Confidence in Defendable Outreach for All PepsiCo Divisions in a given market in One, Unified Effort
Sign In Table: • Greet Attendees • Provide CBO Binder & Name tags • Creating Documentation & Evidence of Activity • Sign in Sheet • Collect Business Cards Opening Remarks: Michael Poole (PBC) & Jason Westenskow (FL)
Each Division Presented: 1. Division Specific Selection Process & Criteria 2. High Volume Opportunity Position • •
Job Description Basic Qualifications
3. Online Candidate Experience 4. Division Process Q&A Melissa Bimbi Frito Lay, Zone Business Manager
#5 PBC Warehouser
#2 PBC D-Bay Driver RegistraDon PaF Orzel
#1 Jim Kuchar & PBC Merch
#3 Frito Lay RSR
#4 Trop RSR
Jeff Brozovic = 2-3-4-5 Jim Kuchar = 3-4-5-2 Kevin Woods = 4-5-2-3 Adriana/Erin = 51st Street Tour
8
